VR Workforce Studio Podcast Hosts Black Knight Inc. Apprenticeship Graduate, Chris W.

“I realized I hit a stopping point after my disability where I felt like I couldn’t train myself anymore, so I needed outside help, I needed an instructor, I needed people that were going down the same path.”

The VR Workforce Studio Podcast recently hosted IBM Z Apprenticeship graduate, Chris W. from Black Knight as part of National Apprenticeship Week alongside our partner Debby Hopkins from Appteon Inc.

Chris shared his experience with overcoming several obstacles, including a disability that left him unable to continue his career as a truck driver, and to pursue a career in IT through an apprenticeship.

Listen here >> https://bit.ly/3zJBZVv

7 Pieces Of Early Career Advice

Franklin Apprenticeships’ CEO and Founder, Kim Nichols, recently authored an article with some great advice for individuals starting their careers.

“Having the patience to learn and grow in a career is important. It takes time to get where you hope to be and skipping steps won’t help you in the long run,” wrote Kim.

Read the full article here.

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.  

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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

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

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.

Structure

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?

Opportunity 

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?

Loyalty

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?

Unique

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?

Training 

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?

Investment

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? 

Outlook 

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?

Network 

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. 

A Candid Candidate Comparison: Who Would You Choose for Your Company?

The U.S. is facing a skilled labor crisis. Not only are there more job openings than people seeking employment, 75% of those having trouble finding and recruiting competitive candidates cite a lack of skills as a leading issue. 

But what if, instead of sifting through a pile of applications to find the one person who fits some of the requirements listed in the job description, you could instead begin to build your ideal workforce from the ground up?

Additionally, what if you could hire individuals whose learning path is intentionally and strategically shaped by what your company needs? 

And even further…what if there was a program that already vetted candidates, and could match them to your specific needs? And this program offered turn-key tools and resources helping  you to easily and seamlessly invest in your employees and their future, leading to increased job satisfaction?

Modern apprenticeships offer a compelling, innovative, and proven SOLUTION to addressing the skills gap. 

Consider this Infographic comparing Franklin the Apprentice with Hugh the New Hire. We’ll walk you step-by-step through each letter of the word SOLUTION as we consider which candidate has the most to offer your business. 

Structure. Opportunity. Loyalty. Unique. Training. Investment. Outlook. Network. 

These words are more than a simple acronym, they are a promise. They represent all that Franklin Apprenticeships can offer your business, from recruitment to screening to placement to education to training to coaching to tracking to industry-recognized credentialing, generally within a single year. 

More than that, they speak to valuing and investing in your workforce, to building trust and loyalty with employees trained to your unique specifications. 

An opportunity to unlock your ideal workforce may seem too good to be true — but it’s not. 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. 

Bringing Women Back to Tech Through Digital Apprenticeships

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In today’s world of a largely male-dominated tech industry, it’s remarkable to think that women played prominent— even critical — roles in the early days of computing.

Today, only 20 percent of tech jobs are held by women. In a sector experiencing a faster-than-average growth rate, it’s clear that something is wrong. It’s past time to identify and address the issues preventing women from pursuing careers in technology.

So where do we begin?

One creative approach: digital apprenticeships. This powerful and fully modernized pathway to earning while learning is a proven, reliable source for developing a highly-skilled — and tremendously engaged — workforce.

Download our article now to learn why modern digital apprenticeships offer a new path into a rewarding career in IT for women. We review:  

• The strategies that companies can and must begin implementing immediately throughout their hiring and retention processes in order to increase the number of women in tech.
• The pivotal role that recruiters can play in building bridges between female candidates and potential employers.
• The importance of having a structured framework and support network in place to help apprentices achieve goals and promote development. 

Discover how Recruiters, Mentors, Supervisors, and a Success Coach can work together to provide each female apprentice with the support network they need to soar in a field that needs digital talent today more than ever.

Together, we can inspire more women to come back to tech. Contact us to learn more about our current digital apprenticeship programs: Franklin Digital and Missouri Digital.

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The Top Three Differences Between Apprenticeships and Internships to Ignite Your Talent Pipeline

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The shortage of skilled workers is a significant problem in the U.S. that continues to grow. For many executives, talent shortages top the charts as the greatest emerging risk companies currently face. 

Apprenticeship programs offer a high-value solution to the growing skilled labor crisis, but are not considered as a natural talent acquisition option in our country. They are a proven model for successful employee recruitment and retention in other countries, however, they are severely underutilized in the U.S. But why? 

Much confusion still exists surrounding apprenticeship programs. When executives hear “apprenticeships,” they automatically think of “internships,” which are much more common in the U.S.  

While both apprenticeships and internships are used to find workers, the similarities end there. When it comes to a company’s employee retention and growth strategy, apprenticeships are vastly different than those of internships.

So, what are these critical differences? 

Read our article to explore the top three differences between internships and apprenticeships from an employer’s point of view.  

Recognizing these three differences — and understanding the various benefits of apprenticeships — could make all the difference in finding ideal candidates to solve your company’s skilled labor dilemma. 

Interested in creating apprenticeship programs in your company? Contact us here to learn more about partnering with Franklin Apprenticeships to change the American workforce and unlock opportunities for your business. 

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Reinventing Yourself After Being Let Go: Five Reasons to Consider an Automotive Apprenticeship

You lost your job. Such a simple statement, yet it’s wholly incapable of capturing the overwhelming complexities you’re facing. There’s certainly the loss of income, but there’s also the loss of identity, and of the ability to define yourself based upon the career you’d hoped to have until you retired.

Grieving the loss of your job is normal — along with stress, anger, and depression that may follow. And while it’s understandable to feel any or all of these, it’s also a time to consider this less as a loss, and more as a transition. This is a setback, but it’s a temporary one, and accepting the fact that it’s time to consider another path is all part of the process.

You’re proud of what you achieved at your previous job, of what you learned, and who you helped. You don’t even want to consider going back to school and starting from scratch, or taking part in a training program that may or may not lead to a full-time position. Either option could also be accompanied by a hefty price tag or considerable debt.

But what if there was another way?

What if you could switch to a brand new career in a rock-solid industry, and you could do it while getting paid competitive wages from the day you begin?

It’s time to consider AutoMOtive!, a partnership between the Missouri Division of Workforce Development and Franklin Apprenticeships for dislocated workers that will put you on the fast track to becoming a certified Automotive Service Technician.

Forget what you think you know about apprenticeships. This innovative program offers a host of benefits that begin from the day you start, making it the perfect solution for a mid-career job change. Below are five of these benefits, which are also the reasons why you should consider an automotive apprenticeship: 

1. Earn While You Learn: From the moment you begin, you’ll receive a competitive, full-time wage. You are a full-time employee, and your wages will increase upon successfully completing program milestones.

2. Gain Industry-Recognized Credentials: Upon successful completion of the program, you’ll receive ASE (National Institute for Automotive Service Excellence) Certification. This competitive and highly-regarded certification provides tangible proof of your technical knowledge, is portable, and serves as a foundation upon which you can build.

3. Grow In-Demand Skills: The automotive industry isn’t going anywhere, and neither is the role of Automotive Service Technician. In fact, as vehicles become more and more sophisticated there is an increasing call for highly trained and skilled professionals — by 2026, it’s estimated that the field will need 46,000 additional technicians.

4. Accelerate Your Career: In a single year, you can become an ASE Certified Automotive Service Technician. AutoMOtive! provides you with hands-on training, classroom training, mentors, and the resources and support you need to successfully complete your apprenticeship and go on to thrive in a highly competitive industry.

5. Remain Debt-Free: What does this cost? Nothing for those eligible for the AutoMOtive! program. All training and support costs are paid for by the employer under which you apprentice.

So what are you waiting for? Shift your search for a brand new career into high gear today. Learn more about AutoMOtive! and take your first step into a solid, steady, high-demand profession as an Automotive Service Technician!