In our recent survey of apprenticeship programs, we found that approximately 20% of apprentices quit or get expelled in the first two years. That’s a big hole in the bucket for an industry that is desperate for all the good, young talent it can get.
Is it because the job is so tough? Possibly. But it’s not like apprentices didn’t know that going in, right? Maybe… But maybe not.
You Want the Truth? You Can’t Handle the Truth!
In the rush to attract applicants, it seems foolish to bring up all the reasons someone might not like a job. Why say anything to dissuade anyone when it’s so hard to attract them in the first place? There are much more exciting things to talk about.
Applicants have their own ideas about what’s important to them in a job. We’ve all spoken to applicants who have a million questions about health insurance, retirement plans, and all the benefits of a career in union construction – yet they don’t have a particularly clear idea of what the trade actually does.
And then there are the ones who make it to the end of the interview and say, “So I’m not so good with heights. Is that a problem?” Or, worse, the ones that don’t even own up to it. They figure they’ll find a way out if and when someone hands them a harness and points up… way up.
Why Not Let Them Figure It Out for Themselves?
We all know that a career in construction requires hard work, long hours, and working through harsh and challenging conditions. Working outside in the worst weather? Yes, it happens. Getting yelled at on the job? We’ve all been there. And we’ve all been through much worse, too.
But how much do your apprenticeship applicants really know about that side of construction work? And how much does it really matter?
Setting realistic expectations during the apprentice selection process matters a lot. Why? Because if someone has unrealistic expectations, they’re going to react strongly when they get hit hard and weren’t warned about it. And when those unexpected hits keep stacking up, that’s when they start to think, I don’t need this.
Across industries, statistics on people who quit jobs show that nearly 50% do so within the first six months. That’s when they’re new at the job and are deciding whether they should stick with it or move on. And in a time of historically low unemployment, they know they’ve got options.
The Solution: Level with Your Applicants, but Do It the Right Way
Here's the fix: Just tell them what to expect, both good and bad. In the hiring industry, it’s called giving applicants a realistic job preview (RJP, for short). As long as we fail to do this with our apprenticeship applicants, it will haunt us.
A realistic job preview is a balanced look at a career in construction and life as an apprentice. It tells your applicants, “Here’s what to look forward to and what to be ready for.” In the end, it’s treating them like adults who should be fully informed before they make a career decision – a decision that also impacts the trade.
At APS, we believe in providing an RJP early in the process, before testing or interviewing. Why? Because if someone is going to recognize that this isn’t the career for them, it’s best if they do it before they have any skin in the game. In other words, before they’ve put significant effort into getting hired.
Will you lose applicants? Yes… a few. But those are mainly going to be applicants who recognize that they’re not right for the job. The vast majority of applicants will really appreciate you leveling with them and see it as a positive sign of your professionalism.
Everyone Wins
So, does it work? Yes, it does. Apprenticeship programs we’ve worked with find that the RJP makes a real difference, and not just in turnover rates. Program directors report that applicants enter interviews better informed about the apprenticeship and what to expect. They’re also more serious about the program in general.
Lower turnover and better-prepared apprentices deliver a significant plus for an industry that desperately needs fresh talent. And all it takes is setting the right expectations.
Accurate Screening of Apprentices in Four Steps
Start with a brief online video that explains a career in union construction. The video is helping people have the right understanding of :
A 60-min online based test. The assessment evaluates candidates’ aptitude, personality, and cognitive capabilities related to a career in construction.
Assessment results are returned with easy-to-use “traffic light” indicators (green, yellow, and red) to group applicants by assessment score and mechanical reasoning capability.
Interview is based on a technique that research has shown to be 4x more effective at predicting success than traditional interviews.
Contact
Apprentice Performance Solutions
1471 Livorna Road
Alamo CA 94507
Jackie Dixon
510-329-6499
jackie@apprenticeperformance.com
Thank you
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