Pre-Employment Training - is this idea viable?
So many industries are 'hurting' for qualified employees require orientation training or other types of training on the first day (paid by the company). Would something similar to 'pre-hire' training take off as a recruiting tool?
Here's the scoop:
1) Companies would provide certain types of high-value training, most of a generic nature, on their websites to 'the general public' - OR (hint hint) to those job seekers who want to be considered for employment with the company.
What could be offered?
a) Ethics Training
b) Mentoring Training
c) Harassment Training
d) Safety Training
e) Timesheet / Timecharge Training (how to do it right, don't cheat, etc.)
f) Microsoft Office use - (level 101) for Word, Excel, PowerPoint
g) Introduction to marketing, public relations, and sales for entry level employees
h) Orientation to the company - what it does, where they are located, where their offices are located, what types of contracts it fulfills, etc.
These baseline courses could be structured to provide a certification.
If the job applicants has completed these training courses, they note it on their resume (and show cert to prove), and the more they have the more valuable they might be to the company in which they are showing a hiring interest. Why? Because they have shown willingness to get most of the new hire orientation over and done with before they were hired. The company can acknowledge and use those certs and documentation to prove the new hire went through the training piece and because it was a pre-hire, voluntary action, the company doesn't have to pay the job seeker. The job seekers gets a few more bullets on their resume for training courses and certifications. So, it's a win-win situation for both the applicant and the company.
ALL defense industry companies in US require all, if not most, of the above orientation training to be provided to new hires. Timesheet training revolves around coding for hours worked on specific contracts, PTO, and ethics on charging the client only what hours are worked. I've seen Ethics training in all defense industries and it's the same-old for them all, just different scenarios and quizzed; Safety training is required for all who work in shipyards, nuclear facilities, etc.; Harassment and Human Trafficking training is now required by all federal government clients for defense contractor employees traveling outside the US; and most, if not all companies provide a 15 minute to 1 hour video or PowerPoint on what they do for business to all new hires.
If all these companies provide Ethics, Safety, Harassment, etc., training, but just their own version, it seems they'd pool their money, manpower, etc., into one standardized, and acceptable by all companies across the US, training modules that any employer and any eligible job candidate to take (maybe after an interview?) to ensure the training is completed before they walk in the door. If they are not hired, those certifications would be universally accepted by other companies, so as not to have to repeat the same type of training "again," as long as it was done within the last six months.
There are probably a dozen if not hundreds of the above generic type of training modules sold or in-house for most companies. This would cut down costs for businesses if the job seeker has already completed the certification and course and can show the certificate to prove it.
Look forward to all dialogue and feedback on this subject.
I am also on LinkedIn and accept all invitations to connect: http://www.linkedin.com/in/DawnBoyer
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