BGV exclusive programs

Driver acquisition

BGV-Exklusivprogramme

Mit echten Perspektiven zum BkF

Was hat es mit der Aussage "Wenn ich zuhause bleibe und ALG II beziehe, stelle ich mich besser!" auf sich?

Liegt es tatsächlich an reiner Bequemlichkeit, oder steckt mehr dahinter?

Wir sind dieser Aussage nachgegangen, haben Analysen und Ursachenforschung betrieben und sind nicht nur zu einer Bestätigung bzw. zu einem Verständnis für diese Menschen gekommen, sondern haben echte Lösungen erarbeitet, welche tatsächlich funktionieren.

Seizure protection program Next Heroes

In most cases, a larger amount of debt has accumulated, especially among long-term unemployed people. Often legacy liabilities from better times or through from so-called ancillary costs to ordered goods, which one or the other service recipient uses to silver-plate them in the next pawn shop to plug short-term financial holes (e.g. electricity back payments), which can be reduced by the purchase of ALG II in combination with high collection fees an ever-growing mountain of debt.

Unfortunately, more and more people resign after they have had to make the experience that many companies dismiss them quickly as soon as a wage attachment threatens or they usually do not have much more in their pockets in a wage attachment despite work than by receiving state benefits.

Especially with long-term unemployed people, the desire is understandable that they want to create a better standard for themselves and their family through a job. This includes one or the other new acquisition or even a move to a "better" residential area, which these people want to treat themselves to in the first few months, which should also be made possible if they are based on years of renunciation by ALG II.

Since more satisfied employees are basically also the most long-term and loyal employees, especially if they are also virtually in debt to their employer, we not only want to recommend this seizure protection program to you, but also officially set you on the right path. With this program, we motivate and win together people for different professions as well as preserve these people in the long term as satisfied employees of individual employers, bend as at the same time the acute nomadism (job hopping to collect bonuses) of resourceful employees in order to bring order and stability back into the German economy in the long term.

Invisible costs

Example of driving personnel: Building and maintaining a stable driver base

Many companies underestimate the "invisible" costs of recruitment and induction, training and further education, as well as maintaining and retaining a stable driver base. If the employee turnover is high, these costs can amount to up to 20 percent of the average cost of a professional driver every year. (Quote from the driver study of the Fraunhofer Working Group for Supply Chain Services SCS from 2022)

So if one assumes an average cost factor for professional drivers including all ancillary costs in the amount of 4,000 euros per month, i.e. 48,000 euros per year, we come to an average of 9,600 euros per year, without the guarantee that the driver for more than 12 months (if at all due to the modern BkF nomadism, which more and more drivers claim for themselves because the market allows them) remains. Rather, one can already assume today that an average transport company has the above-mentioned costs of 9,600 euros annually on the agenda.

An interaction between politics and business against the driver shortage

Our seizure protection program provides in step one that the eligible applicant may enjoy absolute seizure protection for account and salary for 18 months. On the one hand, the applicant has his/her head free for the shortened training and, on the other hand, can get used to everyday work.

During the training, as well as during the training period and afterwards, the progress and behaviour of the applicants are accurately documented and evaluated on a monthly basis. Once it becomes apparent that the applicant is eligible for a long-term employment period for the participating company, professional debt counselling including appropriate comparisons as well as the summary of all debts will be carried out at a repayment point after 16 months and handed over to the participating company after at the latest in the 17th month. This converts the summary of the debt into an interest-free company loan, which is then repaid from the 18th month directly by the transport company with monthly 500 euros. The applicant receives this 500 EURO per month as a wage increase or reward.

If we assume an average household debt of long-term unemployed people in the amount of 30,000 euros, the clear advantages for the participating transport company alone in the personnel retention for the next 5 years and a clear cost savings of almost 20,000 euros, Based on the findings of the Fraunhofer Working Group for Supply Chain Services SCS from 2012 as well as our cost calculation for the professional group truck drivers.

Conclusion: A clear WIN-WIN situation for all participants including creditors, with equally clear advantages for participating transport companies.

Application to other professions

Of course, this model of seizure protection for long-term professional integration could also be applied to other professions. Here, however, the incentive should not be exhausted too much, but should in principle only be applied to particularly sought-after specialist areas, such as nursing professions. In all other cases, an individual assessment should be required.

Resettlement programme Home for Next HEROES

Are you ready for your new life

For particularly economically oriented companies for which the topic of company living space is worth more than just a consideration, we want to address young people in a family-like structure who are located in socially disadvantaged residential areas under the subtitle "Are you ready for your new life."

New housing to build and maintain a long-term workforce

Company housing was once one of the pillars of the German economy and is breaking into a new era in German history, especially in today's world where affordable housing is more important than ever before. In order to gain and above all maintain a good, loyal and long-term personnel base, every economically oriented company should not only consider the creation of company-based housing, but also use every innovative conception for itself.

The optional additional service "Home for Next HEROES" offers economically oriented companies who want to build up a long-term personnel base not only all marketing advantages in terms of "added value" for personnel acquisition, but also any support in the implementation.

Home for Next HEROES - Good life for faithful work

As an option, we want to offer the additional benefit of relocation from socially disadvantaged residential areas, in particular from so-called social hotspots, into innovatively designed company residential complexes, e.g. on the outskirts of cities and/or in rural areas, already during the job offensive under the title "Working HEROES - Next Generation" in particular of the campaign section "Head UP."

This is a classic WIN-WIN situation, with the participating companies committing to the following services:

Creation of innovative company housing units in a socially attractive environment
Alternative transfer of removal and deposit payment to an appropriate housing unit in an attractive environment
Increase of the company loan for an appropriate new furnishing of a residential unit
Attractive bonus and reward system, e.g. at the birth of a child

In return, the employee commits to the following benefits:

To always carry out his/her work to the best of his/her knowledge and belief
Well-maintained and representative appearance (also in the choice of words towards customers, superiors, etc.)
Appropriate housing behaviour
Compliance with the defined staff membership (over years)
Obligation to a fixed period of service
Appropriate independent commitment to work and the company

Target groups

In order to ensure maximum success, especially in building up a long-term personnel base, particular attention must be paid to the candidates in question during the selection process. For this reason, we define the following target groups in consultation with participating companies:

Young married couples with a family manager up to the age of 35

Young couples in marriage-like community with at least. 1 infant

Young unmarried couples with the intention of starting a family, which at least. 6 months are committed

Young unmarried couples with the intention of starting a family, which at least. Have 1 child

Application or marketing measures during the job offensive

In addition to the usual application and marketing measures for people in socially disadvantaged residential areas, in particular for performance-related people aged 17 to max. 40 years according to ALG II, specifically eligible application candidates, which meet the above criteria could be addressed and placed on a separate candidate list for participating companies in order to jointly discuss a long-term and economic approach. Taking into account special funding programmes of the Federal Government and the EU, solutions or conceptualizations are then to be developed and implemented in a targeted but timely manner.

For this purpose, after consultation and the completion of a separate application form (alternatively, a web-based version can also be used via a working hero terminal on site) with the candidate candidates in question, they are invited to a separate interview.

The following instruments will be used as application and marketing tools:

Roll banner
Figure cardboard display
Information folder
The HERO box (A closed floor stand with a box for inserting documents and/or participation cards)
Participation cards with reply to the insertion into the HERO box
Video presentation
Website incl. web-based application mask
Installation in the working hero terminals (during the promotion and in the job centers)

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