Hiring an apprentice in the Veveyse: your image speaks before the interview

In the Veveyse, many companies look harder for staff than for customers. Yet almost all of them communicate only towards customers. An apprenticeship place that stays empty two years running is rarely a pay problem — it is very often a visibility problem.

Who actually decides

Three people, and only one of them is the candidate.

The teenager looks at Instagram and TikTok, in that order, and decides in about forty seconds whether the job looks interesting. The parents look at Google: the reviews, the photos, whether the company looks solid. The school counsellor looks at whether the company exists online at all, because that is what they can show in a career session.

If nothing comes up on any of the three, you are competing against firms in Bulle and Vevey that do come up.

What to show, concretely

• The workshop in use, not tidied for the photo. What the days actually look like.
• The team, faces included. A trade is chosen for the people as much as for the work.
• A finished job, with the person who did it. That is what makes a fifteen-year-old think “I would like to be able to do that”.
• The apprentices you already have. They are your best argument, and they speak the right language.

What not to do

Do not publish a job ad as an image. Nobody shares it, nobody watches it, and it reaches exactly the people who already follow you.

Do not promise an atmosphere you do not have either. A teenager who arrives and finds the opposite leaves within six months, and tells the whole school.

Thirty seconds, once a year

One honest video of the workshop, the team and a typical day serves for several years. It costs one morning and replaces four job ads. It is the format we film most often in video production in the Veveyse, and it feeds naturally into regular posting. Filmed in winter, when the season is quiet, it is ready for the spring applications.