Since 1943, Schindler Switzerland has been at the forefront of professional education. With one of the biggest Vocational Education & Training (VET) centers in the country, we continue to play our part in guiding, inspiring, and supporting the young professionals of the future.
Mention Switzerland, and most people picture luxury watches, silky chocolate, and snow-capped mountains. But for those in the know, there's another defining feature: world-class apprenticeships.
In Switzerland, around two-thirds of school pupils choose to embark on an apprenticeship after finishing mandatory school, taking the opportunity to combine theory and practice in a professional working setting.
The national apprenticeship offering is a collaborative effort: the federal government, regional cantons (all 26 of them), and professional associations collaborate to ensure the continued success of the Vocational Education & Training (VET) system, ensuring the programs on offer remain cutting-edge and economically relevant.
Together, they develop apprenticeship programs that meet today’s business and economic needs while preparing apprentices for modern careers. VET follows a dual-track system, with apprentices splitting their time between classroom learning and on-the-job training. This approach combines core subjects learned at school with practical experience at work. It's education with immediate, tangible applications – a refreshing alternative to the traditional "learn now, apply later" model.
"The Vocational Education & Training system allows everyone to progress according to their individual talents, regardless of their background or social status. In doing so, it promotes equal opportunity," explains Erika Neumann, Head of Vocational Training at Schindler. "Some may see competition between a purely theoretical education path and VET, but I believe we should see the two different educational paths as equal and complementary."
The apprenticeship approach simultaneously supports young people and the country’s economy. "Youth unemployment in Switzerland is very low compared to other countries," Erika says. "Apprentices are a key success factor of the Swiss economy."
Approximately 25% of Schindler apprentices combine their on-site apprenticeship with additional studies via a professional baccalaureate, enabling them to continue with tertiary education at universities of applied sciences should they choose to.
Current apprentice Rhea Thürig spends three days in the office, and two at school, studying core subjects such as languages, math, and history, to complete her diploma.
In Switzerland, an apprenticeship certificate opens doors to promising careers across many industries. However, this recognition doesn’t always extend beyond the border. Countries without a similar VET system often fail to value the skills and professionalism apprentices bring. Surprisingly, this is not just an issue abroad: even some Swiss cantons near the border struggle to fully appreciate the value of apprenticeships, creating a peculiar situation where recognition fades as one approaches the country's edges.
But Switzerland is actively addressing this challenge, with a movement underway to internationalize the program. "There are ongoing efforts to incorporate internationally recognized titles into the program," explains Erika. "I would support this, particularly in terms of facilitating international careers for our apprentices."
The Schindler Berufsbildung vocational program offers 12 training professions and currently counts some 300 apprentices. In addition, they employ 100 Schindler Next Generation part-time students and interns, who also form part of our teams.
Most Schindler Switzerland apprentices start after compulsory school ends at age 14 or 15 and spend three or four years with us. High performers can complete the Vocational Baccalaureate in parallel, or by taking the two-semester full-time option after their apprenticeship. Others join as adults.
"Our apprenticeship approach is focused on delivering quality education," explains Erika. "Apprentices are part of our company’s success and are treated accordingly. They provide critical thinking and fresh ideas."
A special feature of the Schindler Berufsbildung, Erika explains, is their organizational concept.
We are a company within the company – we're self-financed, and do business for the sake of quality education. This allows us to not only feed the company’s talent pipeline, but also to be a reliable partner for mechanical production and design and services such as multimedia or IT, for internal and external customers. ‘We make it possible’ is not just a slogan, but what we truly stand for and are proud of.
Apprentices are educated and trained in a broad array of fields, from technology and computer science to economics and elevator systems. All specializations emphasize digital proficiency and help them develop collaborative, communication, and presentation skills – essential for success in today’s professional world. Many of the projects undertaken by our apprentices prioritize environmental sustainability.
Rotating through different departments provides apprentices with a well-rounded education and diverse experience. "As Schindler apprentices, we get the chance to move around every year, meaning we can be part of various teams," explains Rhea Thürig, a current media technician apprentice. "I’m now in my fourth year, having spent a year learning the basics, a year in the IT team, and a year in the Schindler Global media team."
This exposure to diverse departments, teams, cultures, ways of working, and specialties across the company exposes our apprentices to the world of work, providing them with an incomparable opportunity to become comfortable in a real-life business environment and learn from those around them from an early age. They also begin to establish a business network – one that can continue to serve them well as they progress in their career.
International opportunities are also on offer. "In addition to the exchanges taking place between our Ebikon headquarters and the southern Swiss city of Locarno, we’ve also had some apprentices going to the UK," explains Erika, adding that her team is working on establishing similar exchanges with China. "There’s definitely potential for us to develop our international approach further."
Connecting a company and an apprentice is very much a two-way street. Showcasing at careers fairs, fomenting an online presence, hosting on-campus open days and classes, are just some of the many ways our colleagues in Switzerland promote the Schindler apprenticeship offering to potential candidates.
Interested candidates, for their part, need to complete a thorough application process through a user-friendly digital recruiting platform. In order to be considered for an apprenticeship at Schindler, candidates are required to submit a resumé, cover letter and school report – but that's just the opening act.
Then comes a behavioral assessment – which is less about what you know and more about who you are. This is followed by interviews that are as much about cultural fit as they are about skills.
The application process culminates with a trial apprenticeship. "We don’t offer apprenticeship contracts to candidates without them first taking part in a trial apprenticeship – called a Schnupperlehre – of two to four days," explains Erika when asked about the process. "These involve a practical work experience opportunity, as well as some role-specific tests."
Upon successful completion of this trial, those who wish to embark on an apprenticeship journey with us submit various additional documents, including references and a trial apprenticeship report, before taking an interview.
It's a process that might seem daunting, but candidates aren't left to navigate it alone. "My school supported me throughout the application process," explains Rhea. "They helped with the documentation submission and advised us how to behave in interviews."
Schindler is highly regarded within the VET system – a standing the team has worked hard to secure and continues to maintain, through unwavering diligence and dedication.
"We’re in the privileged position of being able to choose from numerous candidates for apprenticeships in high demand, such as Media Technician, Electronic Technician, and Mechanical Designer," shares Erika. "We have, however, found it increasingly challenging to hire for positions such as fitters, for example. We’re currently working with our colleagues across the business to improve this, and have already seen some success, which is very promising."
Similarly, work is underway to further diversify the apprenticeship cohorts. Technical professions typically see a very low female interest rate, although there's been some encouraging improvement recently, with female candidacies rising by 3% between 2021 and 2024.
"We support and sponsor many different programs to encourage parents, teachers, and young girls to open their minds to technical careers – and we prioritize applications from girls for these departments," explains Erika.
"I believe a joint effort is needed – from society, politicians, and companies – but I think it will take several generations before real change comes about. In the meantime, we’ll continue to showcase female examples – something we did recently with the hiring of a female polytechnician trainer – and support the women who do form part of our apprenticeship scheme."
The apprenticeship scheme currently in place in Switzerland is highly successful, and a large majority of apprentices go on to be offered a permanent role at the company. "Many apprentices become part of our talent pipeline upon completion of their apprenticeships; others move on to other things," Erika confirms. In fact, some 70% of accomplished apprentices take a permanent role at Schindler, with around 20% continuing on to further studies and 10% choosing to follow a different path.
Despite the success so far, Erika is by no means resting on her laurels. "We’re constantly evolving and improving to meet the digitalization, automation, connectivity, ecological and technical requirements of the future," she explains. Artificial Intelligence (AI) is squarely in her team’s sights. "It will certainly influence educational methods and pedagogical concepts," she notes.
To stay ahead, most of the technical professions for which we offer apprenticeships are currently being reviewed and undergoing professional reform. The team is exploring the addition of a new Digital Business Developer profession to its program portfolio, with "initial internal response being very promising."
Erika is excited about what lies ahead, highlighting the broader impact of our apprenticeship program in Switzerland.
Educating young people is a contribution to both society and the economy. Professional expertise has always been and always will be a true asset of Switzerland. The future is bright.