Bus and Train Driving: A Growing Haven for Career Shifters
Many conductors for buses and trains have prior careers under their belts. - Many drivers of buses and trams engage in cross-driving, a term for operating vehicles in multiple lines or routes.
In the ever-evolving landscape of Germany, approximately 140,000 bus and train drivers hail from diverse professional backgrounds, as revealed by an industry survey led by the Association of German Transport Companies (VDV) and digital consultancy Nexum. A staggering 54% of these drivers switched careers, recommending a more tailored recruitment, onboarding, and qualification approach for this dynamic demographic, particularly targeting young adults.
Germany's transport sector is gripped by a personnel shortage. With approximately 20,000 vacancies, around 6,000 retirements occur annually in the bus and tram service alone. One of the root causes is the tarnished reputation of these professions. In fact, over half of the surveyed drivers rated the image of bus and train driver jobs as "rather negative" or "very negative", whereas only 20% view them as "rather positive" or "very positive". The workforce bemoans the lack of appreciation, respect from passengers, and not-so-favorable working hours coupled with low pay.
To combat this unfavourable scenario, a shift in corporate culture within the industry and closer ties with authorities are essential, emphatically emphasized by the VDV. The survey, involving more than 1,400 transport workers, was conducted between November 2024 and January 2025.
Navigating the Staffing Crunch
The transport sector in Europe, including Germany, grapples with a persistent staffing crisis. For instance, in the UK, train drivers are scaling the retirement age, with 30% expected to bow out by 2029, generating a significant deficiency[1][5]. One obvious solution is lowering the age threshold for train drivers, following the UK's example[1][5].
Another strategic approach involves apprenticeships, boosting opportunities for young aspirants. Numerous apprenticeship openings in the UK lure talent to the field[2][5]. Competitive job opportunities and progression paths, such as the 3-year apprenticeship program by SBB in Switzerland, are also instrumental in attracting career changers[4].
Potential Game-Changers for Germany
Though Germany-specific strategies remain sparse, the following measures could fuel a shift:
- Comprehensive Training Programs: Stadium-style training schemes, like those employed in Switzerland, could reel in more professionals.
- Flexible Work Models: Flex-appeal through part-time jobs and adaptable work schedules can allure a wider range of candidates.
- Marketing Push: Steering marketing efforts towards showcasing the transport sector as a lucrative career avenue might bolster interest.
- Educational Institutions Collaboration: Partnering with schools and universities to include transport-focused curriculum can cater to younger talent.
These recommendations can help alleviate staffing woes and foster a vibrant pool of career-switching candidates in the German transport sector.
- To help address the staffing shortage in Germany's transport sector, the community policy could incorporate comprehensive vocational training programs to attract more professionals, such as stadium-style training schemes like those in Switzerland.
- As an additional solution, small-businesses and finance institutions could collaborate to offer competitive apprenticeship opportunities for young adults interested in pursuing careers in the transport industry, as seen in the UK.
- To combat the negative image of bus and train driver jobs in Germany, transportation companies might consider implementing industry-wide marketing campaigns and partnering with educational institutions to introduce vocational training and careers in transportation as viable options for their students' futures.
