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Looking for Employees? Try Training Programs or Apprenticeships
As business begins fully operating after the COVID-19 pandemic, many organizations are frustrated with the lack of candidates to fill their open positions.
One reason companies are not able to fill positions is because they are looking for candidates with experience when they are trying to fill entry-level positions. This makes many eligible applicants without the years of experience required “underqualified”. More and more, organizations are reassessing the true level of experience needed to meet the minimum requirements of a job.
A recent New York Times article discussed several companies exploring new ways to find employees with less experience and developing programs internally for inexperienced employees to gain the skills to do the work. One idea is starting a training or apprentice program that makes it possible for companies to hire inexperienced employees.
An apprenticeship or training program can be very effective in finding and preparing employees for entry level positions. Here are a few tips and considerations to look at when setting up an apprenticeship or training program:
- Define clearly outlined goals of the program. A strong training or apprentice program will articulate why the program exists, what company goals will be accomplished by the program, and the goals the new employee should meet during the program.
- Have an outlined plan before implementing the program. Consider length of the program, number of participants, how much it will cost, what the program will accomplish, criteria considered during the application process, methods of training, and objectives for employees to meet.
- Determine the best training or apprentice method. Based on your business, what is the best way for someone to teach and to learn the skills needed for the position? It could be one of these, or a combination: classroom, on-the-job training, shadowing current employees, assigning projects that will help them learn the ins and outs of the position and the company, or self-directed learning.
- Evaluate the effectiveness of your training program. Ensure program evaluation is part of the plan. Measure whether your outlined objectives were met, if the employees are able to meet the requirements of the job after the program, and how the employee felt the program helped them.
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