1. What are the most significant challenges currently facing vocational training in the German labor market?
Germany's labor market holds enormous potential. Today, 2.86 million people under the age of 35 lack a vocational qualification 鈥� 1.7 million of them are under 30.
While a tremendous number of jobs remains unoccupied, hundreds of thousands of young people are stuck on the sidelines. Not because they're unwilling, but because the system isn't built for them.
The vocational system still favors straight-line biographies: good grades, perfect CVs, smooth pathways. But that's not reflecting the reality of our society - a society comprised of young people with a multitude of different educational biographies, socioeconomic backgrounds as well as challenges posed by the pandemic.
We filter out talent far too early within the employer lifecycle.
What we need is a mindset shift: from filtering to enabling. We must stop asking, 鈥淎re you checking all the boxes,鈥� and instead focus on the fundamental question whether those boxes are keeping with the times.
2. In what ways does JOBLINGE tap into the untapped potential within the German labor market, particularly among underrepresented groups?
At JOBLINGE we pursue a holistic approach 鈥� to reach these young people early, guide them into training, and support them all the way through.
For those already connected to public systems, our JOBLINGE core program offers a structured six month path into vocational training 鈥� with an average placement rate of around 80% throughout the last decade.
But the untapped potential lies in reaching those who aren't even on the radar: 630,000 under the age of 25 are so-called NEETs, neither pursuing education, employment nor training.
To reach them, we initiated PLAN A. Whether through direct outreach in schools, online, and public spaces 鈥� we open up new pathways into vocational education.
Once they begin their apprenticeship journey, we stay by their side until training qualification. In short: We don't wait for talent to show up. We reach out, unlock it 鈥� and stay with it all the way to the finish line.
3. What opportunities and advantages does JOBLINGE provide for apprentices, and how do these opportunities shape their career paths?
At JOBLINGE, we empower young people to experience self-efficacy 鈥� often for the first time. Many of our participants have never had someone believe in their potential, guide them through setbacks. or open professional doors.
We help them build the social capital and confidence they need to succeed 鈥� not only through our own teams, but thanks to the commitment of our partner companies and their employees, who engage as mentors, workshop leaders as well as role models in trainings, social days, or company visits.
Further, our basecamps provide ongoing support during the apprenticeship 鈥� including tutoring and peer learning 鈥� while also offering practical upskilling modules that benefit both apprentices and employers, particularly in companies that lack in-house training resources.
Throughout the entire journey, our team provides professional guidance and support. This close interaction builds trust and creates real bridges into labour market.
4. What is the motivation of companies to broaden their hiring pool?
In times of acute skills shortages, hiring more diversely is no longer about value added 鈥� it's an economic necessity. We are all searching for skilled workers, yet every year, thousands of training and entry-level positions remain unfilled. At the same time, the state invests heavily in transition programs 鈥� and still, many young people fail to make the leap into the labor market. The result: a systemic mismatch.
It's time we rethink how we recruit, train, and support young talent. Companies that partner with JOBLINGE don't just gain access to motivated and well-prepared candidates. They also become part of a broader alliance 鈥� one that takes shared responsibility for fixing what isn't working.
We build bridges where there were once barriers. Forming these alliances isn't a CSR gesture 鈥� it's workforce strategy and long-term economic resilience. We all stand to benefit when more young people move from the margins into meaningful careers.
