Still Hiring for a Cultural Fit? Or a Better Culture?

Still Hiring for a Cultural Fit? Or a Better Culture?

When you interview a candidate, you’re probably looking for not only the technical skills required for any given position, but also a sense that the person sitting across from you (or on the other end of that Zoom call) shares the attitudes, values and beliefs you associate with your organization … the so-called “cultural fit.” You might even give preference to candidates who’ve been referred to you by existing employees, a leading indicator that they’ll bring those same values to the table.

On the face of it, there’s nothing wrong with that approach. The hiring and onboarding processes represent a large investment of time and resources, and it’s only fitting that you should be comfortable with a new hire beyond their technical abilities.

But there’s a potential pitfall there as well: Hiring people who all think and behave in the same ways means you’ll continue to do things in the same ways, and for most companies that’s a recipe for being left behind.

Nearly every organization has a stated goal of improving diversity, but perhaps it’s time to start thinking beyond different boxes checked on an application and consider diversity of thought. Who are the applicants whose background gives them a different worldview than your existing team, and what can they bring to the table?

New ideas. Solutions your current team might be missing. Better ways of doing things that you’re missing due to the blinders of “our culture.” The world is changing around us, and if you’re still hiring for the same culture as you were a decade ago you’re missing a huge opportunity.

Think less about a cultural fit and more about a cultural add. Probe for creativity and new ways of thinking in your interview process, and then encourage that mindset in the workplace. There are many, many candidates out there ready to challenge your ways of thinking and make your organization better in the process.

Learn how apprenticeships can add new dimensions to your company culture: Contact Franklin Apprenticeships.

You Just Graduated – Now What Can You Do?

You Just Graduated – Now What Can You Do?

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You spent the last 12, 16, or more years in school. You have invested a lot of hard work. You have an interest in the technology field.  Whether you have applied to colleges, or have just completed your college career — you have some important questions about what you can do to get a good job, today.

As an individual looking to start a fresh career, you have some big decisions to make — and several uncertainties to consider.

If you are a high school graduate, you might question whether the college choice will yield the same results as you once thought.

  • Do I go to college as planned?
  • What if colleges don’t re-open in the fall?
  • What if they open, but all classes are online?
  • What will my return on investment be for all of that college tuition?
  • Should I stay closer to home for now?
  • Are there any other, more immediate career options?

As a college graduate, you might question whether or not your degree will carry the same weight as you once thought.

  • How do I start my career in a job market that has dramatically shifted?
  • Should I consider temp work?
  • What will my return on investment be for all that college tuition?
  • Will my major be applicable in today’s business climate?
  • How will I replay my college loans and afford my household expenses when I can’t find a job?
  • Are there any alternative, immediate career options?

Consider this: An IT apprenticeship is a good way to spend a gap year or post graduate year. And it offers an immediate return for today, and beyond.

What can you have if you decide to pursue an IT apprenticeship?

We have answers to all of these questions for today’s high school and college grads.

  1. You can have a full-time, W-2 paid apprenticeship position in the lucrative IT industry as a help desk technician with a company that is close to home. This is NOT an internship.
  2. You can see if an IT career is the right fit for you with a one-year apprenticeship program before you consider investing the $100K+ expense on a four-year degree. Or, you can begin working to pay off your current loans while determining if an IT career is right for you.
  3. You can embark on an apprenticeship that leads to a long-term career path 94 percent of the time (as opposed to most college grads who jump jobs multiple times before they are 26).
  4. You can receive three Industry recognized certifications (Microsoft or CompTIA) in the one year program with documented IT skills that make you more valuable — all at no personal expense.
  5. You can have a personal Success Coach work with you every week to ensure you are on the right track — and that includes developing your professional skills as a complement to your technical skills.
  6. You can earn up to three pay raises in the first year on the job.
  7. You can work a typical 40-hour week and attend online training during working hours with no night classes.

You could spend the next few years going to college. You could spend the next year waiting to figure out how to market your degree. Or,  you can take another track and jump right into a lucrative IT career as a Digital IT Apprentice.  Apprenticeship is a great way to crack a hidden, in-demand job market and jump-start a full-time career.

Now might be the right time to earn while you learn in an apprenticeship.  Determine if an IT career is your best destination.

How can you learn more about what you can do with an apprenticeship? Contact us.  


Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?

Apprenticeships: The Learning Supermind Approach for Upskilling Employees Are You One of the Many That Do This Wrong?


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!

Interview Tips that Will Make You Shine

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

Chances are, you’re 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 best thing you can do to shine above the rest and nail that job interview.

Let’s talk about it all — 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 of the tips and tricks 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 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. 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.

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

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.


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?


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?


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?


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?


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?


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? 


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?


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.