GROWING YOUR OWN TALENT Creating a meaningful apprenticeship strategy
By Jeanine Banks
JEANINE BANKS EXECUTIVE VICE PRESIDENT LLOYD STAFFING
Among the many challenges facing leaders in the hospitality industry is a major talent shortage. According to the Bureau of Labor Statistics, the industry is expected to add nearly two million jobs from now until 2031, but many businesses are currently struggling to find qualified workers. There are several factors contributing to this talent shortage including: • The rise of the “gig economy” has made it easier for people to find flexible work options, which is appealing to many hospitality workers. • The pandemic has led to some workers leaving the industry altogether, either due to layoffs or because they no longer want to work in a customer-facing role. • The hospitality industry is known for lower wages and long hours. In order to address the talent shortage, hospitality businesses are adopting new and creative hiring strategies to provide career tracks that offer employees opportunities for advancement. One hiring trend to adopt to help build workforce pipelines and reduce staff turnover is to offer apprenticeship programs , particularly for those in food service. Apprenticeship programs are a great way to train and develop new employees, while also giving them the opportunity to learn on the job and earn a living wage.
An “apprenticeship” is NOT an “internship .” The key difference is usually length of time – internships are typically one to three months long, whereas an apprenticeship usually starts at one year in length. It offers a structured training plan with a focus on specific skills. Apprenticeship programs can be customized to meet the specific needs of the restaurant or hotel, and can provide training in a variety of areas, such as cooking, food service and customer service. Apprentices can sometimes earn college credit depending on the formal structure of the program and a partnership with an institution with a hospitality curriculum. It is important for hospitality leaders to “think outside the box” when it comes to apprenticeship programs – providing gameplans for positions not always thought of when it comes to apprenticeship training. In addition to providing training and development, apprenticeship programs can help to reduce staff turnover. Apprentices who are invested in their training and development are more likely to stay with the business long-term. They are also more likely to be productive employees, as they have the skills and knowledge they need to do their jobs well. If you are a hospitality leader or manager, consider offering apprenticeship programs as a way to build your workforce pipeline and reduce staff turnover. It is a win-win for both the business and the apprentice. If you want to create your own apprenticeship program on a smaller, local scale, here are some tips: • Start by defining your goals. What do you hope to achieve with your apprenticeship program? Do you want to train new employees, develop future leaders, or give back to your community? Once you know your goals, you can start to develop a program that meets your specific needs.
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