An apprentice is someone who learns and develops skills from other skilled employers and/or trainers in order to become a fixture in a successful business. A journeyman is someone who was formally an apprentice, but is now a skilled employee who completed his/her apprenticeship training. While many journeymen go on to develop their own businesses, many stay with the companies that helped to develop them into the professionals they are. These are the types of employees you’re looking for!

Make apprenticeship a priority at your business.

Generally speaking, it takes approximately five years for an apprentice to fully develop into a journeyman. This is why it is incumbent upon your business to have a strong apprenticeship program in place. Companies that fail to invest in training talented new hires into becoming major assets to their businesses tend to experience higher turnover rates and minimal loyalty from their employees.

One of the first and most important steps to developing a strong apprenticeship program is to secure mentors. These will be the individuals in charge of training your apprentices in order to prepare them for the major responsibilities that will come with their full-time roles. On ThoughtBot.com, Dan Croak and Chad Pytel explain that this is a critical step that begins with reaching out to your current employees.

“Put the word out within your organization,” they advise, “You might be surprised at how many people respond enthusiastically…Before your mentors get an apprentice, put them through some kind of basic training…Beyond technical skills, empathy and creating a cycle of open, honest feedback are the most important skills for a mentor.”

Further your efforts into attracting top talent.

Your postings for recruiting apprentices should highlight the various reasons why people would want to work for your company. Highlight your company’s culture and the benefits of working within your unique environment. Be sure to discuss your prioritization of safety and equipment maintenance and make clear your request for candidates who take pride in their work.

Once you’ve recruited candidates, it’s a good idea to make psychometric tests a part of your hiring process. Such tests are designed to measure the suitability of your candidates for the apprenticeships based on their personality characteristics and aptitudes. Ciaran Morton of Thomas International Ltd. explains why psychometric assessments are so useful.

“They provide in-depth knowledge into how a candidate tends to behave in the workplace, including their strengths, areas for development, what motivates them, how they prefer to communicate as well as their levels of emotional intelligence which indicate how well they handle stress, how self-motivated they are, how equipped they are at regulating their emotions, and more,” he writes, “This information empowers an employer to understand how well suited a candidate is to a certain role, how compatible they may be with other team members and the wider company culture.”

Apprenticeships are the heartbeat of your company!

Your apprenticeship program should be designed to maximize the number of highly-skilled and deeply-loyal journeymen you have working for you. For more expert advice on how to successfully develop the apprenticeship program at your business, please don’t hesitate to give Hire Value Inc. a call at 403-978-3827 today!