Lifelong Learning Begins Now

Over the last several months, the one question I have heard over and over is “where can I find job seekers to add to my team?”. Leaders from all industries pose the same query, as multiple factors are impacting the talent pipelines and putting a painful squeeze on production and service delivery throughout Central Ohio.

As we have previously shared in this newsletter, the Columbus Chamber Foundation is encouraging our members, and the greater business community, to reach out to underrepresented and underutilized talent pools to better meet current workforce needs. We champion and connect businesses to four talent pipelines:

• Refugees and immigrants in Central Ohio
• Adults with varying abilities
• Restored citizens
• Emerging talent, including currently enrolled high school students

Let’s take a closer look at how to connect to job seekers in emerging talent including our local high schools and what preparations your business should consider as you onboard students to your company.

Let’s Do the Math

The Educational Service Center of Central Ohio, a valued workforce partner of the Columbus Chamber Foundation, includes 30 districts in 8 counties representing over 225,000 k-12 students. Columbus City Schools alone serves over 55,000 learners. Career and Technical Schools like Eastland-Fairfield Career and Technical Schools, Delaware Area Career Center, Tolles Career and Technical Center, and South-Western Career Academy are geographically located to provide hands-on skills and education for most of Central Ohio’s communities.

The traditional career center model focused on bringing juniors and seniors from home districts to a facility where they would focus on both academic and technical achievements in their chosen fields of study. Legacy programs like Automotive, Cosmetology, and Welding continue alongside emerging coursework in Aviation, Bioscience, and Mechatronics. Additionally, many career centers have developed senior only options in disciplines like Firefighting, giving those who are not able to patriciate in a 2-year program an educational option.

The Learning Curve

There are several steps in determining if hiring from those still in high schools is a good workforce development strategy for your organization. Ohio Revised Code protects employers that hire 16 and 17-year-olds who are enrolled in an approved career and technical education program. This protection can help ease concerns about bringing minors into your workplace.

The career technical school student employee also comes to work with the added safety net and support of their lab instructor, who acts as a partner to the business to establish work schedules and guidance on competency levels. For example, a junior in Automotive may have mastered oil changes and tire rotations, but is a novice with engine repair. Knowing what level the student can perform necessary tasks creates better planning and sets appropriate expectations for all.

What about hiring high schoolers who are not enrolled in career technical training, and are seeking work? What are the advantages of bringing young people to your business?

• Eagerness to learn: High school students who have not yet identified a career path are often interested in learning and experiencing a variety of work. Compared to students who have chosen a major, these individuals are open and curious!
• Technical capabilities: Members of Gen Z (those born between 1997 and 2012) have grown up with social media and the internet. Many have successfully adapted over the last 18 months to online educational delivery. They possess the abilities to help your organization grow and thrive!
• Developing Managers: Build your incumbent workforce, including your college interns, by allowing them to oversee the work of your high school-aged employees. As with all mentoring initiatives ensure that the roles are clearly defined and activities agreed upon and supported by leadership.

Lesson Planning

Any new process or change to our workplace needs to be well planned, with time for preparation and guidance for your current work team. Bringing on high school students as employees can bring an incredible boost to your business and also present new challenges that need to be considered.

• Transportation is often a challenge for many in the workforce. Remember that not all high schoolers have access to a car and may not have a driver’s license. Consider providing bus passes or ride-sharing solutions. If work can be accomplished from a remote setting, ensure the student has the equipment and connectivity required.
• Soft Skills are the communication and coping behaviors we develop as we mature and gain experiences that help us learn and grow. Teenagers often lack those skills that adults have acquired through years of lived experience. Set clear and attainable expectations with your employee and model those behaviors like showing up on time, communicating professionally, and dressing appropriately for the job.
• Identify internal supporters by letting your work team know that you are placing value on hiring a high school student and you hope that they join in your enthusiasm. Hold a team meeting and clearly identify roles, goals, and expectations. Keep everyone in the loop by sharing start dates, schedules, skill sets, and capabilities of the new hire, and give time for questions and comments!