We don’t solve skills shortages in the labor market – we solve them in the company

We don't solve skills shortages in the labor market - we solve them in the company

The term "skills shortage" is omnipresent. In studies, in discussions, in daily practice. In technically demanding sectors in particular, it is becoming increasingly clear that competition for qualified employees is getting tougher - and traditional methods are becoming less and less effective.
Job advertisements alone are no longer enough. Headhunting is becoming more expensive. And even if you are able to recruit specialists, one key question remains:
How do we ensure that knowledge remains, grows and is passed on within the company?
Our answer to this is clear: through consistent, strategically planned in-house training and development.

Training is not a “nice-to-have”, but a safeguard for the future

Particularly in specialized industries, expertise does not develop overnight. It grows over years – through practice, experience, exchange and learning in everyday life. Companies that do not invest here are making themselves dependent on a market that is becoming increasingly empty.
Those who invest in training, on the other hand,

– secures expertise in the long term,
– strengthens employee loyalty,
– develops specialists to meet its own requirements
– and assumes social responsibility.

Training is therefore much more than just securing the next generation – it is a strategic lever for stability and growth.

Further training: The key in a changing world of work

But training alone is not enough. Technologies evolve, processes change, requirements increase. What is state of the art today may be outdated tomorrow.
This is why we see further training not as a single training measure, but as a continuous process:

– Professional development in day-to-day work
– Targeted training and development programs
– New learning formats, including digital
– Room for personal growth and new perspectives

Learning must not be an “add-on” that happens on the side. It must be consciously designed, coordinated and further developed.

Our aspiration: Anchoring learning as an integral part of our corporate culture

At BWB Flugzeug Galvanik Dresden, we see training and further education as an integral part of our culture. We don’t just want to preserve knowledge, we want to actively develop it – together with our trainees and employees.
Our aim is to think strategically about learning within the company, organize it professionally and at the same time stay close to people.

And now, quite frankly …

We are currently still looking for the perfect match for this path – a person who will drive this topic forward with conviction, experience and the will to shape it.
Not as a traditional vacancy, but as a co-creator: in our future.
If you see yourself in these thoughts or know someone for whom this would be a task close to their heart, please feel free to contact us.