Apprenticeship Programs CLOSE THE TALENT GAP by David H. Hoover
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
How will you fill your critical roles?Continue trying to fill the Or change the box? same old box of job requirements?
There are many solutionsApprenticeship Programs are one solution, and they’re a solution that many businesses can implement.
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.
But wait. Why?Apprentices are: Enthusiastic Moldable LoyalApprenticeships: Grow culture through relationships Expand your hiring abilities Create next-generation expertise
To Create an Apprenticeship Program Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
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
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
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
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
Pet Project An independent project A “Breakable Toy” Must be inherently interesting to the apprentice Often leads to tech specialty
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
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
Apprenticeship Program Ingredients Mentor > Team > Business Owner Sustainable Ratio Culture over Curriculum In the Trenches Pet Project Milestones Feedback Loops
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
Finding viablementors tendsto be thelimiting factorwhen people arelooking to startor expand theirapprenticeshipprograms. Be a Mentor
Thank Your MentorsVisit http://apprentice.us and tell us about the people who helped you get here.
Q&A AND THANKS FOR YOUR TIME! Slides athttp://www.slideshare.net/redsquirrel/apprenticeship-programs by David H. Hoover @redsquirrel