Page 16 - CFESA Magazine May / June 2018
P. 16
BUSINESS
INTELLIGENCE
Internship/Apprenticeship Try Before You Buy
Programs Create Talent An Internship/Apprenticeship program is an
Pipelines (and More!) for effective way to evaluate candidate per-
Your Organization formance before you commit to hiring on
full-time. It offers an opportunity to evaluate
skills and work ethic—and in turn, provides
The talent pool in America continues to an opportunity for the intern to see if your
shrink, and it’s a big problem for employers organization’s work and culture is a good fit
in a wide range of industries and geographies for him or her.
who just can’t seem to get enough people to
fill their current or future positions. Unem- Create Brand Advocates
ployment is at historic lows, with people ei- An Intern/Apprentice who has a great expe-
ther gainfully employed or simply not looking rience at your organization—whether he or
for work. she is eventually hired or not—can serve as an
We’ve all seen headlines like, “American Labor advocate for your employment brand within
Shortage Not Going Anywhere.” But what their social networks, which could result in
about solutions? What can businesses do to increased interest in career opportunities at
prime their talent pipeline for hard-to-fill or your organization.
future positions? One option that’s proven
successful is instituting a strong Internship/ Gain New Perspectives
Apprentice Program. Here are some of the
Interns may also challenge your organization’s
ways such a program can benefit employers:
“the way we’ve always done it” mentality and
bring fresh new ideas—along with the latest
Create a Talent Pipeline technology from the classroom—into your
An Internship/Apprenticeship program can organization.
offer a cost-effective way to fill your organi-
zation’s talent pipeline with tried and tested Development Opportunities
candidates. Interns are typically interested for Your Leaders
in gaining job specific skills, soft skills, and
An Internship/Apprentice Program offers
experience in their desired fields. They can be
leadership development opportunities for cur-
specifically trained to fill the job needs at your
rent employees looking to grow their skills in
organization for hard-to-fill positions.
managing others. This can include identifying
the work, creating a training plan, and offering
ongoing supervision and mentorship.
16 CFESA Magazine | MAY / JUNE 2018 | www.cfesa.com
