The Path to a Successful Tech Apprenticeship Program

The Path to a Successful Tech Apprenticeship Program

cybersecurity apprentices working to complete a projectEmployers about to take the leap into apprenticeship programs frequently ask us what actions they can take that will lead to the most successful outcomes. Here’s our advice for launching a program that maximizes the benefits to both your organization and its apprentices.

Think long term. As a hiring manager, you often need to plug a hole in your lineup, and quickly. We urge you to adjust that mindset and think of ten-year career paths, not just filling jobs. If you can show a new hire a career path from Day One and not just a job, you’ll stop paying top dollar for experience and fancy resumes and start investing in potential. That 12- to 18-month investment results in loyal team members who typically will stick around for years to come … so you can stop plugging holes.

Prepare to polish. Investing in potential means that you’ll need the ability to see diamonds in the rough. Your new hire will have some ground to cover before they can compete head-on with those high-dollar resumes you’re seeing. But they’ll cover that ground under your watchful eye (and ours), so in the end you’ll have a team member who’s fully versed in doing things your way instead of bringing along bad habits from a previous job. And they’re typically up to speed and adding value in 90-120 days.

Fill in the background. The more we know about your company culture and the way you conduct business, the better we can match candidates to your openings. Take the time up front to consider the qualities in a candidate that will fit in well at your organization, and the ones that won’t. Replicate the personality traits of the past winners, and don’t get too caught up in look-alike resumes.

Look in-house. Nothing contributes to a great company culture, and a loyal team, more than the knowledge that there’s an internal path to career advancement. Assess your current staff and consider who’s ready for a more senior role, then upskill them in an apprenticeship program. You can backfill the chair they leave empty with a new more junior apprentice, usually an easier person to find.

Communicate. You found the perfect apprentice? Be prepared to encourage them along the way, celebrating each milestone as they pass their certifications and enjoy the corresponding pay raise. An open line of communication with their assigned mentor / Success Coach is also vital. They have the ear of your new hire and can get right to work on polishing any rough edges. This communication loop keeps small issues from becoming bigger ones and will make both you and the apprentice happier in the long run.

Ready to learn more about an apprenticeship program for your organization? Contact Franklin Apprenticeships.

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