Apprenticeship Programs

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These slides are based on the paper "Create an Apprenticeship Program: Bridge Your Talent Gap". …

These slides are based on the paper "Create an Apprenticeship Program: Bridge Your Talent Gap".

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  • 1. Apprenticeship Programs CLOSE THE TALENT GAP by David H. Hoover
  • 2. Nearly 20% of18-24 year oldsin the US areunemployed.Meanwhile…50% of USemployers areunable to hireinto criticalroles. The Talent Gap in the United States represents unprecedented latent human potential
  • 3. How will you fill your critical roles?Continue trying to fill the Or change the box? same old box of job requirements?
  • 4. There are many solutionsApprenticeship Programs are one solution, and they’re a solution that many businesses can implement.
  • 5. Apprenticeshipprograms forsoftware developersare on the rise.Formalapprenticeshipprograms forsoftware developershave been poppingup since the 90’s.I’ve been involvedin apprenticeshipsince 2002. Need more software developers? Grow them.
  • 6. But wait. Why?Apprentices are: Enthusiastic Moldable LoyalApprenticeships: Grow culture through relationships Expand your hiring abilities Create next-generation expertise
  • 7. Recommended Reading
  • 8. To Create an Apprenticeship Program Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
  • 9. Mentor > Team > Business Owner1. A mentor who is excited to work with a beginner2. A team that is willing to incorporate a beginner3. Business owners who are willing to allow beginners to participate4. A champion to lay these foundations
  • 10. Sustainable Ratio Exceeding an overall 1:1 practitioner:apprentice ratio is A Bad Idea Apprentices working with apprentices on Real Stuff is like planting pain Some mentors will be able to handle more than one apprentice at a time All mentors will need to take time off from mentoring Be patient, don’t rush it
  • 11. Culture over Curriculum Unlearn the classroom-based education model Don’t focus on curriculum Do focus on creating a beginner-friendly culture  Lunchtime study groups  Lead by example: Ask the stupid questions A learning-oriented culture takes pressure off your mentors
  • 12. In the Trenches Hands-on, real world learning is how apprenticeships have always worked Apprentices should spend the majority of their time elbow-to-elbow with the team Will be overwhelming at first, but after about 2 months, they should be contributing regularly
  • 13. Pet Project An independent project A “Breakable Toy” Must be inherently interesting to the apprentice Often leads to tech specialty
  • 14. Milestones Periodic milestones force you to make the decision to hire, continue, or fail the apprentice An oversight group of 4-8 people attend a “milestone meeting” to help make the decision Expectations should be “knock my socks off” high Typical program is 6 months with 2-month milestones Be consistent Use your entry-level criteria for hiring
  • 15. Milestone Meetings Experience report from the trenches Pet project demo Pet project code review 10 minute presentation by the apprentice Retrospective Make the hire/continue/fail decision Mentor communicates decision
  • 16. Feedback Loops Milestone-level: retrospective Weekly-level: mentor meeting Daily-level: pair programming, code reviews
  • 17. Apprenticeship Program Ingredients Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
  • 18. Um, we already have an internship programApprenticeship Internship High commitment in  Temporary student both directions worker Working toward  Typically during employment summer vacation Strong mentoring  May have mentoring component involved Half a year or more  A couple months
  • 19. Finding viablementors tendsto be thelimiting factorwhen people arelooking to startor expand theirapprenticeshipprograms. Be a Mentor
  • 20. Thank Your MentorsVisit and tell us about the people who helped you get here.
  • 21. Q&A AND THANKS FOR YOUR TIME! Slides at by David H. Hoover @redsquirrel