If you want a future, you have to invest in it

On 1 August, the future of the University of Magdeburg was handed its staff ID card. Since then, new trainees have been learning how a university works from the inside out. Their work takes them to offices, laboratories, technical departments, the IT department and the University Library. The range of apprenticeship programmes at the University of Magdeburg includes, amongst others, office management, IT specialism, microtechnology, laboratory work, media design, animal care, event technology, and media and information services. Apprenticeship places are currently advertised for 2027 in microtechnology, IT specialising in system integration, office management and, once again, as a media and information services specialist (FaMI for short). Applications can be submitted until 31 October 2026.

As a result, another FaMI trainee has now begun her career at the University Library. The selection process at the end of 2025 highlighted a realisation that is significant for many areas of the university. If you want to attract skilled staff, you must first reach out to young people. A job advertisement is often an institution’s first point of contact. If it remains mired in administrative jargon and abstract lists of requirements, the profession itself will also seem uninspiring. Modern training advertisements make the work tangible. ‘You’ll be assigned dedicated mentors and will gradually take on your own projects’, for example, is far more meaningful than a blanket requirement for resilience. The location of the vocational training centre, the selection process, development opportunities and benefits should also be clearly highlighted in the text.

At the University Library, these include, amongst other things, a personal laptop and a shared office for trainees, as well as university-wide benefits such as pay in line with collective agreements, discounted canteen meals and a wide range of leisure, development and health programmes. Such benefits do not belong in the small print. They demonstrate the importance young people actually hold within our organisation. What is known as ‘employer branding’ in HR marketing begins with a simple question: does the job advertisement convey a sense that a young person is welcome here?

A good job advertisement raises expectations that the day-to-day reality of the apprenticeship must later fulfil. The role of a Library and Information Science Apprentice (FaMI) in particular is evolving alongside the academic library. Printed collections remain valuable. However, the focus is shifting significantly towards digital media, data and services. Library systems and IT applications, the Teaching Library, public relations and learning space management are already part of the training programme at the University Library. Support for open access, as well as data maintenance for repositories and open-journal systems, also form part of the remit.

Research data management is also increasingly shaping the landscape of academic libraries. The University of Magdeburg is currently even being developed into a state-wide hub for this forward-looking field. Future library and information specialists therefore need professional rigour and digital literacy just as much as communication skills, a service-oriented approach and the curiosity to continually familiarise themselves with new topics. We are looking for all-rounders who are just as confident navigating digital systems as they are in interacting with people. This fits well with libraries, which are increasingly evolving into spaces for shared learning, exchange and growth.

To support this transition, a new training programme was developed at the University Library last year. Two fixed onboarding days provide initial guidance before the trainee gets to know the individual departments. Connections become clear, expectations are clarified and reliable points of contact are identified. Gamified programme highlights such as the ‘Expedition through the Wilderness of Knowledge’, ‘Puzzle Time in the Park’ or ‘How to Use the Canteen’ round off the first two days. The departments then plan their own learning phases and focus specifically on providing subject-specific support.

This approach can also be applied to other areas of training. A good start brings information together, clarifies responsibilities and creates a reliable framework. Within this framework, young people can learn with confidence, ask questions and gradually become more independent. Onboarding is therefore not just a nice extra. It lays the foundations for the entire training programme.

Knowledge transfer does not happen incidentally. It requires time, planning and people who are passionate about passing on their practical knowledge. Observing, trying things out for oneself, repeating, taking on small projects and receiving honest feedback all go hand in hand. This creates a balance that neither overburdens nor underchallenges.

Vocational school also forms part of this picture. The theoretical part of the FaMI training takes place in block sessions in Sondershausen. Whatever succeeds or causes difficulties there has an impact on the training company. A close link between theory and practice improves learning opportunities and helps to identify difficulties at an early stage. The training company and the vocational school are two sides of the same career path.

The blanket talk of ‘Generation Z’ falls short in this regard. Our university is home to young adults with diverse backgrounds, strengths and learning speeds. They want to understand why a task is important, receive feedback and experience that they are trusted to take on more responsibility step by step. This is the foundation of any good training programme.

Those who provide careful training preserve practical knowledge, develop talent and open up their own institution to new perspectives. In this way, knowledge transfer and securing a skilled workforce become an integral part of the organisation’s culture. The University of Magdeburg creates a strong framework for this. At the University Library, this framework is brought to life through a binding strategy, personalised support and a genuine passion for the work.

Since 1 August, the specialists of the future have already been sitting at the table. How well they will be able to support the university tomorrow depends in part on how seriously they are supported today.