Proven steps to successfully train new hires, remotely

Proven steps to successfully train new hires, remotely

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With businesses all across the world employing a remote workplace strategy, the way we work, hire and train has gone through a sudden paradigm shift. Your team may be comfortable interviewing people by using teleconferencing technologies — a combination of an initial phone screen, a video interview, an online assessment, and a role play or mock presentation phone call may be enough. But, does your organization struggle with new hire training and onboarding once the offer is signed? As experts in remote hiring and training, here are a few strategies we employ at Franklin Apprenticeships that make our program successful.

  1. Assign a mentor. Much like our Success Coaches who are assigned to an apprentice to help monitor a remote hire’s ability to learn and apply skills, match your new employee to a mentor or coach who meets regularly for 20-30 minutes a week to act as a sounding board and monitor progress. These sessions not only train on soft skills and professional development, but also allow you to check in to see how your new hire is doing and what else they may need in terms of support. Quick phone and video calls work well to check in on a regular basis alongside texts in real time, as needed.
  2. Utilize online classroom training. For hard skills and technical training, utilize remote classroom training with live instructors and classmates in the same session. Record the sessions and use videos as a backup. A peer group of classmates not only push each other to succeed, but also bring them together as a unit and create an additional support system outside of the classroom.
  3. Train during work hours. Set aside a consistent time and day of the week for classroom training during work hours. Training employees during their scheduled hours enables them to focus on work-related learning without the disruptions that may accompany their life after hours.
  4. Shadow. Check in on employees in real-time by using a screen sharing system to see how an employee is doing in the specific role for which they were hired. Whether you listen in on live calls or join a teleconference, your employee can benefit from your input on their performance while they get hands-on experience.
  5. Role play calls. Use 20-30 minute sessions to help your new hire learn by role playing a few real life work scenarios. Have them gain valuable experience by playing both roles on a call — as your company representative and the client. This will help them learn what a client might need, as well as how to deliver to that client.
  6. Track it. At Franklin Apprenticeships our Skills Tracker allows employers and Success Coaches to monitor and track an Apprentice’s progress. Setting up a similar system to track progress starts with establishing goals and using metrics as the employee hits key milestones. A tracking system can be as easy as a weekly “Friday quiz” to see if the new learning is actually sticking.

The demands of working remotely can be strenuous on both you and your newly hired staff. Don’t let the training of your recent hires suffer as a result. By employing these proven strategies, you can help ensure that your new employee gets the training they need, and your remote onboarding goes smoothly. Together, we can make remote hiring and training a success!

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Webinar: A Workforce Strategy for 2020 and Beyond

Webinar: A Workforce Strategy for 2020 and Beyond

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The Learner’s Journey with Franklin Apprenticeships

This is a distribution of a previously recorded webinar. Please note: We experienced a pandemic server bandwidth break up in the 11:11 to 12:02 track. Hang in there with us, as the session picks right back up in short order!

Franklin Apprenticeships has been on the front lines helping employers apply apprenticeship as a recruitment, training, and retention strategy.

Are you curious to better understand the role apprenticeships play in helping businesses solve their skilled labor shortages? Listen in as we discuss the Learner’s Journey that occurs while executing a Franklin Apprenticeships program, and the benefits for both learners and employers.

You will discover:

  • The various stages of an apprentice Learner’s Journey from the business perspective
  • The importance of the on-boarding process and what to expect during the 12 months
  • How to determine the appropriate performance level to expect from each apprentice, including upskilling current employees
  • The proprietary, structured components of the program that Franklin Apprenticeships apply to lighten the load from employers and ensure program success
  • What happens after an apprentice has completed his or her apprenticeship

Join us as we outline how Franklin Apprenticeships is working with employers, today, to tackle a workforce strategy for 2020 and beyond. Together, we are #Changing the American Workforce in Challenging Times

 

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Franklin Apprenticeships Learner Journey Webinar:

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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.

Make a Great First Impression!

Make a Great First Impression!

Automotive (or IT) Interview Tips that Will Make You Shine

You’ve done it! You’ve applied for the job and now you’ve got the interview scheduled. Congratulations!

And, chances are, you’re probably both excited and nervous.  If you are, it’s completely normal.  In fact, if you weren’t a bit of both, we’d say there’s probably something wrong!

What helps to calm those nerves and channel that excitement? Preparation. Being prepared is also the absolute best thing you can do to shine above the rest and nail that job interview.

So, let’s dig right into it!  Let’s talk about all the things — the obvious things and the not so obvious things — that you can do to prepare.

You know the old saying, “You only get one chance to make a first impression.”  Take the time to make a good first impression.  All the tips and tricks we outline below will make you shine brighter, and get you closer to winning the job!

Practical Things to Help You Prepare for a Successful Interview:

  1. Dress for Success. If you feel good about the way you look, statistics say you’ll perform better.  What should you wear?  It’s simple.  Look professional.  Iron that shirt and try not to wear strong cologne or perfume.  Do you smoke?  Try not to smoke before the interview because the smell can really be offensive to a non-smoker.  Are your nails clean?  Are your shoes presentable?  Looking your best will speak volumes and make you a more confident interviewee.
  2. Take These Things with You.  Take copies of your resume, a notepad & pen (to take notes), and breath mints.  Consider chewing a mint before you walk into your interview.  Fresh breath certainly will make you feel more confident!
  3. Research the Location. Do you know exactly where your interview will take place? If not, do a bit of research to plan out your route and how you’ll get there.  And, if your interview happens in a city center, make sure you know in advance where you’ll park.  This way you don’t have to stress about getting lost, being late, and starting the interview with an embarrassing apology.
  4. Arrive 15 Minutes Early.  Yep.  Do it.  This always makes a great first impression.  If you’re late, you’ll never get a chance to adjust that first impression.  If you are early, you’ll appear conscientious, excited, and well planned.  Be early!!
  5. Turn Off Your Phone.  While waiting for your interview to start, turn off your phone.  Ringing cell phones in an interview are a big no-no.  Besides, you might be nervous, so you don’t need to be distracted by the buzzing or vibrating of a cell phone in your pocket.  How annoying!  Don’t just silence it.  Turn it off!
  6. Give a Firm Handshake.  There’s nothing worse for a first impression than a limp, lazy handshake.  Make your handshake purposeful and powerful.  This conveys the message that you are excited about being there and confident about the opportunity in front of you.  Oh, and don’t forget to use eye contact when you shake hands.
  7. Research the Company.  Go to the company website and try to learn about the team and culture.  Has the company been in the news lately?  Inform yourself as much as possible before the interview.  You’ll show that you are engaged and interested.  This goes a long way!
  8. Prepare Your Pitch.  What sets you apart? Create a list of things that you can bring to the organization in advance.
  9. Be Prepared to Answer.
    • Tell me about yourself.
    • Why do you want to work for our company?
    • Why are you looking for a new job?
  10. Stay Away from the Negative.  When you answer any of the questions above, be careful to prepare answers that aren’t negative.  Things like, “While I enjoyed my time at my last job, I’m looking for a chance to grow and learn in a position that offers career growth,” is an easy way to explain a career change.  And, most important, don’t ever speak negatively about previous managers or positions — this will only create a negative reflection of you.
  11. Don’t Ask About Money.  You want the job and a new career and that’s the impression you need to make.  Asking about money and benefits can make it seem like that’s all that matters to you.  Yes, these things are important, but for now, you’ll want to stay clear from asking about how much the position pays or the benefits offered.  There will be time for that, and your Franklin Career Coach will be able to offer you some of this information in advance.  The objective of the interview is to get a second interview or to get the job offer.
  12. Use the Right Body Language.  When practicing for your interview, practice using eye contact.  Don’t cross your arms, and be sure to lean into the conversation.  All this shows active listening which tells your interviewer that you are engaged.
  13. Slow Down.  It’s not a race.  Take the time to really listen and take the time to prepare thoughtful answers.  If you take the time to prepare thoughtful answers in advance of your interview, chances are you’ll be prepared to give thoughtful answers during your job interview.
  14. Be Prepared to Ask Your Own Questions.  Hiring managers will usually close an interview with, “Do you have any questions for me?”  Consider a question like, “Mr. Jones, please tell me, what is your perfect hire?”  Actively listen for the answer and respond with you are that person.  Something like, “OK. Yes, I understand. I can do all those things. And those I can’t, I can learn. I just know that I am the right person for this position.”
  15. Close the Interview.  Ask about the next steps and let the hiring manager know that you are excited to be considered for the position.  Consider bold statements like this, “Based on everything I’ve heard today, I am confident that I am the right person for the job. When can I start?”  Bottom line: don’t be afraid to ask for the job.
  16. Follow-up. Ever hear the expression, “The squeaky wheel gets the grease”?  Send a thank-you email.  Remembering this important step can get you closer to the job offer!  Take the time to create a thoughtful thank you email or letter.  It should be brief, but you want to thank the interviewer for their time and consideration, and to express that you are very excited about the opportunity.  Let them know you are available to answer any additional questions they may have for you.  Squeak-squeak!

And there you have it! All things to help you prepare and nail that interview! So, here’s to you! Good luck —and rest assured, if you take the time to prepare for your interview, we know you’ll shine brightly!

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.

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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.

Franklin Apprenticeships Signs White House’s “Pledge to America’s Workers” to Fill Growing Number of Job Openings in Tech Field

Franklin Apprenticeships Signs White House’s “Pledge to America’s Workers” to Fill Growing Number of Job Openings in Tech Field

On July 30, 2019, Franklin Apprenticeships announced that it has signed the Consumer Technology Association’s (CTA) White House’s Pledge to America’s Workers.

The Pledge currently has more than 50 CTA members — including previous signatories Amazon, Apple, AT&T, Best Buy, Ford, HP, IBM, Johnson & Johnson, Microsoft, Toyota, VISA, and Walmart — that have committed to more than two million new opportunities, almost 30 percent of total pledges. Franklin Apprenticeships has pledged to train 2,500 technology workers.

The consumer tech sector indirectly supports 18.2 million American jobs and almost 12 percent of U.S. GDP. But there aren’t enough skilled workers to fill the growing number of job openings in emerging technology sectors including 5G, AI, and Cloud Computing.

According to CTA’s Future of Work survey, tech executives report that software development, data analytics, and engineering are the tech skills in highest demand, with 74 percent of those saying it’s difficult to find candidates with the right skills.

“With workforce development in the tech arena being a critical issue in the U.S., we are honored to be a member of CTA and support its participation in the Pledge to America’s Workers,” said Kimberly Nichols, CEO and Co- Founder, Franklin Apprenticeships. “Apprenticeships are a cost-effective workforce solution that has proven to benefit both businesses and individuals.  As a part of the Pledge, we will prepare workers who are entering the workforce — and those that are underemployed, unemployed, or displaced — for in-demand careers, which will help ensure employers have the skilled labor they need to succeed.” 

Click here to read the full press release, or contact us to learn more about how our digital apprenticeship programs are changing the American workforce.

 

The “Chicken or Egg” Debate Among HR Leaders: Credentials or Potential When Hiring?

The “Chicken or Egg” Debate Among HR Leaders: Credentials or Potential When Hiring?

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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. As job openings in the U.S. continue to rise, nearly half of the HR leaders questioned blame higher education for the skills gap. Approximately 47 percent of leaders surveyed state that colleges are not properly preparing students for the working world. The survey also reveals that 35 percent of employers feel it is the responsibility of colleges and universities to make potential employees “work-ready”.

However, higher education leaders believe they are taking the necessary steps to prepare students for a workplace that is constantly changing. With 85 percent of jobs that today’s students will perform in 2030 not even in existence yet, educational institutions are making strides to adapt programs that will address the disconnect between what students learn, and what students actually do in the workforce.

So as employers work to close the talent gap, and educators adjust programs, this brings to light a critical dilemma for hiring managers. No different than the age-old “chicken or egg” mystery, 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

According to the survey, 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. Again, this also reinforces the importance employers are placing on educational institutions to prepare the future job market.

Difficulties of Hiring for Potential/Soft Skills

The survey also identified the top three soft skills sought out by employers: teamwork (38 percent), the ability to adapt to change (37 percent), and leadership (37 percent).

However, the survey also highlights many challenges that exist to address the soft skills gap. Budget shortfalls and a lack of both external and internal talent being available to train employees top this surmounting list of setbacks. But, 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 skills gap has become a top priority among hiring managers. Employers are beginning to seriously consider hiring candidates without traditional four-year degrees based on the survey results — which may allow job seekers 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, streamlined recruitment practices, increased loyalty and retention, and enhanced performance. 

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

Employers will need to continue thinking outside the box today to train and retain the workforce of tomorrow. No different than the “chicken or egg” debate, the “credentials or potential” discussion remains as a top topic of interest among HR leaders.

Fortunately, employers now have more options to think outside the box, and influence the direction of this ongoing conversation.

Are you an employer hiring for IT Helpdesk and/or Network Engineer positions? Narrow your skills gap, fill your talent pipeline, and obtain assistance with company-specific training by partnering with Franklin Apprenticeships. Contact us today to learn more about our current digital apprenticeship programs: Franklin Digital and Missouri Digital.

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