The idea of creating and implementing an Apprenticeship Program isn’t anything new, but it could be a great way to “try-before-you-buy” from a pool of candidates. Launching an Apprenticeship Program doesn’t have to be difficult with the right tips to attract candidates that match your organizational needs and possibly turn into future employees.
The Dynamic Duo wouldn’t have existed with Robin, so the “Boy Wonder” deserves credit for his part in coming to the aide of Batman when called upon. An apprentice is there to learn from you because you are master of the craft. They are the novice who is ready and willing to learn. Teach them well and you both will be better because of it.
- Be Clear from the Beginning: Transparency is key. Describe the eventual role in detail. Be sure to include salary, job description, career advancement, and a timeframe and what the path is to being considered for the role. If the role is temporary, be sure to include that detail, too.
- Don’t Take Advantage of the Apprentice: Too often, many employers view apprentices as “cheap labor.” This isn’t good for the organization. In fact, offering an apprentice a good wage from the beginning is likely to draw other future candidates because good people refer good people.
- Celebrate the Wins: An apprenticeship should be mutually beneficial and consist of established goals, fair compensation, and the ability to contribute. Build them up from the beginning!
- Teamwork Makes the Dream Work: Invite them to sit with different managers in the company to have an idea of how each department is key to the company. This gives them a chance to ask questions directly, have a better understanding of day-to-day tasks and establish rapport with other team members.
- Show Them That They Matter: Apprentices can make big contributions to the business. Give them the opportunity to contribute in training sessions. Ask them what they saw on a job. Make them role-play with a seasoned technician. They should be more than a fly on the wall.
- Give the Role a Respectable Name: Too often, our apprentices are referred to as simply a “helper.” A helper insinuates that’s all this person is doing—helping. In reality, these individuals are learning a craft that will provide them with a significant income for their rest of their lives. Be sure to call these individuals “apprentices,” so they can have pride in what they’re doing.
- Give Them Room to Learn: Take your apprentice everywhere with you and let them shadow everything you do on the job. You are their mentor and are essential in developing their future behaviors and decisions at the company. When you feel like they are ready, switch places with them and let them do the job with you giving them room to do it and being available for anything they may have questions about or be unsure of. Remember, we were all new into our roles at one time. Be the reason they want to stay, learn, and master the skills that the trades have to offer.