Searching for young talent at Knorr-Bremse Rail Vehicle Systems

How the Marzahn-based company recruits trainees

Workers turned, milled, and filed for months to manufacture several 1930s replacement parts for a historical S-Bahn, Berlin’s long-standing rapid transit railway. Now restored, the train then took the apprentices of Knorr-Bremse Rail Vehicle Systems on a celebratory ride along Berlin’s city line: from Alexanderplatz, across Museum Island, to Hauptbahnhof, the main station. The journey was featured on the company’s social media channels, namely on Instagram, where it received enthusiastic reactions and, perhaps, inspired applications for the next training year. That’s certainly the hope of Nicole Hanusch, the company’s head of training.

Based in Marzahn and grown to employ around 1,000 people, Knorr-Bremse “develops and manufactures braking systems for high-speed trains like the Shinkansen and ICE as well as for Berlin’s S-Bahns and trams,” says Hanusch. Moreover, they produce hydraulic components and control plates at the Berlin site, which houses a service centre for overhauling braking systems.

The company trains apprentice machining mechanics, industrial mechanics, mechatronics engineers, and warehouse logistics specialists. Altogether, 37 young people are currently undertaking an apprenticeship. Despite what one hears from other companies, Knorr-Bremse still attracts many applicants.

Hanusch reports that there were more than 200 last year. “We are, however, noticing a shift in candidates.” The grades and days of absence on some school reports raise some questions, she says, whether all of them are up to what is demanded at Knorr-Bremse. “We produce safety-relevant systems, and we need responsible colleagues to do this.”

That said, Hanusch doesn’t subscribe to the belief that everything was better in the past, including applicants. “On the other hand, many young people today are far more culturally open.” This is a skill that is invaluable in multinational teams. Young people are also more adept at IT. Even for mechanics nowadays, it is essential to be able to communicate, plan, and document digitally.

For most, this is a given—it’s one reason why the company uses digital channels and relevant online platforms to target young people. One of these is the recruiting app “Dein Erster Tag” (German for Your First Day). Job openings are published on the company website, the apprenticeship exchange of the Chamber of Commerce (IHK), the Employment Agency, and in the district brochure of Marzahn. Personal contacts at job fairs are also important. “Moreover, we target apprentices through a dedicated Instagram account that is run jointly by the locations in Berlin, Munich, and Aldersbach in Bavaria,” says Hanusch.

Nearly 20 years ago, she herself completed an apprenticeship as a mechatronics engineer at the Berlin Marzahn-based company and thus knows what both sides need. This helps her finding and retaining suitable trainees. “We want strong graduates to see a long-term perspective with us.” The company guarantees one year of employment for all who pass their final exams, while those with top grades are offered permanent contracts. They also benefit from holiday and Christmas bonuses, a company pension scheme, and extras towards travel expenses or study materials.

To make the work for long-standing colleagues more pleasant, the company has created additional benefits for them. This includes on-site charging stations for electric cars, a bike-to-work financing scheme (Jobrad), working from home, and a sabbatical option.

“Another way we recruit is through referrals from friends or acquaintances, which are rewarded if the match is successful,” says Hanusch. The goal is to build strong teams for the future that work together well—both professionally and personally.

Ralf Nestler for POTENZIAL

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