By targeting unused talent pools, using government funding and targeted retraining measures, it was possible to fill hard-to-fill technical positions with personnel within a few months, despite the shortage of skilled workers.
Initial situation
Tesla was faced with the challenge of strengthening its technical teams in the area of electric vehicle production. The company was struggling with an acute shortage of skilled workers, particularly in the EMEA region, while demand for products was rising continuously. The aim was to fill vacancies and retain talent in the long term.
Target groups with transferable skills, including former military personnel and career changers, were systematically identified and addressed.
The talented individuals were prepared for their tasks at Tesla through subsidized retraining measures financed by the Qualification Opportunities Act. The training content was specifically tailored to the company's requirements in production and technology, enabling productive deployment from the first day of work.
Recognized training providers and regional authorities were involved in order to carry out the qualification measures on a larger scale and with reliable planning.
The use of data-based sourcing and communication methods enabled a fast and smooth candidate journey, from approach to onboarding, which significantly reduced the time-to-hire.
Within a few months, 50 technicians were hired.
All training measures were fully financed by the Qualification Opportunities Act.
The structured training program has created a reliable talent pool for future technical recruitment.
The strategy used made it possible to systematically strengthen technical teams in parallel with the expansion of production in the region.
Numerous participants gained access to a new professional field and secure employment through the program.
