[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px||0px|||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row column_structure=”2_3,1_3″ module_class=”reverse-columns-mobile” _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”2_3″ _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ text_font=”roboto-regular||||||||” text_text_color=”#003a7c” custom_margin=”||0px||false|false” custom_margin_tablet=”||15px||false|false” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” global_colors_info=”{}” theme_builder_area=”post_content”]Credits: iStock-MicroStockHub\/ngupakarti, J. M\u00fcller, Fotostudio Penz Bremen, Johanna Zschornack, Britta Gottschalk Fotografie, Alexander Fanslau,\/fanslau fotografie[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ custom_padding=”0px||0px|||” bottom_divider_style=”waves” bottom_divider_color=”#DFE6EE” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row column_structure=”2_3,1_3″ _builder_version=”4.16″ custom_padding=”0px|||||” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”2_3″ _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ custom_margin=”||75px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]While new technologies are making many processes more efficient, another challenge is becoming increasingly prevalent \u2013 in recent years, finding suitable people for these jobs has become significantly more time-consuming and, in some cases, considerably more difficult. This starts with training. <\/p>\n
Jonna\u00a0Fichtner, HR Business Partner Talent Development at EUROGATE in Bremen, knows the maritime labour market in northern Germany like the back of her hand. More recently, she has mentored young talent, including apprentices, students and interns, and is currently responsible for trainees and strategic development issues.<\/p>\n
\u201cYoung Talent often comes from the local area,\u201d Fichtner explains. \u201cThey\u2019ll have already completed an internship with us or will come from families that have already been working here for two or three generations. Alongside these personal connections, job fairs and schools and universities in the north are major points of contact for us.\u201d<\/p>\n
The company also actively searches for young talent on LinkedIn, often approaching suitable candidates directly. \u201cWe also place job advertisements on platforms like Stepstone,\u201d reports Robin Lemke, HR Operations Partner at EUROGATE in Hamburg, whose focus is on recruiting specialists and managers, particularly for the holding company. Indeed, approaching candidates directly has proven to be more reliable and cost-effective than using recruitment consultants.<\/p>\n
Demand is nonetheless increasing. \u201cDue, in particular, to our major automation project and the increased volume of cargo as a result of shipping alliances, we\u2019re hiring new employees on a larger scale\u00a0\u2013\u00a0including in the commercial sector,\u201d adds Lemke. The company does not provide specific figures, however. The number of applicants depends on the position in question. \u201cWe\u2019ve received a large number of applications for AI-related positions.\u201d Finding good software developers is more challenging.<\/p>\n
\u201cThe most difficult step for young talent is making them aware that there are opportunities at the port in the first place,\u201d Fichtner continues. This is why a \u201cSelection Day\u201d is held for almost all jobs at the port, so potential apprentices and degree apprentices can get a first impression. \u201cFor our IT experts, for example, the results of their work are ultimately visible on the yard. This is what generates enthusiasm,\u201d emphasises Lemke.
[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ module_class=”dtb-sticky” _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_sidebar area=”et_pb_widget_area_7″ show_border=”off” admin_label=”Werbung Startseite \/ Artikel” _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_sidebar][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ custom_padding=”0px||0px|||” top_divider_style=”waves2″ top_divider_color=”#DFE6EE” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row column_structure=”2_3,1_3″ _builder_version=”4.16″ custom_padding=”||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”2_3″ _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ custom_margin=”200px||200px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
Emphasis has shifted in recent years. \u201cFor us, personality is more important than pure skills,\u201d states Lemke. The decisive factor is whether they fit into the team and add value to it. \u201cWe then work together to identify and develop any gaps in expertise. We don\u2019t need a covering letter; a compelling CV will do. Plus, the trend of companies actively recruiting candidates as opposed to people simply applying for jobs is now more widespread.\u201d<\/p>\n
However, the answer to the skilled labour question lies not only in recruitment campaigns but also in giving people within the company a voice. This is where the \u201cLebenswelten J.\u00a0M\u00dcLLER\u201d project at J.\u00a0M\u00dcLLER in Brake comes in. Trainees prepare presentations on their colleagues from different cultural backgrounds, talking about how they came to the company, their integration processes and the hurdles they faced when starting out. <\/p>\n
The project, which came first in the 2024 \u201cPrize for Innovative Training\u201d (PIA), receives both professional and technical support from \u201cLebenswelten Wesermarsch\u201d, a local initiative for intercultural exchange and media education. In a multiple-day workshop, the trainees learned the basics of documentary filmmaking and gained insights into both camera and editing techniques, and production processes, plus modules on social media, fake news and AI.<\/p>\n
I was immediately taken with the idea of learning my colleagues\u2019 stories and discovering what makes them tick\u00a0\u2013 it\u2019s often different from what you expect,\u201d reports Mona B\u00f6schen, a third-year apprentice in freight forwarding and logistics services. She also enjoyed working with the other trainees to organise the planning and strengthen their teamwork skills.<\/p>\n
To participate successfully in projects like these, B\u00f6schen believes the enjoyment in learning new things and the capacity for teamwork are paramount. \u201cOrganisation, a sense of responsibility and a good feel for how to allocate tasks are also important,\u201d she says. \u201cThese skills, combined with determination and team spirit, are crucial for successful collaboration.\u201d<\/p>\n
This was also a personal step for B\u00f6schen, as she learned how to edit and shoot videos and, above all, recognised that most people have an exciting story behind them. \u201cIt\u2019s okay to be a little different,\u201d she smiles. She feels projects like this go a long way toward retaining young talent in the company in the long term. \u201cI also think it\u2019s important for young people to recognise their responsibilities, something this definitely encourages.\u201d<\/p>\n
[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ module_class=”dtb-sticky” _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Jonna-Fichtner_500px.png” alt=”Portrait of Jonna Fichtner, presumably taken in an office” title_text=”Jonna-Fichtner_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||50px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
Jonna Fichtner, HR Business Partner Talent Development at Eurogate[\/et_pb_text][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Robin-Lemke_500px.png” alt=”Portrait of Robin Lemke in front of a neutral background” title_text=”Robin-Lemke_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||50px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
Robin Lemke, HR Operations Partner at Eurogate[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” _builder_version=”4.27.4″ _module_preset=”default” background_image=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/DSC03185_4C_1200.jpg” parallax=”on” custom_padding=”450px||450px||false|false” custom_padding_tablet=”” custom_padding_phone=”” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ custom_padding=”0px||0px|||” bottom_divider_style=”waves2″ bottom_divider_color=”#DFE6EE” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row column_structure=”2_3,1_3″ _builder_version=”4.16″ custom_padding=”||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”2_3″ _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ text_font=”roboto-regular||||||||” text_text_color=”#003a7c” custom_margin=”-5px||||false|false” custom_margin_tablet=”||15px||false|false” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” global_colors_info=”{}” theme_builder_area=”post_content”]As part of \u201cLebenswelten J. M\u00dcLLER\u201d, trainees film portraits of their colleagues from different cultural backgrounds.[\/et_pb_text][et_pb_text _builder_version=”4.27.4″ custom_margin=”200px||200px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
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Amelie W\u00fcrdemann, who, in addition to her job as Global Ocean Specialist at BLS Bremer Logistic Service, is also Chair of the Board of the BHV Juniors, knows what role networks can play in recruitment. The currently almost 70\u00a0young members from Bremen\u2019s maritime transport and logistics industry meet for monthly networking evenings and the annual Networking Bremen Calling (NBC) after-work event. In addition to discussing industry topics, these young professionals between the ages of 18\u00a0and 45\u00a0also talk about career issues.\u00a0<\/p>\n
\u201cThis offers great advantages for employers because someone from the network knows the person, which creates trust,\u201d states W\u00fcrdemann. \u201cIt\u2019s also much cheaper for companies to find new employees through our network.\u201d She herself has never formally applied to a company for a job other than for her training as a freight forwarding and logistics services clerk, as contact has always been established through personal conversations or events.\u00a0<\/p>\n
W\u00fcrdemann is also familiar with the demands the younger generation has. \u201cThe younger generation values its work-life balance and sets clear boundaries,\u201d she says. \u201cAs a freight forwarder, you have to love your job, but you also need a private life. Though it doesn\u2019t apply directly to me, working from home is also important for many, especially for working mothers. The confidence to ask for this comes from the fact that the current job market allows for it. A simple fruit basket won\u2019t cut it any more.\u201d The younger generation also demands more flexibility on working hours. \u201cIf someone\u2019s working on a project with Australia, then it\u2019s best to work partly based on what time it is there, and not here.\u201d\u00a0<\/p>\n
She also has a clear appeal to employers when it comes to further development. \u201cIt\u2019s very important not only to make offers but also to listen to employees to find out what further training and additional qualifications are important to them,\u201d she continues. \u201cThis could possibly involve a commitment to work for the employer for another year. Many people do their bachelor\u2019s degree alongside their full-time job, and employers should support these employees fully.\u201d\n<\/p>\n
[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ module_class=”dtb-sticky” _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Mona-Boeschen_500px.png” alt=”Portrait of Mona B\u00fcschen in front of a neutral background” title_text=”Mona-Bo\u0308schen_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||50px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
Mona B\u00f6schen, trainee freight forwarding and logistics services clerk at J. M\u00dcLLER[\/et_pb_text][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Amelie-Wuerdeman_500px.png” alt=”Portrait of Amelie W\u00fcrdemann in front of a neutral background” title_text=”Amelie-Wu\u0308rdeman_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||50px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″]<\/p>\n
Amelie W\u00fcrdeman, Global Ocean Specialist at BLS Bremer Logistics Service and Chair of the Board of the BHV Bremen Port and Logistics Representative Association[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.4″ background_color=”#DFE6EE” custom_padding=”0px||0px|||” top_divider_style=”waves” top_divider_color=”#DFE6EE” bottom_divider_style=”waves2″ bottom_divider_color=”#DFE6EE” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row column_structure=”2_3,1_3″ _builder_version=”4.16″ custom_padding=”||||false|false” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”2_3″ _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.27.4″ custom_margin=”0px||0px||false|false” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
\u201cWhen we talk about global economic structures, we often forget about seafarers,\u201d says Johanna Zschornack, business and human rights advisor specialising in labour rights at sea at BeN, the Bremen Development Policy Network. \u201cInternational labour agreements are a plus, but precarious working conditions often still prevail, especially in the lower ranks.\u201d<\/p>\n
\u201cThe legal requirement at sea is six hours of work followed by six hours of rest over seven days,\u201d she explains. \u201cThis may sound good at first, but it doesn\u2019t include any holidays or rest days. Ordinary seafarers spend nine to eleven months on board \u2013 for those in higher ranks it\u2019s usually three to four months. And this can mean that they don\u2019t have any extended rest periods of more than six hours during that time.\u201d They spend their days off and holidays at home. \u201cHowever, if they fall ill, they have no social security whatsoever,\u201d Zschornack continues. <\/p>\n
Internet access is also a problem. \u201cThere\u2019s often not enough bandwidth on ships, and, on the high seas, some seafarers have no access at all \u2013 or sometimes only in the captain\u2019s mess, where they can\u2019t have a private conversation or even a little moan about their superiors.\u201d<\/p>\n
However, recruitment agencies are the seafarers\u2019 contractual partners, not the shipping companies. \u201cI expect the shipping companies do have a great deal of influence, though,\u201d says Zschornack. And there are things the shipping companies can implement themselves. \u201cTime and again, port state control inspections uncover duplicate work logs \u2013 the \u2018real\u2019 ones and ones created especially for use at inspection time,\u201d she adds. <\/p>\n
However, many employees are afraid to report their concerns for fear of being blacklisted, meaning their chances of being hired again are jeopardised. \u201cWhat’s more, working on board is isolationary \u2013 there\u2019s less interaction than on land. But a lot\u2019s changing here, for example in the form of online tools,\u201d Zschornack is pleased to report.<\/p>\n
\u201cThe worst problems aren\u2019t here in Europe or in North America, rather on small boats in other parts of the world,\u201d admits Zschornack. For many in Germany, however, this concept is quite abstract. \u201cWhen it comes to textiles, buyers are aware of the working conditions in countries like Bangladesh, which they can also influence. When it comes to transport, it\u2019s difficult to use your own consumer behaviour to influence working conditions.\u201d <\/p>\n
The network therefore focuses primarily on providing information and raising awareness among the general public in the state of Bremen, for example by giving lectures and workshops. \u201cWe also work closely with, among others, shipping companies, port authorities such as bremenports, and trade unions such as the International Transport Workers\u2019 Federation (ITF) and Verdi, as well as the German Seamen\u2019s Mission.\u201d Port tours that focus on global connections and working conditions on board are also offered. The aim is to work with politicians, business, academia and civil society to highlight global problems and seek appropriate solutions. \u201cThis requires many small steps across various channels,\u201d adds Zschornack. bremenports has already included the issue of fair working conditions in maritime shipping in its \u201cSustainability Report\u201d.[\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ module_class=”dtb-sticky” _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Johanna-Zschornack_500px.png” alt=”Portrait of Johanna Zschornak, taken outdoors, with a window front visible in the background” title_text=”Johanna-Zschornack_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||100px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n
business and human rights advisor specialising in labour rights at sea at BeN, the Bremen Development Policy Network<\/p>\n
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Nadine Hellmold, who used to run her own logistics company and who has been working as a consultant and trainer for HR and strategy with her company Co-Check for over ten years, knows from both perspectives how good HR work can also be successful in small and medium-sized maritime industry and logistics companies. \u201cI see myself as my clients\u2019 external human resources department,\u201d she says. \u201cYou have to have the sensitivity and understanding for how important this is.\u201d <\/p>\n
One example is the etiquette seminars she offers to BHV\u00a0members. \u201cThese are very well received.\u201d A central topic is informal or formal address. \u201cMany companies want to be hip and communicate externally using informal language,\u201d Hellmold says. \u201cThis often makes youngsters unsure about how to behave appropriately internally. Another change is that the concept of \u2018ladies first\u2019 no longer exists. Today, hierarchy is the form of address.\u201d<\/p>\n
Crucial at the moment is permanent staff retention\u00a0\u2013 to do that, the workers must identify with the company. \u201cAuthentic, sincere values that are actively practised are key,\u201d Hellmold indicates. \u201cMy advice is to build emotional loyalty to your company among existing staff.\u201d This also helps to encourage more employees to adopt responsibility. \u201cMany companies are lacking in this area.\u201d<\/p>\n
People often misunderstand what modern leadership is. \u201cInstead of imposing decisions from above, today it\u2019s about coaching employees, being a mentor and developing and promoting team members individually,\u201d says Hellmold. \u201cIt\u2019s not fruit baskets or salaries that are decisive, but factors such as hybrid working and a sense of purpose. If you want employees to be enthusiastic about your company in the future, you have to focus on cooperation\u00a0\u2013 personal relationships are crucial to success.\u201d She therefore advises investment in soft skills and taking employees\u2019 needs seriously. \u201cThat\u2019s decisive.\u201d\n<\/p>\n
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Miriam Charif, Head of HR at PTS Logistics in Bremen, also confirms that sustainability is becoming an increasingly important factor in recruitment. \u201cGreen skills are becoming increasingly important for us in the logistics sector, as sustainable processes are both ecologically and economically relevant.\u201d Even today, during the recruitment process PTS checks whether applicants demonstrate awareness of resource conservation and efficient processes. \u201cIn the future, such skills will be a decisive factor in remaining competitive and achieving sustainability goals together,\u201d says Charif.<\/p>\n
\u201cPractical content is already being used during training to anchor sustainability skills, such as the efficient use of resources and environmentally friendly processes,\u201d she continues. In its further training, the company addresses current topics such as basic ESG regulations, CO\u2082 reduction and reusable or recyclable packaging solutions, and promotes the exchange of experiences within the team. During the induction phase, huge importance is attached to sensitising new colleagues to the company\u2019s sustainability goals early on and actively involving them in projects\u00a0\u2013 the motto is \u201cinvolve them early to make it happen\u201d. Intensive exchange with customers and at networking events such as ENVOCONNECT is also important. \u201cOnly together can we master the transformation by developing and implementing ideas for green logistics.\u201d (cb)<\/em><\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ module_class=”dtb-sticky” _builder_version=”4.16″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Nadine-Hellmold_500px.png” alt=”Portrait of Nadine Hellmold, in front of a neutral background.” title_text=”Nadine-Hellmold_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||100px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Nadine Hellmold, consultant and trainer for HR and strategy with her company Co-Check and spokesperson for the \u201cFurther training\u201d BHV working group[\/et_pb_text][et_pb_image src=”https:\/\/www.logistics-pilot.com\/wp-content\/uploads\/2023\/02\/Miriam-Charif_500px.png” alt=”Portrait of Miriam Charif, in front of a neutral background.” title_text=”Miriam-Charif_500px” align=”center” _builder_version=”4.27.4″ custom_margin=”50px||||false|false” custom_margin_tablet=”” custom_margin_phone=”25px||||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.4″ header_3_text_color=”#002e5b” text_orientation=”center” custom_margin=”||100px||false|false” custom_margin_tablet=”” custom_margin_phone=”||40px||false|false” custom_margin_last_edited=”on|phone” global_colors_info=”{}” theme_builder_area=”post_content”]<\/p>\n Miriam Charif, Head of HR at PTS Logistics. Spokesperson for the \u201cRecruiting young talent and skilled workers\u201d BHV working group[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Qualified trainees, students and skilled workers are in high demand in the maritime industry and logistics. LOGISTICS PILOT asked key players what employers in Bremen and Lower Saxony need to offer and which measures truly retain employees.<\/p>\n","protected":false},"author":10,"featured_media":69321,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[54],"tags":[],"class_list":["post-69322","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-main-topic-en"],"yoast_head":"\n\u201cIt\u2019s not fruit baskets or salaries that are decisive, but factors such as hybrid working and a sense of purpose.\u201d<\/h3>\n
\u201cGreen skills are becoming increasingly important for us in the logistics sector.\u201d<\/h3>\n