Calling all Companies Supporting the Work-From-Home Resurgence

Calling all Companies Supporting the Work-From-Home Resurgence

What is your hiring strategy?

Carolina Milanes, principal analyst at Creative Strategies and founder of the Heart of Tech wrote a great commentary this week for Fast Company in response to the resurgence in remote work. Working from Home is great for diversity. Let’s keep it going sheds light on the work from home environment.  According to Milanes, “Remote work can open the door to talent pools that are more diverse in three key areas: gender, accessibility, and race.”

We would like to take that sage advice a step further by adding the concept of apprenticeship into the mix. Apprenticeships are slowly re-emerging to fill the gap of university education, especially in IT—including top remote positions such as Help Desk and Network Engineer.  These programs open opportunities for individuals to learn new skills, build amazing careers, and do work they truly care about. They also tap into a talent pool of diverse talent often discounted by traditional HR. Highly structured programs are supported with online learning, dedicated Success Coaches, and cloud-based e-portfolio systems built specifically to accelerate and monitor a remote learner’s ability to apply skills.  

The coronavirus has sent workers home, many of which will have no jobs to go back to.  What a great time to take advantage of an untapped talent pool ready and anxious to bring their skills to new heights.  

What is your hiring strategy?  Learn how apprenticeship can help leading companies create a compelling, diverse remote workforce strategy for 2020 and beyond. 

Contact Franklin Apprenticeships today and learn about our Digital IT Help Desk, Network Engineer, and AutoMOtive! Apprenticeship programs!

What Is All the Buzz About Onboarding Specialists?

What Is All the Buzz About Onboarding Specialists?

Company demand for this position has grown 50% 

Burning Glass reports that demand for Onboarding Specialists is on the rise. This comes as no surprise.  The war for new and emerging talent is a bloody battle leaving many workforce development professionals defeated. According to Harvard Business Review, almost 33% of new hires start searching for a new job within six months and 23% of new employees leave their job within the first year. That is a large portion of company troops to lose in a year. 

As the demand for top talent intensifies, companies understand the strategic need to pay closer attention to tactical skills such as Onboarding.  If the point of entry is not well executed, new hires will be left to flounder and, eventually, walk off into the sunset.

Employee turnover is expensive. Organizations pay direct exit costs when an employee leaves, but they also incur additional costs to recruit and train new hires. Onboarding helps new hires to feel like they are part of the team,  understand how things are done and how their role contributes to the overall success of your business resulting in: 

  • Reduced employee turnover 
  • Increased productivity
  • Defined roles  

If you have solid Onboarding practices, we commend you.  But, we have to ask: How long is your Onboarding process? For most companies, it is brief and often confused with “orientation.”    As HBR expert Ron Carruci points out, the first year is a new hire’s most vulnerable period.  The most successful companies adhere to a full-year program, and “focus on three key dimensions: the organizational, the technical, and the social. By using this integrated approach, they enable their employees to stay, and to thrive.”

Carruci further explains how organizational onboarding helps to teach them how things work and helps them assimilate.  Technical onboarding defines what good looks like and sets up early wins. And, finally, social onboarding builds a sense of community.

Franklin Apprenticeships follow this same extensive protocol when executing our apprenticeship programs.  Beginning with recruitment and progressing to the deployment of dedicated Success Coaches and eportfolio tools, our programs streamline structured onboarding processes for sustainable success.  That is one of the many reasons that 90% of apprentices stay on in their place of work after completing an apprenticeship.  

Curious about how to weave apprenticeship into your employee retention process?  Need help creating an onboarding process into your organization through apprenticeship?  

At Franklin Apprenticeships, we are here to help employers build their workforce, so companies can focus on building their business. We have the tools, technology, and network necessary to build, execute, and manage modern apprenticeship programs that fit unique organizational requirements.  

Contact Franklin Apprenticeships today and learn about our Digital IT Help Desk, Network Engineer, and AutoMOtive! Apprenticeship programs!

Help Desk and Network Security Talent Needs: Re-thinking Credentials or Potential When Hiring During Disruptive Times

Help Desk and Network Security Talent Needs: Re-thinking Credentials or Potential When Hiring During Disruptive Times

The way we work and interact with each other is about to change forever. Last spring, Learning House and Future Workplace surveyed 600 human resource leaders about the nationwide skills gap crisis, the state of hiring processes, and the difficulties of identifying qualified candidates. Today, as job openings in critical IT support roles continue to rise during the new work-from-home reality, leaders need to be more creative about how they source and onboard talent.

Approximately 47 percent of leaders surveyed state that colleges have not properly prepared students for the working world. The survey also revealed that 35 percent of employers felt it was the responsibility of colleges and universities to make potential employees “work-ready”.

As employers work to support the “new normal” with volumes of dispersed teams, and educators work furiously to adjust programs, this brings to light a critical dilemma for hiring managers. Which should take precedent when hiring a candidate – their hard skills/degree/technical certifications (credentials), or their soft skills/ability to train (potential)?

Difficulties of Hiring for Credentials/Hard Skills

Tech Executives walked into 2020 understanding the resource shortages caused by the skills gap.  But, they did not walk into 2020 comprehending the increased need for critical support resources caused by the recent pandemic.  Technology and IT jobs are the hardest to fill, followed by management jobs. These positions correspond to what employers believe are the in-demand college majors — computer information systems, finance, and economics.

If employers hire for skills based on a degree, there is a chance that the new hire is only partially equipped to perform the job.

Difficulties of Hiring for Potential/Soft Skills

The top three soft skills currently sought out by employers: teamwork (38%), the ability to adapt to change (37%), and leadership (37%).   Today’s new normal sheds even more light on the importance of these 3 skills.

Challenges surmounting these gaps have been budget shortfalls and lack of available talent to train employees. This becomes even more problematic for companies unaccustomed to supporting fully dispersed teams.

As a result, employers are becoming more open to innovative ways to address their skills gap.

Alternative Methods to Address Hiring for Both Credentials and Potential 

Discovering creative ways to address the IT support skills gap during this disruptive time is crucial. Employers have to seriously consider hiring candidates without traditional four-year degrees – which may allow job seekers who need to redefine their career paths to search for alternative credentialing.

Registered apprenticeships offer an alternate model. While not always thought of in the U.S. as a natural option, registered apprenticeship programs can offer employers numerous benefits, such as structured training that includes dedicated program Success Coaches for each apprentice, streamlined recruitment practices, increased loyalty and retention, and enhanced performance.

At Franklin Apprenticeships, we are here to help employers build their workforce, so companies can focus on sustaining their business. We have the tools, technology, and network necessary to build, execute, and manage modern apprenticeship programs that fit unique organizational requirements.

Employers will need to continue thinking outside the box today to train and retain the workforce necessary to support the growing demand during this disruptive time.  Fortunately, employers now have more options to think outside the box and influence the direction of this ongoing conversation.

Are you interested in exploring apprenticeships as a talent acquisition strategy for your organization? Contact Franklin Apprenticeships to learn about the power of high quality, registered Help Desk and Network Engineer apprenticeship programs.

Your Next Great Hire Could Be Right Under Your Nose

Your Next Great Hire Could Be Right Under Your Nose

Are you overlooking the skilled talent in your workforce?

If the answer is yes, you are not alone.  Only 28% of talent acquisition leaders today consider internal candidates when looking to fill vacancies.

Laura Randell, CEO of global recruitment strategy and HR technology consulting company PeopleMatters, explains, “In highly evolved organizations where succession planning and performance reviews happen regularly, and transparency of hiring practices is the norm, looking to internal candidates first is natural.”  Yet, the vast majority of small to midsize companies do not have a process for succession planning.  There is no way to know who might be the best person in the organization for the role, so companies look externally as a first step.  “The assumption is that they don’t exist, or it’s easier to just look outside,” Randell continues.

Overlooking talent within your own organization is risky.  Especially in today’s competitive environment.  According to the Bureau of Labor Statistics, voluntary turnover levels are growing — a direct sign that employee loyalty is on the decline.

Yet, a Talent Trends study from LinkedIn shows that 25% of employees actually prefer to hang in there in hopes of a promotion.  And the report also shows that 24% of employees will consider a move if overlooked for a promotion.  In fact, career advancement is the most common reason employees jump ship.  Census and Bureau of Labor Statistics data show that 95% of hiring is to fill existing positions — pointing to poor retention as the root cause.

Hiring is difficult and costly. Retention is on the decline.  Why, then, aren’t hiring managers seeing beyond the end of their noses when sniffing out talent?

Research has pointed to three major causes:

  • Perceived Internal Skills Gap: Some hiring managers assume existing employees lack the exact skill match they’re hoping to find.  Or they are looking for newer skills that aren’t yet in evidence with their existing talent pool.

Skill needs evolve and emerge — especially in tech-focused roles.  It is difficult for workers to perform their day to day duties, much less exercise and stay current on advancing skills.

  • Poor Planning: Some hiring managers are planning for attrition rather than training for retention.  Rather than investing in the existing workforce, companies fill the pipeline with poached talent.  With the assumption that new talent will bring the skills they crave.

Hiring organizations tend to overestimate the “portability” of skills and experience.  And that includes how effectively skills can be applied in new organizations.  New hires often underperform, as past success is often due to the companies for which they worked.  Internal hires bring organizational knowledge that helps them get up to speed in new roles faster.  Internal hiring also builds a healthy referral pipeline from happy employees, since people naturally tend to refer others when their own career has grown in the company.

  • Panic Over Flight Risk: Some hiring managers fear that workers will leave and take their valuable training with them.  Or, some may fear that promoting from within will leave a difficult to fill gap in their own department.

Ask yourself the common sense question.  How much of their future will an employee invest with a company when the company makes them feel like a commodity not worth the investment?

What message are you sending to your workforce?  The wrong message comes at a high cost.  According to the Center for American Progress, it costs about 20% of an employee’s salary to replace that individual.  And, in the end, the cycle of replacing employees only winds up costing more than upskilling.

Apprenticeship Programs

Apprenticeship programs are a proven way to uncover untapped talent in your workforce and reduce the financial burden and risks of external hiring.  Consider not only what an internal candidate has done, but what he or she is capable of doing — with programs that identify crossover skills and structure training of new, advanced skills.

What about that entry-level gap left by a promoted worker?  Why not backfill that role with an entry-level apprentice! Mentors, Success Coaches, training programs, and all the necessary paperwork will already be in place for both incumbent and new talent.

Viola! You now have a growing workforce of loyal employees. All right under your nose.

If you’d like to learn more about the differences between new hires and apprentices, check this out:  A Candid Candidate Comparison: Who Would You Choose for Your Company?

To learn more about starting an apprenticeship program in your organization, contact us, here.

Top Reads for the New Year

Top Reads for the New Year

Making a 2020 Resolution Towards Change –

Happy 2020 from Franklin Apprenticeships! As we embark on yet another year into the 4th Industrial Revolution, we think it is time for some New Year resolutions – resolutions that can continue to bring change to how we view education and opportunity for America’s workforce.

With that, Franklin Apprenticeships would like to keep the change momentum top of mind by sharing a list of some top reads to start off the New Year!

America’s Moment Creating Opportunity in the Connected Age A Book by Rework America — The Markel Economic Future Initiative

Digital transformation: Are you ready for the digital age?

Amid the biggest economic transformation in a century, the challenge of our time is to make sure that all Americans benefit from the wave of digital revolutions around the world that have permeated and upended modern life. Yet today’s economic arguments seem stuck. We need a new vision of a hopeful future and a new action agenda.

We have been here before.  A hundred years ago, America experienced the greatest economic transformation and technological revolution in its history.  The transformation of the past 20 years— as the world has moved through the information era into the digital age— has turned our life and work upside down once again.  It is a time of tremendous change but also of tremendous possibility.

Set against the history of how Americans succeeded once before in remaking their country, America’s Moment is about the future. It describes how the same forces of change—technology and a networked world—can become tools that can open opportunity to everyone.

A New U: Faster + Cheaper Alternatives to College by Ryan Craig and Allen Blue

Pop quiz: The cost of a college education continues to rise, as the value continues to drop.  Isn’t it time for alternative solutions?

So many things are getting faster and cheaper.  Movies stream into your living room without a ticket or concession-stand costs.  The world’s libraries are at your fingertips instantly and for free. 

So why is a college education the only thing that seems immune to change?  Colleges and universities operate much as they did 40 years ago, with one major exception: tuition expenses have risen dramatically.  What’s more, earning a degree takes longer than ever before, with the average time to graduate now over five years. 

As a result, graduates often struggle with enormous debt burdens.  Even worse, they often find that degrees did not prepare them to obtain and succeed at good jobs in growing sectors of the economy.  While many learners today would thrive with an efficient and affordable postsecondary education, the slow and pricey road to a bachelor’s degree is starkly the opposite.

In A New U: Faster + Cheaper Alternatives to College, Ryan Craig documents the early days of a revolution that will transform—or make obsolete—many colleges and universities.  Alternative routes to great first jobs that do not involve a bachelor’s degree are sprouting up all over the place.  Bootcamps, income-share programs, apprenticeships, and staffing models are attractive alternatives to great jobs in numerous growing sectors of the economy: coding, healthcare, sales, digital marketing, finance and accounting, insurance, and data analytics. 

College Unbound: The Future of Higher Education and What It Means for Students by Jeffrey J. Selingo 

The debate continues: What is the value of a college degree?

The four-year college experience is as American as apple pie.  So is the belief that higher education offers a ticket to a better life.  But with student-loan debt surpassing the $1 trillion mark and unemployment of college graduates at historic highs, people are beginning to question that value.

In College (Un)bound, Jeffrey J. Selingo, editor at large of the Chronicle of Higher Education, argues that America’s higher education system is broken.  The great credential race has turned universities into big business and fostered an environment where middle-tier colleges can command elite university-level tuition while concealing staggeringly low graduation rates, churning out graduates with few of the skills needed for a rapidly evolving job market.

Beyond Tech The Rising Demand for IT Skills in Non-Tech Industries by Burning Glass Technologies and Oracle

Oracle and Burning Glass report: Are you aware that nearly 90% of tech jobs are outside the formal technology sector?

In 2018, there were 6,950,954 online IT job openings, accounting for 24% of all online job openings.  The vast majority of openings — 89% — were in non-tech industries… This trend of high levels of IT jobs outside of tech holds for many of the largest roles typically associated with the tech industry — such as software developers and network engineers — suggesting that there are opportunities for IT workers outside of the tech industry across a broad spectrum of IT occupations.

Why Tech Companies Should Offer Apprenticeships by The Consumer Technology Association (CTA)

The American Tech Skills Gap: How are leading companies leveraging apprenticeship as a solution?

The technology industry has become the engine of American growth, generating more than 1.9 million jobs between 2010 and 2018.  Today, the sector accounts for nearly 12% of U.S. GDP. 

Increasingly, all companies are tech companies — meaning that the future of the American workforce is a high-tech one.  But that success has also created a growing skills gap: In September 2019, the Bureau of Labor Statistics reported that about 5.8 million Americans were unemployed even as 7 million jobs remained unfilled.  Many of these jobs require mid- to high-level skill sets.

These figures are indicative of a common problem: Companies, especially in the tech sector, struggle to grow as quickly as they could if workers’ skills matched those employers need.  The result is that businesses are leaving behind talented individuals who lack the skills to access high-quality, high paying jobs.

To meet the challenge, some of the most cutting edge companies in the country are turning to an old solution: apprenticeship. For centuries, apprenticeships have enabled employers to develop the skills they seek while giving individuals valuable, paid work experience.  In 2018, about 585,000 Americans participated in state and federal registered apprenticeships, a number that has grown every year since 2011. 

The CTA Apprenticeship Coalition is encouraging this trend by helping tech companies incorporate apprenticeships into their talent pipeline strategies.  This white paper will help employers understand why and how to get started.

______________________________________________________________________________

Are you ready to make additions to your New Year’s resolution? Are you seeking inspiration and education about the changing face of the American Workforce? 

Our mission is to unlock opportunities for job seekers, employers, state agencies, and educators — all through modern apprenticeship.

Together, we are

#ChangingtheAmericanWorkforce

#ConnectingtheAmericanWorkforce

#ChallengingtheStatusQuo

Contact us to learn more about our plans for 2020, and beyond.

Recent CTA Report Helps Tech Companies With Workforce Solutions

Recent CTA Report Helps Tech Companies With Workforce Solutions

The Consumer Technology Association (CTA) recently published a practical guide to help tech companies source talent and fill jobs.  Released in November 2019, Why Tech Companies Should Offer Apprenticeships explains the value of apprenticeship in the tech sector and offers insight into navigating and executing apprenticeship as a talent pipeline strategy. 

The white paper is further evidence of the CTA’s commitment to help create and scale apprenticeships in the US tech sector – the fastest-growing segment of the American economy.   Together with member companies, the CTA has made significant accomplishments growing “new collar” apprenticeships – a term coined by IBM president and CEO Ginni Rometty relating to new collar jobs for workers who have technology skills but not a four-year college degree. 

This detailed guide, which follows on the coattails of the CTA’s signing of the White House’s Pledge to America’s Workers earlier this year, answers the need for a deeper understanding from industry leaders about modern apprenticeship – including how to build and/or scale programs. Franklin Apprenticeships, a CTA member and industry intermediary, announced its participation by signing the Pledge in June and is honored to be covered in the paper. 

“We still see a lot of confusion in the market about apprenticeship,” says Kim Nichols, Franklin Apprenticeships Co-Founder and CEO. “The more resources available to explain the 5 Ws (Who, What, When, Where, and Why), the easier it will be for CTA apprenticeship leaders to reach their 5-year commitment goal.”

As of November 2019, CTA and its 59 member companies have committed to more than two million new opportunities, which equate to more than 14 percent of total pledges. Franklin Apprenticeships has pledged to train 2,500 technology workers. 

Are you an employer looking for inspiration and education about how to leverage apprenticeship as a workforce strategy in your company?  Click here to read the white paper, or contact us to learn more about how our digital apprenticeship programs are changing the American workforce.

Building Your Ideal Workforce with Modern Apprenticeships

Building Your Ideal Workforce with Modern Apprenticeships

As the U.S. faces a skilled labor crisis, the ability to find, train, and retain your company’s ideal workforce may seem too good to be true. 

It’s not, thanks to modern apprenticeship programs. 

What exactly do such programs offer? Nothing short of the perfect SOLUTION to your workforce needs. 

Structure. Opportunity. Loyalty. Unique. Training. Investment. Outlook. Network. 

Each letter of the word SOLUTION provides an insight into what you can expect from Franklin Apprenticeships and our innovative, proven approach to unlocking access to the talent you need for your business to thrive.

Structure

As you hire new employees, you hope that they arrive with all of the skills your organization needs for mutual success. You expect them to hit the ground running. However, that’s rarely the case, which begs the question: what kind of development program are you able to offer your new employees? 

Does it include a structured, customized program that culminates in an industry-recognized credential? What about on-the-job training and technical instruction? Mentors? How will you ensure that they stay current with new sector innovations, cutting edge tools, and technologies? And who will manage this process?

Opportunity 

When you need a new team member, you need them now. But the entire process — from the vetting, to the interview, to the offer letter, and to the actual start date — can be lengthy. What if there was a program that already vetted candidates, and could match them to your specific needs? Even better, what if that candidate could begin within two weeks?

Loyalty

Once upon a time, you could count on a new employee to stay with your company for at least a year, but that window is quickly closing. According to this survey, close to one-third of new hires have left a position within 90 days of starting. 

When you add that to the 35% of employees who leave each year to work elsewhere, developing employee loyalty becomes critical, not optional. What if you were able to easily and seamlessly invest in your employees and their future, leading to increased job satisfaction? And what if doing so made it far more likely that such highly-trained individuals planned to stay with your company for a long time?

Unique

A 2019 study indicates that over fifty percent of employers feel the current education system isn’t doing enough to prepare graduates for the workforce, specifically citing a lack of professionalism, business acumen, and critical thinking skills. 

Meanwhile, more and more individuals recognize that while a traditional four-year degree often results in crushing financial debt, it doesn’t automatically guarantee employment.

Are you able to attract talent with the hard and soft skills to hit the ground running? What about motivated people who are willing and able to earn while learning on-the-job, uniquely fitted to a new way of approaching lifelong learning and success?

Training 

SHRM reports that 83% of respondents had trouble recruiting suitable candidates within the last 12 months, with just over a third citing both a lack of experience and a lack of specific skills as among their top challenges. 

What if you could hire individuals whose learning path is intentionally and strategically shaped by what your company needs? What if, instead of having to identify skills gaps in new hires, along with the resources needed to address them, you could instead find ideal candidates and engage them in a structured process? One that results in a workforce with personalized training and education critical for their success, and yours?

Investment

It takes time for your initial investment in a new worker to pay off, especially considering the costly and time-consuming efforts to identify, screen, and train them. How quickly will they get up to speed? Will they choose to stay? 

The Work Institute estimates that the average cost to lose a U.S. worker is $15,000. And that’s a conservative estimate. Is there a way to provide incentives for new employees to learn quickly and well, and to ensure a fast return on investment? 

Outlook 

Attitude can make or break your workplace culture, and increasingly employees seek opportunities for career development as not only a resource, but an indicator of the value and confidence the company places in them. 

And yet for the ninth consecutive year, workers cite lack of career development as a top reason for quitting. How are you investing in the training and future of your workforce? How are you helping them maintain relevant skills and develop new ones? Are they eager to learn, and excited to be a part of your day-to-day operations? Or are they worried and quietly looking for options elsewhere?

Network 

Onboarding a new employee is a challenge, one that leads to high turnover and low morale. A recent Gallup poll shares that 12% of employees strongly agree that their organization does a great job of onboarding. That means that 88% do not. 

What if you could access an entire network of exceptional resources — from recruitment to training to coaching — available to help your company with the onboarding journey? What if you were able to confidently rely on a proven network of dedicated professionals to support and nurture your new employee from the day they begin? 

The Solution?

Franklin Apprenticeships. 

We’re here to provide a candid candidate comparison in our latest Infographic, which offers an opportunity to consider the very real differences between an apprentice and a standard new hire, and what each can mean for your organization’s success.

Let us build your workforce so you can focus on building your business. We have the tools, technology, knowledge, and network necessary to build, execute, and manage modern apprenticeship programs that fit your unique business requirements.

With Franklin Apprenticeships, the SOLUTION to unlocking your access to middle-skill talent is only a click away

Contact Franklin Apprenticeships today to learn how we’re changing the American workforce, one apprenticeship at a time. 

A Candid Candidate Comparison: Who Would You Choose for Your Company?

A Candid Candidate Comparison: Who Would You Choose for Your Company?

The U.S. is facing a skilled labor crisis. Not only are there more job openings than people seeking employment, 75% of those having trouble finding and recruiting competitive candidates cite a lack of skills as a leading issue. 

But what if, instead of sifting through a pile of applications to find the one person who fits some of the requirements listed in the job description, you could instead begin to build your ideal workforce from the ground up?

Additionally, what if you could hire individuals whose learning path is intentionally and strategically shaped by what your company needs? 

And even further…what if there was a program that already vetted candidates, and could match them to your specific needs? And this program offered turn-key tools and resources helping  you to easily and seamlessly invest in your employees and their future, leading to increased job satisfaction?

Modern apprenticeships offer a compelling, innovative, and proven SOLUTION to addressing the skills gap. 

Consider this Infographic comparing Franklin the Apprentice with Hugh the New Hire. We’ll walk you step-by-step through each letter of the word SOLUTION as we consider which candidate has the most to offer your business. 

Structure. Opportunity. Loyalty. Unique. Training. Investment. Outlook. Network. 

These words are more than a simple acronym, they are a promise. They represent all that Franklin Apprenticeships can offer your business, from recruitment to screening to placement to education to training to coaching to tracking to industry-recognized credentialing, generally within a single year. 

More than that, they speak to valuing and investing in your workforce, to building trust and loyalty with employees trained to your unique specifications. 

An opportunity to unlock your ideal workforce may seem too good to be true — but it’s not. With Franklin Apprenticeships, the SOLUTION to unlocking your access to middle-skill talent is only a click away

Contact Franklin Apprenticeships today to learn how we’re changing the American workforce, one apprenticeship at a time. 

Bringing Women Back to Tech Through Digital Apprenticeships

Bringing Women Back to Tech Through Digital Apprenticeships

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In today’s world of a largely male-dominated tech industry, it’s remarkable to think that women played prominent— even critical — roles in the early days of computing.

Today, only 20 percent of tech jobs are held by women. In a sector experiencing a faster-than-average growth rate, it’s clear that something is wrong. It’s past time to identify and address the issues preventing women from pursuing careers in technology.

So where do we begin?

One creative approach: digital apprenticeships. This powerful and fully modernized pathway to earning while learning is a proven, reliable source for developing a highly-skilled — and tremendously engaged — workforce.

Download our article now to learn why modern digital apprenticeships offer a new path into a rewarding career in IT for women. We review:  

  • The strategies that companies can and must begin implementing immediately throughout their hiring and retention processes in order to increase the number of women in tech.
  • The pivotal role that recruiters can play in building bridges between female candidates and potential employers.
  • The importance of having a structured framework and support network in place to help apprentices achieve goals and promote development. 

Discover how Recruiters, Mentors, Supervisors, and a Success Coach can work together to provide each female apprentice with the support network they need to soar in a field that needs digital talent today more than ever.

Together, we can inspire more women to come back to tech. Contact us to learn more about our current digital apprenticeship programs: Franklin Digital and Missouri Digital.

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The Top Three Differences Between Apprenticeships and Internships to Ignite Your Talent Pipeline

The Top Three Differences Between Apprenticeships and Internships to Ignite Your Talent Pipeline

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The shortage of skilled workers is a significant problem in the U.S. that continues to grow. For many executives, talent shortages top the charts as the greatest emerging risk companies currently face. 

Apprenticeship programs offer a high-value solution to the growing skilled labor crisis, but are not considered as a natural talent acquisition option in our country. They are a proven model for successful employee recruitment and retention in other countries, however, they are severely underutilized in the U.S. But why? 

Much confusion still exists surrounding apprenticeship programs. When executives hear “apprenticeships,” they automatically think of “internships,” which are much more common in the U.S.  

While both apprenticeships and internships are used to find workers, the similarities end there. When it comes to a company’s employee retention and growth strategy, apprenticeships are vastly different than those of internships.

So, what are these critical differences

Read our article to explore the top three differences between internships and apprenticeships from an employer’s point of view.  

Recognizing these three differences — and understanding the various benefits of apprenticeships — could make all the difference in finding ideal candidates to solve your company’s skilled labor dilemma. 

Interested in creating apprenticeship programs in your company? Contact us here to learn more about partnering with Franklin Apprenticeships to change the American workforce and unlock opportunities for your business. 

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