Apprentice power and lifelong learning

While many companies are complaining about a shortage of apprentices and skilled labor, Rico is setting new standards in promoting the next generation. Two key pillars of success are apprentice training and the “Rico Academy”, which has developed from a technical trainee program into a comprehensive training and further education program. In addition to building up specialized knowledge in the silicone sector, which is rare on the market, the program focuses in particular on personal development.

Shortage of apprentices: a topic that Rico is only familiar with from hearsay. “We receive around 150 applications for fifteen apprenticeships per year. We can choose the best ones,” says Jürgen Wimmer from the Apprentice Training team at Rico in Austria. Having been with the company for 23 years himself, the trained toolmaking technician has witnessed and helped shape the company’s development from 30 to 300 employees. Six years ago, the opportunity arose to switch to apprentice training, and Wimmer was immediately hooked: “I like working with young people and enjoy getting the best out of them. What’s special here at Rico is that we cater to each individual. Our apprentices receive top training. ”Word of course gets around in the region and on social media – one of the reasons why Rico is spoilt for choice when it comes to recruiting apprentices.

„We can choose from the best apprentices on the market.”

Jürgen Wimmer, Apprentice Training team

One third women

Every year, up to 15 apprentices start at Rico and are trained in seven different professions – primarily in the fields of plastics and metal. One third of the apprentices in the technical field are currently women, an extraordinary success when you look at international statistics. Worldwide, one in five people is NEET (“not in employment, education and training”), and three out of four young NEETs are women. The UN estimates that 600 million jobs will need to be created over the next fifteen years to meet the employment needs of young people. This requires passion, as in Rico’s apprenticeship training program: “We are at nearly every trade fair, invite schools to visit us and give them the opportunity to immerse themselves in the world of our training workshop – which can be seen as a small company within a company.” Wimmer is also particularly proud of the “YoungsterChallenge”, which involves a colorful mix of challenges for the apprentices. The challenge consists of technical tests, an assessment of social skills and individual or team competitions in archery, karting or charitable activities. Points are collected, which can then be exchanged for attractive rewards that everyone can choose for themselves: “This strategy is motivating and at the same time strengthens the team spirit enormously.”‍

Lifelong learning

While apprentices at Rico build up specialist knowledge in the silicone sector during their training, this know-how is not sufficiently available in the market. In order to pass on this specialist know-how to new employees such as polytechnical school or university graduates, the Rico Academy was launched by internal experts in 2017. The trainee program is aimed specifically at ambitious employees who want to pursue a specialist or management career in plastics technology and further develop themselves. HR developer Martina Wimmer is currently rolling out the Academy at the US site in Miramar, Florida, and is convinced: “With the Rico Academy, we are offering valuable training in an absolutely forward-looking industry. In addition to imparting technical expertise, we place great importance on personal development. We prepare participants for future management roles and ensure that they can drive innovation and efficiency.” This strategy is in line with the personnel development of the entire Semperit Group. Conclusion: Lifelong learning is both a duty and a passion for the Solution Makers of tomorrow.