GERMANY | Recruiting of new apprentices

At WEPA Germany, the recruiting process of new apprentices consists of the followin steps:
– WEPA Germany uses employer branding to generate enthusiasm for the company;
– An initial online test in advance of the applicant days is set up to get a first impression of the applicants;
– Groups of applicants are brought to the company together during applicant days: the selection process is supported with the help of interaction in the group. Throughout the whole process, WEPA encourages engagement of potential apprentices and creates enthusiasm throughout the recruiting process.

Key stakeholders:
Company

Specific Benefits:
Establish a targeted recruiting process to specifically inspire and convince applicants of an apprenticeship in the paper industry, as well as attract young talents.

Conditions for success:
Create enthusiasm and show a common thread in the application process.

GERMANY | Design employer branding measures together with apprentices

WEPA in Germany designs employer branding measures together with apprentices such as videos, advertisements, interviews, apprearance at trade fairs, content for the company website. The aim is to address the target group in a suitable and targeted manner via various media channels and to generate enthusiasm for the company.

Key stakeholders:
Company

Specific Benefits:
– Address the target group directly and inspire them to work for the company
– Draw attention to the company and thus generate a large number of good applications

Conditions for success:
Create targeted employer branding across different channels to generate high quality applications.

GERMANY | Internships and project weeks with local associations

Essity Germany offers internships for students to get to know the paper professions at first hand. Essity also participates in project weeks with local associations.

Key stakeholders:
– Company
– Pupils in school/participants of special programs

Specific Benefits:
Interships offer the possibility to get personal contact to pupils, and allowing company and pupils get to know each other better.

Conditions for success:
There is the need to have on-site support.

BELGIUM | DS Smith: Event/video with Belgian TV

This video with Belgian TV deals with the theme of female workers in DS Smith: #STEMhelden (STEM heroes):  In the video, education and the labor market are combined in a promotional campaign that creates #stemheroes in which different sectors and education are jointly focused.

Key stakeholders:
– STEM platform
– vrt.be
– technopolis.be
– DS Smith
– PaperPackSkills sector fund

Specific Benefits:
– There is focus on the right target audience, namely young students who have to choose a STEM study option, a child reporter is used to ask questions about the profession to the person who practices the profession
– Clarity is created by specific professions pictured in the videos – this always works more concretely
– The focus is on female profiles in STEM professions, so that young girls also feel attracted to take a STEM course

Conditions for success: Joint commitment of different actors who consider STEM important, such as:
– Leading role of the STEM platform
– Support for video by vrt.be
– Financial support from PaperPackSkills sectorfund
– Support for finding a suitable company by PaperPackSkills
– Commitment by the company DS Smith who understand the importance of STEM and has given permission to film within the company
– Help spread the message #STEMheroes and the videos from Technopolis, a center known for children and youth around technology