Importance of Transition
The transition after Vocational Training (Ausbildung) means that the training company offers the former trainee a permanent employment contract. For the trainee, the transition provides a seamless continuation of professional activity and security regarding income. For the training company, the transition has the advantage of retaining a well-trained employee who is already familiar with the operational processes.
Legal Right to Transition
In Germany, there is no legal entitlement to a transition after Vocational Training (Ausbildung). The decision is at the employer’s discretion. However, some collective agreements provide for a transition obligation under certain conditions. It is advisable to inform oneself early about the regulations in the respective company or collective agreement.
Criteria for Transition
A key factor for the transition is the performance of the trainee. Companies prefer trainees who have distinguished themselves during the Vocational Training (Ausbildung) through good performance, commitment, and teamwork. The economic situation of the company and the demand for new professionals also play a role. In times of skilled labor shortages, the chances of a transition are higher.
Negotiating the Transition
Before the end of the Vocational Training (Ausbildung), trainees should seek a conversation with the employer to clarify the chances of a transition. The conditions of the employment contract, such as salary, working hours, and possible further training opportunities, can also be discussed. Early communication demonstrates the trainee’s interest in a permanent position to the employer.
Alternatives to Transition
If a transition does not occur, there are various alternatives for the professional future. The former trainee can apply to other companies, start further training or a degree, or transition to a temporary employment agency to gain initial work experience. The qualifications and contacts gained during the Vocational Training (Ausbildung) can be helpful in this regard.
Transition Rate after Vocational Training (Ausbildung)
The transition rate varies by industry, region, and company size. In sectors with a high shortage of skilled workers, such as crafts or IT, the chances of a transition are higher. Small and medium-sized enterprises (SMEs) often offer better transition opportunities than large corporations, as they rely more on well-trained specialists.
Preparing for the End of Vocational Training (Ausbildung)
To increase the chances of a transition, trainees should already stand out during their Vocational Training (Ausbildung) through performance, punctuality, and commitment. Additional qualifications, such as attending further training or acquiring additional skills, can also increase transition opportunities. It is also advisable to regularly seek feedback from the trainer to improve one’s performance.
Transition During the Probation Period
After the transition, a new probation period often begins, usually lasting between three and six months. During this time, the employer can assess whether the former trainee meets the requirements of the new position. To establish oneself, it is important to remain motivated and ready to perform even during this phase.
Advantages for the Employer
For the training company, the transition offers numerous benefits. The new employee is already integrated into the operational processes and knows the structures and colleagues. This reduces the onboarding effort compared to external hires. Furthermore, the expertise within the company is retained, and the risk of hiring an unsuitable employee is lower.