Being able to find qualified talent in the local workforce is what every small business in the trade’s industry wishes they could do more easily. As the talent pool of workers seems to be gradually drying up in the New Hampshire area, contractors, plumbers, and electricians (to name just a few) are finding themselves in new territory. Not only are these businesses and tradesmen bidding for jobs and competing for contracts, but they are now also in fierce competition over attracting top candidates to join their companies.
With the housing market continuing to recover and homeowners throughout the region looking to update their homes, businesses are doing all they can to keep up with the demand whilst struggling to fill in the ranks of their company.
Instead of passing the storm complacently and waiting for the labor shortage issue to correct itself, there are steps towards improvement to be taken, one big stride being to reach out to the younger generation within the community.
This presents a two-way street, each direction holding equal importance. Keeping the youth interested in the trades; and likewise, keeping the trades industry interested in being more hands-on in developing the youth into a viable workforce.
And so what’s the best way to reach out to the younger generation and introduce them to the trade industry within their community?
There are a number of vocational high schools throughout New Hampshire, offering courses from heavy duty mechanics to the building trades, and from basic woodworking to electrical engineering. These public schools have been providing such courses for years now, and with current circumstances being as they are, it’s time local businesses start taking more interest.
In southern New Hampshire, both Alvirne High School and Pinkerton Academy have exceptional vocational centers, and for students in the greater Manchester area there is the Manchester School of Technology, to name just a few.
Getting Involved with Local Schools
So where to start? Perhaps with a little research and outreach.
Not every vocational school offers the same courses. Finding out the specifics of each school can be done via their websites. Or take it one step further by reaching out to their respective directors and teachers. Inquire about the number of students they have enrolled in their courses, what challenges they face in developing their programs or students, and are they in need of any resources. Are they in need of tools or equipment? Do they follow industry trends?
Perhaps it’s also a good idea to inquire about being a guest speaker of sorts, introducing the latest technology used in the field or presenting them with case studies and asking for input from the students on how to address a real life issue. It would also be a good idea to reach out to other local businesses in the area and get them involved, providing the students with a variety of resources and options.
The overall goal with reaching out to local vocational schools and students should be to peak their interest, keep them motivated, and assure them there are plenty of exceptional, well-paying, challenging jobs waiting for the right candidates to emerge and take them. In an industry which is struggling to find qualified candidates, reaching out and taking the initiative is a much needed step in the right direction.
In our last article on machine tool suppliers, we spent a bit of time outlining MSC Industrial Supply and Enco. Of course these are not the only two games in town so today we cover two other major players in the industrial supply world: McMaster-Carr and Grainger.
Having been around since 1901, McMaster-Carr knows a thing or two about Maintenance, Repair and Operations (MRO) supplies, as well as being a general machine tool supplier. McMaster-Carr is strictly a mail order house and does not have walk-in retail stores. What they do have though is a 3,800 page catalog and over 550,000 products backed up by a strategic warehouse network that will get a product to you within 1 to 2 working days from the time of order. McMaster-Carr does not offer a large choice of similar items and does not often mention name brands in their catalog. In many cases, you’ll have to call or email to obtain a manufacturer’s name. For an example, take twist drills. McMaster-Carr lists them by size, style, and coating, but sells only one offering in each category. I personally do not know their strategy for name brand selection, but I’ve found their choices to be of good quality.
As for the catalog itself, good luck getting your hands on a copy unless you are a large volume customer of theirs. They print it in very limited numbers, which lends to a market for old catalogs on auction sites like eBay (where a new in the box current copy can fetch upwards of $100). Older catalogs are collectors items, too, and often sell for several times that amount.
Not to worry, though. All items in their print catalog can be found online with a streamlined layout that is easy to use.
Grainger not only stocks 450,000 items available for mail order but also has over 350 branch locations where you can simply stop in to purchase your goods. They are primarily an MRO industrial supplier, but they also stock and sell general machine shop items like cutting tools, raw materials, abrasives, and measuring tools. Grainger’s extensive customer service sets it apart from other machine tool suppliers.
Say it’s 7:00PM on a Sunday night. You have an order to fill that is due at 9:00AM on Monday morning, and you’ve just fried the motor on your lathe. Grainger will actually open up a branch for you with just a telephone call — nights, weekends, or any time that they’re closed. They may charge a $50 service fee, but few companies offer this service at any price, and when needed, that service can be of tremendous value. During a disaster such as hurricane or tornado, Grainger will also open its doors and keep them open, allowing emergency responders as well as the general public access to generators, heaters, first aid supplies, and other emergency gear.
Grainger offers other miscellaneous services including auto-reorders, inventory management, and a locator service for goods not stocked or sold by themselves. That’s right — they will go to a competitor to find what you need!
That covers four of the larger machine tool suppliers, but of course there are several more out there, both large and small. In the final article in the series, we will look at the ins and outs of doing business with local, private firms where you can purchase metals, plastics and other materials for the machine shop.
Finding employment in the collision repair industry with little experience can be a daunting task for any new automotive technician. Experience is what employers are looking for, and in the end, that’s what pays the bills. So how does an aspiring technician go about finding quality employment that will carry them to the next stage of their career?
Here are a few helpful tips that may help point you in the right direction.
My first job in a collision repair facility was as a painters helper. I was offered a meager starting wage, which in hindsight was okay considering I didn’t have a tool to my name, no industry experience and had never been in the paint department of a body shop before.
I learned a ton at that job. Learning from those around you as an inexperienced employee is important when it comes to how quickly you’ll progress in the trades. Starting your career off as a helper can allow you to gain experience at a respectable pace while acquiring the tools you’ll need to make your paycheck along the way.
Considering opportunities for apprenticeships offered through local auto body shops can be a positive step in the right direction.
While apprenticeships are typically tuned towards a specific area of expertise, they’re also valuable for new technicians seeking to further their on-the-job training. Having the opportunity to learn from a journeyman technician will not only educate you on industry best practices, but also teach you how to organize work in a manner that’s profitable for you and your employer.
Continuing your education in the collision repair industry as well as any other industry is part of being a professional in today’s workforce. Choosing to take advantage of the numerous vocational school opportunities that are available should be considered when thinking of pursuing a career in the trades.
Enrolling in an auto body program can only assist in showing a new technician the ropes of their newly chosen career and teach them the skills they’ll need to be successful once entering the workforce.
Landing a job can be frustrating when starting out in a new profession, but like anything in the trades, using the tools available can makes things much easier. Keeping a positive attitude and staying persistent will make all the difference in locating a job in an auto body repair facility or any trades position.
Exclusive. World-class. Unprecedented. These are the words that describe the Porsche Technology Apprenticeship Program (PTAP), a partnership between Universal Technical Institute (UTI) and Porsche Cars North America (PCNA). PTAP is a graduate training program that provides Porsche’s 188 dealerships in the United States with uniquely qualified entry-level technicians.
UTI, a top-notch technical education institution, has 12 locations in the U.S. It is the only school to offer the PTAP. Since 1965, UTI has been headquartered in Phoenix, AZ, and has graduated over 200,000 students.
Porsche, the iconic sports car manufacturer, has a staff that is known to consistently offer outstanding customer satisfaction. Furthermore, the technicians demonstrate an expertise that only a motivated, expertly-trained technician can deliver. That level of professionalism starts with PTAP.
David Rogers, the national program manager at UTI, said, “UTI launched the PTAP program with Porsche Cars North America in 1999. UTI…has partnered directly with manufacturers of more than 30 top brands to create…sophisticated education programs in the automotive, diesel, motorcycle, marine, and motorsports industries.”
The two training centers are located in Atlanta, GA, and Easton, PA, and offer an array of Porsche-specific courses.
Rogers said, “PTAP is an exclusive 23-week, manufacturer-paid advanced training program that accepts only the best of the best for extensive training.”
A prerequisite is completion of UTI’s Automotive Technology Program that is certified by the National Automotive Technicians Education Foundation. PTAP’s courses include Porsche Heritage and sports car servicing, Cayenne & Panamera V6 and V-8 engines, and Carrera/Boxster/Cayman Pre-DFI engines.
“Students undergo an extensive evaluation and interview process,” said Rogers. The class enrolls only 12 students – “one of the best student-teacher ratios in the industry,” according to UTI representatives. Students use Porsche-specific tools, workshop equipment, and Porsche models built over the previous seven years. Graduates of the program are eligible for employment with authorized Porsche dealers.
In 2015, UTI’s student body totaled 13,200. Almost 97 percent of the students are male and about 80 percent are ages 18-24. Adult learners (career-changers) total 20 percent and veterans account for 10 percent of the students.
Rogers said, “However, Porsche does require that graduates from the program work for a Porsche dealership upon graduation with a minimum one year commitment.”
Daniel Addie, 22, had a 4.0 GPA from UTI. He said, “I chose PTAP because it was the hardest thing to do and I like a challenge.” Currently, he is working at a Porsche dealership and pursuing additional certification. “I love my job,” he said, exemplifying the value of the program both to Porsche and students alike.
The PTAP program began almost 17 years ago and it’s an example of how UTI partners directly with manufacturers to create real-world programs that provide effective training solutions. With this proven record of success, students can feel confident about their decision to learn from two industry leaders.
Carlos DellaMaddalena, the director of external communications at UTI, is acknowledged for his assistance and commitment toward the development of this post.
While the trades industry is most definitely evolving into a more accessible and technology-centered organism, at the same time it is still undeniably rooted in the tactile and “hands-on” approach that has been passed down through generations.
Though there is much to be gained by familiarizing yourself with the online trades world, and seemingly limitless avenues to pursue once you learn to navigate the channels and resources available, you simply cannot overlook the fundamental value of that good old-fashioned hand shake. Because the trades industry is one of constant change with a wide range of participants, projects can be extremely diverse and stretch out over long periods of time.
As we all know, construction is done in stages; this means that, depending on your trade, there are various stages where you can visit a job site in person to make introductions, hand out your company information, and hopefully do some networking, for both that particular project as well as potential future projects.
One of the best things about the construction industry is that projects are often hard to miss, particularly new residential construction and commercial tenant improvements. Are you a flooring installer? Do you see a new home going up with a sign on the perimeter fence identifying the general contractor? Are they only in the framing stages? Go to the site and introduce yourself.
Take a walk through your local shopping center, and you will likely find at least one retail store with a hoarding in front of its doors, and construction going on behind them. Check out the job site and find out who is in charge, and ask questions.
Have they secured a company for your particular trade yet and if so does that group need an extra hand with this or other projects? Is this store a chain that’s renovating multiple locations in succession?
Many of these projects are in constant flux because of budget and design evolution. Clients increase budgets, change their minds, run into problems along the way (oops- we didn’t know we had dry rot behind the sink…now we don’t just need a plumber we need a drywall restoration company), and thus create many opportunities for you to get your business card in the mix.
Don’t underestimate the value of your presence and an in-person handshake. You may not always find immediate work from these impromptu site visits, but you will have broadened your client network and potentially set yourself up for projects in the future.
So, grab a stack of business cards and get out there! Best of luck!
The world of fabrication has changed dramatically since the days of old. Technology and more approachable software systems are part of it, but what’s truly moving things forward is the method of training.
While traditional journeyman programs and on-the-job training are still around, those methods of education have often become what unpaid internships are to the white-collar workplace. Some of the challenges that companies have experienced hiring qualified candidates can also be attributed to this.
Vocational and tech schools have grown and helped to change the landscape, but the growing popularity of community makerspaces are helping as well.
Makerspaces are intended to provide access to expensive or complicated tools and software – like CNC machines or 3D printers – for those who can’t afford or don’t have the space for such equipment. As more of these spaces have popped up, they began to compete with each other, precipitating a need for added value. So, the spaces started to expand to beginners and provide classes and on-site knowhow.
For obvious reasons, this has driven a need for makerspaces to train their employees and/or members in an array of fabrication techniques, often even paying for members to be professionally trained at a tech college (sound familiar?).
This is ushering in a new era of training and journeyman-style education.
This new style of training is also set apart because it almost forces a diversified experience. Makerspaces are full of several different kinds of equipment, which can often be in various states of disarray. Working with fabrication machinery in these sorts of conditions can be incredibly frustrating in a workplace environment (where time is money), but in a makerspace, these circumstances provide a prime learning atmosphere.
While the education provided in a makerspace might (for now) be informal, it is truly a hands-on experience which requires both trades knowledge and refined problem solving skills on various fronts. Education in a makerspace is still a growing trend, but it is most certainly growing fast.
They’re known far and wide by many a nom de plume; the fixer uppers, the jack of all trades, the guy your friend knows when he says, “Dude, no worries, I know a guy.” Those guys are the MacGyver’s of the world, and to that prestigious list, may I add, the company mechanic.
A major road construction company can do millions of dollars in work every year, and have upwards up of thousands of trucks, machinery, and tools that need upkeep. Technicians and mechanics are not inexpensive people on the payroll, therefore the fewer you have to employ, the better it could be for your company’s bottom line. But, finding a captain of the crescent wrench to lead your rowdy crew of road worriors is not a task so quickly accomplished.
The process of becoming a company mechanic is hard enough with the lifetime of knowledge needed to be the go-to guy, let alone trying to find a company looking to hire such an employee. Is it possible to market yourself as the jack of all trades without being pigeonholed as a master of none? Is all that work even worth it? Short answer… absolutely.
In layman’s terms, the title master mechanic usually means, “This guy officially knows his stuff,” or he’s the boss and overseer of all the other mechanics. According to occupationalinfo.org, the dictionary, and three of my neighbors (I’m pretty sure one of them is a scientist… possibly mad), it usually refers to a vehicle mechanic who can work on any aspect of any normal land vehicle; such as cars, buses, trucks, etc…
The company mechanic, though, is someone who needs to be able to work on any land machine, not just vehicles. It’s not unusual for a company mechanic to fix a melted hose on a compressor, then remove and replace a rear axle on a dump truck, then have to remove a tire from its rim to fix a cracked valve, and then reinforce welded supports on an a backhoe bucket, all before lunch. It’s the ability to switch between tasks and wear different hats without losing momentum that really makes a company mechanic a must-have for any organization.
Show Me The Money!
So you’ve labored for years, and like a sponge, soaked up every piece of information you could, about any machine ever made by man – what should you expect in return for such a cornucopia of knowledge? Well… a lot.
The national average for a shop foreman or a garage’s master mechanic ranges from $50,000 – $70,000 a year, according to payscale.com. For the company mechanic, that can be just a starting point. Utility players are some of the most sought-after employees for any company. One person doing the job of two, maybe three, master-level workers sounds too good to be true, and even if you’re not a business owner or know anything about it, you can obviously see the value.
The opportunities are out there, you just need to know how to reach for them; but we’ll cover that in an upcoming blog: “How To Become A Company Mechanic.”
Until then, keep those wrenches turning.
The American Welding Society (AWS) has many different types of certifications for welding professionals. While all AWS certifications carry the organizations endorsement, the Certified Welding Inspector (CWI) certification is arguably their most popular and desired credential. I recently received my CWI certification, and I would like to use my experience in attaining this certification to layout in a simple manner what it takes to become a Certified Welding Inspector. The three main components to becoming an AWS CWI are satisfying the prerequisites, studying for the exam, and passing the exam.
As with most credentials in life, there are several prerequisites that need to be satisfied before you can obtain your CWI. The first worth noting is the required combination of work experience and education. There are several different combinations that meet the demands of the American Welding Society. You must also be able to pass a vision acuity test.
Studying for the Exam
The amount of studying that I recommend for the CWI exam really varies from person to person. Coming from a 4 year formal college education in welding engineering technology, my studying was pretty relaxed. However, if you have a limited knowledge of welding, particularly welding symbols, weld examination, and weld qualification, you may want to put in more effort. For self-study, there are a variety of books that the AWS recommends.
If you aren’t feeling so sure of yourself, the AWS also provides a seminar the week before you take your exam. This covers all parts of the exam and includes all of the study materials you need. This seminar week is quite popular, and I hear it substantially improves the test taker’s chances of passing. Be aware, though, that it comes with a hefty price tag.
The CWI Exam
I have heard of some pretty high fail rates for this exam. I won’t pretend that I know the exact numbers, but I will say that roughly half of the people I took the exam with were there to retake a section. There are three sections, all multiple choice, and you are allowed two hours for each one. They are:
Overall, with breaks, I was at the exam site for just about 10 hours. You do not take the test in any set order. You could, for instance, start with Part C. Once the exam is finished, you walk out without knowing your results. My results were back to me in a little less than two weeks time.
If you receive a 72% or above for each section, congratulations! You passed! If received an average of 72% or above, but received below a 72% on an individual section, you have to retake that section. If you averaged below a 72%, you have to take the exam again.
The AWS provides a variety of testing sites and times to take your CWI exam, so get studying! Good luck!
A recent study from the Washington Post found that as many as 600,000 manufacturing positions may be languishing for lack of qualified applicants. And things may get worse before they get better: Forbes quotes figures from Manpower stating that the majority of skilled laborers in this country are aged 45 and older—and as this sizable population retires, the gap between need and capability will widen even further. As Tulsa Welding School points out, the economy continues to recover and grow, and manufacturing sales have become steadily healthier. With such growth, the manufacturing industry is now focused on finding sufficient numbers of skilled tradespeople to keep up with the rising demand.
While the general lack of skilled labor is hurting manufacturers across the board, some specific manufacturers are particularly starved for certain necessary types of expertise. For example, Louisville Business First noted that GE Appliances is spending more than $1 million to construct its own technical training center simply to cope with the company’s desperate need for machinists and electricians. A lack of skilled welders on the Gulf Coast has severely crippled the oil and gas industry in the midst of the shale boom there, according to Bloomberg; the industry has an urgent need to hire approximately 36,000 new welders by 2016. That’s a lot of available work—and no available workers. In the construction sector, the National Skilled Trades Network reports that a lack of skilled labor is stretching the workforce to the point that on-the-job injuries are on the rise.
ATS cites a national poll in which more than half of all the teenagers surveyed expressed little or no desire to take up any manufacturing trade. These individuals have no exposure to or understanding of the modern manufacturing environment, in which tradespeople use state-of-the-art equipment, computer programming, and the latest in robotic technology every day—opportunities they’d never receive working in a “cubicle farm.” On the other hand, the fact that these jobs require training in such skills means that high-school graduates can’t just leap into them; in fact, many interested parties may have no idea where to pursue such training even if they knew they needed it. This, too, adds to the recruitment gap.