Recruitment & Job transitions

Quality of Training  

Quality of Learning

Labour Conditions






Sector: Agriculture, seed and plant production
Country: Serbia 

SUPERIOR has developed an apprenticeship program to help young graduates gain knowledge in the field of agriculture, economics, and biology. The program started five years ago, and every year we select 3 to 5 participants who will be trained to become excellent managers in their field of work. In the first years, we gathered applications only from those students who are studying agriculture, but we realised that their lack of knowledge related to sales, product placement, and seed development. For that reason, we decided to broaden the criteria to include students of economics and biology. In that way we managed to further develop our apprenticeship program which now consists of three stages.

Approach & Impact:

Stage I – Students are split into groups according to their academic background (agriculture, economics or biology) and are assigned with basic tasks related to planting, picking, harvesting etc. This stage is very physically exhausting and requires stamina and mental stability, more than some special knowledge. The idea, in general, is making the opportunity to get hands dirty, which is an in most cases the indicator of students' devotion to this particular field of work. Unfortunately, many of them quit during this stage.

Stage II – Students are working closely with mentors in four different parts of the production. This stage aims to prepare them for a managerial position.

Stage III – In the final stage students become managers for a day. They have a task to coordinate a group of five workers, and to make sure they all have assignments for the entire 8-hour shift.

After the entire process finishes, we offer an opportunity of becoming an employee in SUPERIOR for one student who showed the best results during the apprenticeship.




  Recruitment & Job transition



Sector: Landscaper
Country: France


Most of HORIZON JARDIN’s apprentices have been recruited by the company following their training. The company does its best to keep the apprentices once their basic training is done. In the case the apprentice cannot be hired, he or she is supported by the company to find a new job or a training (e.g. by putting him/her in touch with other companies in need of recruitment, by writing him/her a recommendation letter). The company makes everything to unlock the apprentice’s situation and helps him/her to proceed if they are worth it.

This approach, that prioritises the recruitment of former apprentices, allows HORIZON JARDIN to invest in human capital and obtain a return on investment. Indeed, the company estimates that at the beginning of the training, the productivity of an apprentice equals 30% of a classic employee’s one. This rate is increasing all along the training to reach by the end of the contract 80% to 100%.



  Quality of Training


Sector: gastronomy, service, hotels, accommodation
Country: Czech Republic

The apprentices in Chateau Mcely have a great opportunity to learn all the skills from the basic ones up to the difficult attendance of guests during lunch and dinner. We are trying to educate the apprentices in the ethical sphere too. Our young people have an overview and knowledge of the basic ethical conduct. Therefore, the first days of practice are focused on the ethical conduct, approach to a client and care for a client. We want our apprentices to pass the entire group of activities, which our qualified employee should know and manage.


Approach & Impact:

If an apprentice proves to be competent, a long-term cooperation is offered to him/her. That is how we prepare our future qualified employees who know the environment and clients of Chateau Mcely well.

We select our apprentices from schools we have been cooperating with for a long time. The practices in our hotel are very difficult therefore the selection of apprentices is very important. We prefer mainly those who are interested in their study field and want to improve themselves.

We offer a basic benefits package, various trainings, and an opportunity to take part in the best apprentice competition. A mentor is available to our employees and apprentices, solving also labour relations. Working with apprentices is very demanding, but the results are often very pleasing and enriching through supporting young people as well as gaining new qualified manpower.


Sector: Building -Electric
Country: Denmark

Jansson El, which is and old company, rich in traditions, is very concerned with their responsibility especially to the local community. The company therefore prioritize highly to take their share of apprenticeships and in education the next generation of young people within the electric trade. Across the whole organization around 35-37 apprenticeships at a time and the number is quite stable.

This is because they know how much it means to be able to support the education when you are as old a company as Jansson El is.

At Jansson El they emphasize greatly the selection of the right candidates. Young people who a willing and capable to learn and develop. They focus on the human and the values that they bring.

At the same time, the quality of the apprenticeships must be ensured, and this is a high priority for Jansson El. The apprentices receive a permanent master who has all contact with them, and the establish a plan for the apprenticeship so to make sure the apprentice gets around and is trained in different aspects of the business and different tasks, so that the educations covers as many aspects as possible.

The impact of Jansson El is considerable just in Vejle we have 14-15 apprenticeships. Jansson El is visible in the local community and is highly regarded amongst the students at the nearby VET School. Jansson El themselves believes that it is important to take ones share of the responsibility since that they know that otherwise it will be difficult to get qualified workforce in the future.




  Quality of Learning



Sector: Consulting
Country: Italy


The use of apprenticeship contract in SCS is fully integrated with the HR strategy.

Apprentices are employed by the company in order to get a senior consultant role at the end of the three-year contract. The apprentices receive almost 40/60h of training per year and are fully involved in a project work, training on the job and company workshops on specific subjects.


Approach & Impact:

The development plan of competencies consists of two parts, one is a top-down training programfocused on apprentices, and the other part is related to the performance evaluation process.

Every person receives a formalised feedback on the specific project contribution given and in the areas of strength and development considering SCS competency model.

Based on the dialogue of the feedback and evaluation every person is given an access to a specific training or exposure to projects/contents relevant to develop the competency gaps.

At least 90% of the apprentices are confirmed with a long-term contract. The high level of conversion has generated a positive climate internally. The employees are motivated and confident that the company invests in competence development and that employees can benefit from training opportunities in order to develop their career and hold a superior position in a few years. The circular feedback process is an opportunity to improve training programs to better customise the offer towards the needs expressed.

The evaluation of training programs is very satisfying, at the moment on a scale from 1 to 5, the training satisfaction is 4.5. The positive experience of employees during the first years in the company creates a climate of trust on future development and training opportunities. 


Sector: Transport
Country: Poland

In 2016 ABC-Czepczyński started sharing its support and experience with students from classes focusing on educating “shipping technicians” at Technical Vocational Complex at Międzychód. In 2017 a letter of intent between school and company was signed. Since then the company has become a patron of two classes. To support teachers and improve quality of learning, company’s experts hold workshops and give lectures. Moreover, students visit ABC-Czepczyński headquarters to participate in practical classes. The company sponsored equipment for the shipping class.

In 2018 company hosted 10 apprentices (including one person with disabilities) and 1 intern. Apprenticeship programme was based on project targets, which ensured that the students acquired knowledge essential for working in logistics and shipping throughout the whole course of their education. Every student was assigned a leader, who was their supervisor. Students learned about job specifics in various departments, i.e. administration, accounting, controlling, marketing and CSR. Students were responsible for calling local and foreign partners and clients, they practiced their language skills, worked on writing messages and worked in special TMS system among others.

ABC-CZepczyński’s involvement in school’s educational activities has enriched them with practical aspect of learning. Teachers obtained real support from experts. Students were able to test their theoretical knowledge in practice.

In 2015, before the company became school’s partner, there were 9 candidates for the class educating shipping technicians. After our joint activities and sharing information about possibilities of apprenticeships and potential employment, the number rose to 25 in 2016. According to this year’s predictions the class is going to continue being popular.

The company was highly evaluated by apprentices and school representatives for its professionalism and subjective approach towards apprentices, and for focusing on real, conscious and holistic method of practical training.


Sector: Wood Furnitures
Country: Italy

The company uses two forms of apprenticeship: First and second level.The first level apprenticeship has been used since last year in collaboration with Enaip for the training on the job of students who are attending a course for obtaining the qualification of Wood Operator or a vocational diploma for wood operator.

Professional apprenticeship has been used for many years to train newly graduated people using medium / high technology numerical control machines or plants.Currently there are 2 first level and 3 second level apprentices.

The first level apprenticeships enabled the student to gain professional qualifications and enabled the company to train and meet people who could then continue their professional career within the company.

The professional apprenticeships enabled the Porro’s company to train and then hire specialized personnel for conducting CNC industrial plants.




  Labour Conditions


Sector: Energy solutions
Country: Estonia


We have apprentices in many fields – engineers, people in the office drawing up plans, law department etc. Apprentices always have a specific thing to do, and we always pay them to be fair. We give a tour and an overview of the company before settling an apprentice to a line of job.

Most of our project managers have once started as apprentices. We started to co-operate with an industrial school to consult with schooling workers. We also let university students come and inspect our work, and we used to give lectures in Tallinn Technical University as well. It has been important to find a partner with whom to develop the field. As a result, we are known and appreciated employer.


Sector: IT
Country: Poland

Career StartUp is an original Cognifide programme created in 2016. Its foundation is based in 3 month long paid apprenticeships for students from July to September. It’s a good opportunity for them to face their first professional challenge and familiarise themselves with reality of business projects. It’s a starting point for further cooperation.

Every young talent works under the eye of a dedicated mentor-expert in the field. The process starts with the implementation program (Induction): for two weeks students have the opportunity of familiarizing themselves with tools, technology and company’s culture. The next step is pilot program, introduced inside the company in accordance to business reality. After this preparation, young people are ready to work on a commercial project. After apprenticeship ends, students are offered a position at Cognifide with a possibility of combining their job and studies at university.

Young talents are free to use many of the office perks. They can easily access a technical library and mentors’ experience, they participate in internal trainings. They can also use common social room with table football, table tennis, board games, gym equipment, fresh fruit and vegetables.

After two editions of this programme 36 new employees joined the company. In 2018, 37 people started the programme.

Other benefits are:

  • Applicants better match company’s needs
  • Recruitment process and new employee’s development process have been shortened and made more efficient
  • Young talents are provided with a good start in IT with minimized stress factor
  • Support for local technology and education-oriented communities



About #eutalent

EU Talent – Business in Europe Hosting Apprenticeships for Youth is a two year project helping SMEs to better engage in apprenticeships. Run in 12 countries by CSR Europe and its national partners the project provides direct support to SMEs in form of support structures.

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Webinar: EU Talent – Policy Recommendations, Identification and removal of policy obstacles to engage SMEs in quality apprenticeship programs

Date: 7 February 2019

Time: 15:00 - 16:00 CET

Location: Online

Equipping Youth & Business for the Future of Work

Date: 7 December 2018

Time: 9:00 CET

Location: 34 Avenue Simon Boulevard, 1000 Brussels

EU Talent: SDGs & Apprenticeships – Apprenticeships as a key driver of sustainability

Date: September 27, 2018

Time: 15:00 - 16:00 CEST

Location: Online

Webinar Impronta Etica & Sodalitas: L’APPRENDISTATO IN MOBILITÀ

Date: 13 September 2018

Time: 15:00 CET

Location: Online Event

CSR Latvia: Stakeholder meeting

Date: 29 June 2018

Time: 9:00 CET

Location: Fonds Dots telpās

National Workshop: Tendencias empresariales para un empleo joven de calidad

Date: 27 June 2018

Time: 11:00 CET

Location: Cámara de Comercio de Madrid

BLF Czech Republic: Stakeholder Dialogue

Date: 27 June 2018

Time: 16:00 CET

Location: ...

National Meeting: Giovani e Lavoro: Le opportunita’ di apprendistato nelle PMI

Date: 15 June 2018

Time: 10:00 CET

Location: Assolombarda, Milan

BLF Czech Republic: National Workshop

Date: 4 April 2018

Time: 15:00 CET

Location: Hotel the Grand Mark Prague, Hybernská 12, Praha 1

CSR Turkey: EU Talent Stakeholder Meeting

Date: 19 April 2018

Time: 9:30 CET

Location: İstanbul Park Dedeman Hotel

RBF Poland: EU Talent National Workshop

Date: 12 April 2018

Time: 15:00 CET

Location: National Stadium Warsaw


Date: 23 February 2018

Time: 11:00 CET

Location: Online

Webinar Smart Kolektiv: “Online tool for creating quality apprenticeships”

Date: 20 February 2018

Time: 13:00 CET

Location: Online

Webinar CORE Platform, Malta: “Enriching our business through Apprenticeships”

Date: 17 January 2018

Time: 14:00 CET

Location: Online

Webinar CSR HELLAS: “Benefits of hosting apprenticeship”

Date: 20 December

Time: 15:00

Location: Online

Webinar by CSR Turkey: “EUTalent presentation”

Date: 15 December

Time: 15:00

Location: Online

Webinar Poland: “Diversity management in SMEs to reach young talent”

Date: 1 December

Time: 14:00 CET

Location: Online

Webinar Spain: “Youth employment in Spain”

Date: 29 November

Time: 11:00 CET

Location: Online

Webinar Italy: “Experiences of Vocational Education and SMEs”

Date: 16 November

Time: 11:00 CET

Location: Online

EUTalent Stakeholders Meeting France

Date: 11 July France

Location: Paris

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