In 2017, we faced a major challenge as an agency for digital data analysis. The acute shortage of skilled labour slowed our growth and hampered further development. Like many other companies, we were faced with the same situation: we received hardly any applications for advertised positions and the few that we did receive rarely met our high standards.
In addition, it was impossible to recruit skilled workers from countries outside the EU and the European Free Trade Association (EFTA), as there is a limited number of work permits available for them (quota system). As an SME, we had no chance of obtaining these labour quotas in competition with large corporations.

Traineeship: our measure against the shortage of skilled labour

Once we realised that a fundamental change was needed, we decided to take action. Instead of hoping to find trained specialists, we decided to train them specifically so that they have exactly the skills we need.

In 2017, we launched an internship programme that went far beyond a "pick up a coffee and fill out an Excel spreadsheet" internship. We developed a multi-stage training concept on our own initiative that turned the interns into trainees. In the traineeship, trainees complete an intensive and detailed training and learning programme over a period of six months. The traineeship is characterised not only by its well thought-out structure, but also by its flexibility and adaptability to the individual skills of the trainees. The trainees go through a series of simulated projects, the content of which is based on real zweipunkt projects. These projects, also known as use cases, include challenging customer enquiries, technical challenges and project presentations in order to prepare the trainees as well as possible for working at zweipunkt. In addition, trainees can already work on real customer projects during the traineeship if such projects are available and the trainees are interested and have the skills to do so. The goal of the traineeship is a permanent position at zweipunkt. We want to strengthen our team and promote sustainable growth.

Sustainable employee loyalty through clear prospects

We have recognised that it is not enough to simply train and recruit talented specialists, but that it is also important to retain employees at zweipunkt in the long term. We therefore invest considerable time and resources in traineeships and ensure that our employees can develop personally and professionally with us. To this end, we have developed a system that provides clear prospects and opportunities for further development. From trainee, employees can develop further and specialise in junior, professional, senior or expert positions in various fields of work. Each of these levels comes with new roles and competences, giving employees the opportunity to define their professional goals. We also want to offer scope for personal development and self-determination - an important factor in retaining employees in the long term. Find out more about zweipunkt as an employer here.

Conclusion: Successful recruitment and retention of skilled labour

Our success story shows that it is possible to find, train and retain talented and skilled people in the company in the long term. The zweipunkt traineeship has not only strengthened diversity within the company, but has also contributed to the company's sustainable success. Our path shows how companies can counteract the shortage of skilled labour through their own approaches and long-term strategies. Innovative ideas, commitment and perseverance are factors in achieving this goal.
Do you also want to combat the skills shortage in your industry, find valuable talent and retain it in the long term? We are always open to dialogue and love to share our knowledge and experience. Get in touch with us!