If you’re an IT hiring manager, we don’t have to tell you the challenges of keeping your talent pipeline full in the best of times. And 2020 has not been the best of times, with the remote work environment adding several new layers of difficulty to the process of vetting, interviewing and hiring new team members.
You’ve probably considered, and perhaps tried, using a recruiter to fill the void. And on paper it makes sense to take the grunt work of sifting through resumes off your own plate. But apprenticeships are another way to accomplish that, and in our opinion, a path that leads to better outcomes.
Let’s take a comparative look at apprenticeships and recruiters:
The candidates: Is a recruiter finding talent that’s any better, or even different, than the resumes you’ll find yourself on Indeed.com and similar sites? Perhaps, but chances are high that they’re doing the same keyword searches you would do yourself.
The talent pool for apprenticeships tends to be different and more diverse. Some are recent college graduates, yes, but others are ex-military, are changing careers for another reason or returning to the workforce after raising a family. Still others have decided that the four-year college track, and the debt that follows, is not for them. What they all have in common is that they’re highly motivated to change their circumstances, excited to be working for you, and willing to earn their stripes, with no sense of entitlement.
Cost: Recruiters are expensive, typically collecting 20% of the first year’s salary. Which might be fine if your new hire sticks around, but you might just be hiring an experienced job-hopper. Some recruiters will offer a 60 to 90-day guarantee, but even if you get that free replacement, you’ve lost a lot of time and momentum onboarding someone who turned out to be a swing and a miss.
The concession you’ll make in an apprenticeship program is simply allowing your new hire a few hours per week for training time as they pursue the additional certifications that will make them a better employee. Franklin handles all the classroom training and certifications. Plus, 91% of apprentices remain with the company after the first year; with 95% sticking longer-term.
Also, an apprentice starts work at a wage well below the going market rate. They earn their pay bumps only after they deliver results and add certifications.
After the hire: Unless you need to take advantage of that guarantee, a recruiter’s involvement ends the day your new hire starts. Good luck from there.
Your new apprentice comes fully equipped with a Franklin Personal Success Coach who works with them weekly through the entire one-year program. The coach checks in with you as well, to make sure your apprentice is being molded to your way of working. And those 52 weeks of support cover not only their technical skills and certifications but the “soft” people skills that make them better employees and co-workers.
A hidden talent pool, lower costs and a full year of comprehensive support, all great reasons to take a closer look at an apprenticeship program.
Ready to learn more about an apprenticeship program? Contact us today.