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Employer Quotes
The quotes below are from employers in this industry: Manufacturing
They are talking about this topic: Experience & Credentials
The quotes below are about this issue:
Employers provide a great deal of on-the-job training to new hires. Even new hires who have graduated with a certificate or a degree must be trained on the specific equipment used by that particular facility.
| "Then there's the tool and die making, of course, that's one issue. But this is the actual set-up people, the operators, that's where we're having an issue of finding qualified people that can come in and help us without needing further training—quite a bit of further training—to train them on how to do their job. Currently, we have to train those people in-house. That costs money, and it takes away from production." | Metro |
| "Well, obviously, I'd like to have somebody that's worked on that specific piece of equipment before; someone who knows which button to push to start it, how to load it, how to put the tools into it, and how make it run—that'd be the dream, but that's not reality. Even after two years or more of training, you still have to train them on that specific piece." | Metro |
| "We're at the other end of the spectrum, in that we have a small business with a very specific skill set. There isn't a large enough demand to train somebody for that skill set. So, we look at potential hires that have an interest or a willingness to be custom-trained. For example, we just hired an auto body graduate from [MnSCU college]; this person is now doing custom upholstery work in cars, motorcycles, etc. That individual was willing to custom-train with us and is very willing to learn. So, we're in a whole different spectrum from the needs that the mines might have." | Northeast |
| "We get candidates that come out of the two-year programs, whether it's a degree or certificate program. Then, they go into a trainee or apprenticeship program. So, they really aren't qualified millwrights. That requires 8,000 hours, and they get 4,000 at the college level. So, I'm wondering, these graduates that you're putting into the 'qualified millwright category,' is that correct? How you're classifying them? Because there's a lot of money involved for the next two years at our level to put them in the hands-on working millwright jobs." | Northeast |
| "One of the things we're doing at our company—or we're starting to do—is a mentorship program. We're assigning an experienced technician to a new technician or an intern. We're doing it in the professional jobs as well. We're trying to address that, when younger hires come in, the expectations are different than, I hate to talk generationally, but they seem to be different than the expectations of the older generations. Entitlement is a good word for it. A lot of the younger folks seem entitled when they come in. So, that's one way we're trying to address that issue." | Northeast |
| "We have to provide additional training, and we know we're going to have to do additional training. All of us do it." | Northwest |
| "Safety is the first thing that we hit. All of the production people that we hire are inexperienced, and we do 100 percent of their training." | Northwest |
| "Once we've hired a person, we do on-the-job training. And the time it takes to get them up to speed depends on the skill set they currently have, their mechanical aptitude, and those kinds of things. Some catch on pretty quickly, and some don't. You can really size them up pretty quickly and—one of the things that we want is for everyone to have seven to eight core competencies—and you can pick up quickly that maybe that guy and that gal get it, and we're going to teach those particular employees these core competencies. This other employee can probably maintain three or four competencies, and then you work with the ones that you know can really move forward. The ones that can't, you just live with it." | Southeast |
| "Even with trained engineering staff that we bring in from college, it's like, 'Great, you've learned something that is ten years old. That is not relevant.' With these programs these days, sometimes it's better to get the kid straight out of high school than it is to get someone with four years of education, so that you can train them on relevant things and in your way." | Southeast |
| "We find that a lot with people coming in from the professional ranks—they have three, five, or seven years of experience—what we do specifically, and I'll have to go through remedial skills training in that profession.' So, even though people have experience, they don't necessarily have relevant experience when they walk in the door, which is interesting, to think you've been paying for somebody with five years of experience, but they've needed to start at the ground level with what you're trying to do." | Southeast |
| "We're looking for people that have an interest in manufacturing. Even if we hire somebody out of a two-year program at a technical college, if they're going to build dies and do things like that, it takes another four or five years in the shop to learn those skills. They don't get those skills in the tech college. All they get is CNC operating and [?] so now, it takes even longer to train them." | Southeast |
| "And they don't know everything when they come out of school. But if we think that they have the aptitude, we're happy to teach them." | Southwest |
| "We provide training, more internally, for the assembly positions." | Southwest |