It is also quite difficult to find designers: we need people who are experts in conveyor equipment, and we still can't find "the proper people" for this position. Of course, we employ young designers, but they are so poorly-trained now that it's just too risky. They don't always even know the necessary software. And the company is already prepared to retrain them at its own expense to get them working. Due to the pandemic situation, there is another problem: designers want to work remotely, rather than stay in the office. But we are talking about production, so, the employee has to see everything and get a result in close contact with production workers and mechanics.
When I studied at the technical college, we were assigned to obligatory internships at industrial enterprises. We worked with mentors who understood what knowledge we had and if it was practical. If such a system could be revived, it would help to understand the real skills and knowledge of students, and how applicable they are in today's fast-growing industry.
If we talk about blue-collar jobs, the easiest option for us is to take low-skilled personnel and train them. Our company has a two-stage training system. At the first stage, we teach a person simple operations: the functions of a tinsmith and an assembler. If he does well, he takes a certification exam afterwards. If the employee shows good results and desire, he moves on to the second stage. This stage implies mentoring: a mentor trains a person to work on the machines. After getting familiar with the working process and some practice they have exams: two or three intermediate and a final certification. Also, all specialists at our plant have to take quarterly and semi-annual further training courses as well as participate in competitions within their specialties".