More than just learning a trade: Why training at Mercer is different

When you think of vocational training, a traditional image often comes to mind: learning a trade, gaining practical experience, and obtaining a professional qualification. But in an era marked by a growing shortage of skilled workers in key industrial sectors, the concept of training needs to be rethought.

In North America and Europe ,the scale of the challenge is clear. In Canada alone, some 700,000 trades-workers are expected to retire by 2028. In the U.S., the manufacturing sector is expected to face over 2 million unfilled jobs by 2030 unless vocational training pipelines are expanded. And in Germany, more than three-quarters of firms that report a skills shortage identify it in workers with completed vocational qualifications.

At Mercer, training is understood as a holistic development program that prepares young talent for the challenges of today and tomorrow. The following five points highlight why training at Mercer is different than you might expect.

1. Focus on health: Because performance and well-being go hand in hand

This year, 23 young people started their apprenticeships at Mercer’s German locations. From day one, the program is designed to strengthen young talent not only professionally, but also personally. In collaboration with IKK gesund plus, one of the leading statutory health insurance companies in eastern Germany, the “Fit for Apprenticeship” workshop was launched at Mercer Stendal, which teaches practical topics such as exercise, ergonomics, stress management, and healthy eating.

This commitment extends beyond the individual workshop and is part of a comprehensive strategy. For example, the annual “Trainee Camp” in Bad Saarow promotes team spirit, trust, and mental resilience through joint cooking and activities in the climbing forest. This approach underscores Mercer’s proactive investment in the long-term well-being of its employees.

Lisa Wechsung, responsible for training at Mercer Stendal, explains: “We attach great importance to teaching our trainees not only technical knowledge, but also the importance of teamwork and physical and mental health. The ‘Fit for Training’ workshop is an important building block in optimally preparing our junior staff for the challenges of professional life – and in ensuring healthy, productive teams in all areas of the company in the long term.”

2. Early start: Commitment begins in the classroom

At Mercer, investing in young people begins long before their first day at work. The Mercer Timber Products (MTP) division, which specializes in wood products, is a prime example of how bridges can be built between the classroom and the professional world at an early stage.

The partnerships are more than just career guidance—they are a profound social commitment. Examples include:

• The democracy project “LOBI-Town” with the Bad Lobenstein elementary school, in which trainees worked with students to create the “peace staircase” out of wood, a project that combined teamwork and craftsmanship.
• A planting campaign with the Montessori school, which provided a practical understanding of sustainability and the entire wood value chain.
• An excursion with a planting campaign in the “Edible Forest,” which provided insights into sustainable forestry and volunteer work.

These projects show that Mercer is not only concerned with recruitment but also with imparting values such as sustainability, team spirit, and democratic understanding to the next generation.

3. Parents on board: Why the most important advisors are relied upon

Parents often play a decisive role in choosing the right training place. Mercer recognizes them as essential advisors and directly invites them to events to learn about the training opportunities on offer. The Training Night at Mercer Rosenthal and the training evening “Brettgeflüster” at Mercer Timber Products are therefore explicitly aimed at young people and their parents.

During factory tours and in direct exchanges with trainees and trainers, families gain authentic insights into everyday working life and career opportunities at Mercer. By involving parents as partners in the process, the company adopts a holistic approach that fosters trust and supports informed career decisions.

4. More than just the next generation: training as a strategic investment in the future

Training at Mercer is a direct strategic response to the national shortage of skilled workers. 2025 IFO Institute survey data show that 52% of companies in Germany identify “shortage of skilled workers” as the biggest challenge in personnel planning; among these, 77% report a “severe” or “rather severe” shortage of workers with completed vocational training.

Instead of just waiting for external applicants, Mercer is securing its future by training its own skilled workers. This approach ensures operational continuity while strengthening the regional roots of its locations.

The success of this approach is reflected in the figures: of the five trainees who recently graduated from MTP, three are staying with the company. At the pulp mill in Rosenthal, six of the newly qualified specialists are remaining loyal to the company. The high retention rate is the result of a conscious strategy to fill key positions from within the company’s own ranks.

Lisa Wechsung emphasizes: “We see training as a strategic investment in our future. It is our most important tool for counteracting the shortage of skilled workers at an early stage, building up valuable skills within the company, and ensuring that we can fill vacancies from within our own ranks.”

5. Sustainable for the future: Mercer trains foresters for the first time

Anyone who starts an apprenticeship at Mercer becomes part of a bigger vision. One example of this is the introduction of the first-ever forester training program at Mercer Holz, Germany’s largest timber purchasing organization. With this training program, the company is expanding its expertise in sustainable raw material procurement and implementing a key component of its long-term ESG strategy.

The program is deeply rooted in the industry: trainees spend the first two years with the state forestry partner, ThüringenForst, before gaining practical experience in the Mercer Holz timber harvesting team in their third year.

In summary, training at Mercer is a holistic development program. It combines professional excellence with a clear focus on health, social engagement, strategic foresight, and sustainability. The company not only trains skilled workers, but also promotes the next generation of talent who will actively shape its future.