Develop Your Own Apprenticeship Program in Your Roofing Business

By Merry Duggan, RCS Reporter. 

The COVID-19 pandemic provides opportunity to capture potential talent. 

The on-going global COVID-19 pandemic continues to challenge individuals, communities and businesses.  Roofing companies are no exception to the effects of this unprecedented hardship.  In many places, construction projects have had to scale back or even close temporarily due to government mandated regulations.  

Scaling back a work force that is often difficult to obtain and maintain is a blow the roofing industry does not want to face.  Combating the labor gap is a huge challenge even in good times. According to a survey conducted by the Associated General Contractors of America in 2019, 80 percent of construction companies nationwide have difficulty finding qualified workers. 

At this same time, vocational schools, trade programs, colleges, universities and training centers dedicated to construction trade training are also having to deal with the implications of maintaining a COVID-19 safe environment while holding traditional classes in their facilities.  Government restrictions are dictating smaller class sizes, social distancing space, restricted movement from place to place and use of masks.  In the near term, there is a lot of uncertainty about how instruction will resume.  Some vocational schools, like other institutions of higher education, are still developing plans for how to educate and train amid the financial stress and strict rules of operation now in place. 

As difficult and challenging as this epidemic is proving to be, this may very well be a good time for roofing professionals to consider recruiting potential employees for their businesses and providing some hands-on training and mentoring of their own.  The opportunity is ripe to take advantage of the availability of those who are unemployed or underemployed due to COVID-19 circumstances and are looking for training in new careers.  

Employers serious about capitalizing on this situation should take a focused and targeted approach to recruitment and consider aligning with accredited apprenticeship programs registered with the U.S. Department of Labor to appeal to a potential pool of interest.  Some of these apprentice programs are already in an online format making the education component of the apprenticeship possible during current COVID-19 restrictions on educational facilities.  

To help a business combat the issue of too few good recruits for the work that needs to be done, offering a mentoring or apprentice program for young students may be a way to reach future skilled employees.  Here are some suggestions for contractors to consider in the development of their own training program during this pandemic time: 

• Develop your own in-house mentoring or apprentice-type program.  Consult the U.S. Department of Labor for an accredited apprenticeship program to partner with that suits your business.  This kind of opportunity can expose young people to a job they may not have known about or considered.  Your program can provide on-the-job training by your own skilled professionals designed to meet the needs of your business, while the accredited apprenticeship program can provide the classroom requirement of the apprenticeship. 

• Select a valuable employee or two within your company who are willing to mentor and train young apprentice recruits.  Find guidance on how to plan this piece of the program here.  Promote these employees within your organization and give them the time and funding to expand their skills as a mentor/trainer.  This act lets your key employees know that you value them and their expertise and want to provide them opportunities to grow, as well as help build a skilled labor force for the business. 

• Promote the apprentice program digitally.  The internet is the most important place to promote to a young, potential workforce.  This is even more the case now that face-to- face recruiting events have been cancelled.  Reach out to prospective employees through social media.  LinkedIn is especially designed to connect employers with potential candidates and allows more job seekers to see your openings.  Facebook can be a great digital source as word travels wide among family and friends.  Add information about the apprentice program to the company website.  Many job seekers will do a search for roofing companies in their area so this could lead prospects directly to you.  

• Contact high school and community college guidance counselors with your plans.  Even during COVID-19 restrictions, counselors continue to look for opportunities for their students to gain experience and find work.  These counselors can serve as the middleman to help connect you with student candidates.  Counselors can also introduce you to teachers in their vocational programs.  Special presentations or meetings with interested students could be arranged with these teachers.  Canadian-based IKO recommends educating students of the potential for work in the roofing industry and encourages the tactic of actively recruiting for the trade.  Don’t wait for career night to accomplish this.  View IKO’s ideas on recruiting students on their website. 

There is no doubt the COVID-19 outbreak has impacted your operations in some form.  Now just may be the time to implement your own apprenticeship program.  People with attractive skills are desperately looking for training, work and potential careers.  Don’t let them pass you by!  Train your own people with the skills you and the entire industry need now and in the future.  

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