By Tony Malanowski
Mentoring/Apprenticeship Programs—The New “Shop Classes” for Today’s Youth (Part 1)
Back in the day, public schools boasted the inclusion of many vocational courses that were standard issue to the daily school routine. Shop classes, home economics, and auto classes were often options for students who wanted an opportunity to gain some real-world experience, while earning graduating credits that could be replacements for other classes (like higher math) that may not have been as desirable for them. Students had the opportunity to learn practical skills from professionals in a hands-on manner, that could be used in real life situations (like changing your own oil), or, as an introduction into a full-time career (perhaps working in an auto service garage).
Sadly, those very useful vocational courses have all but disappeared from today’s schools, and they haven’t been replaced by anything nearly as useful.
But there is good news! Now we have the option for private businesses and small sole-proprietorships to take up where the public sector has left off, and create similar worker training programs on a more casual basis. And that option is the modern way companies are beginning to reconsider the mentoring/apprenticeship relationship.
- Mentoring Program as Part of a Company or Sole-Proprietorship
Mentoring, and the introduction of an apprenticeship program, can be beneficial to both sides of the process. Let’s say you run a small electrical business. You buy and sell electrical equipment, and you send out workers to install and repair all things electrical. You are having a difficult time attracting and retaining employees, mainly because of the narrow viewpoint of the job itself. Wouldn’t it be a boon for you if you could recognize potential employees—those with the interest in your field and the aptitude for fitting into your already established system—and find a way to recruit them into your business?
It might be that setting up a Mentoring/Apprenticeship Program within the framework of your company could be the answer to bringing in possible future employees and molding them to the specifics of your company’s way of operating. There are several ways of getting the word out to your mentoring/Apprenticeship applicants.
Does your company have any kind of social media account? That would be a cost-effective place to start. Many similar programs are open during the summer months, so you could post a virtual flyer on your site, listing the interest requirements and any other qualifications you would like to see in an applicant or applicants. You should begin to consider the size of your program and how many potential job openings you might have after the program is concluded. Along with that, consider the potential costs for your program. How much advertising or outreach will you be planning for? Do you need an insurance floater to have your possibly future employees on the property? Do you need to supply uniforms and/or safety gear (think protective eyewear, steel-toed shoes, gloves, and possibly heavy coats if your storage area is chilled). All these things need to be considered as part of the expenses for your upcoming Mentorship/Apprentice program.
Is there a high school (or two) near your place of business? Call them and see if they have a social club at the school that aligns with your needs. Then have the school give out the information on how an interested student could apply and why it would be a good idea for them to try out.
Don’t overlook recommendations from friends and relatives who just might know of a friend of one of their children who delights in creating lighting grids for his garage band. Everything you can do to get the word out about your new program makes it easier to attract prospective applicants who are interested enough to put in the time to make the program a success for both sides.