Erica was excited to finally be finished her Industrial Mechanic Millwright certification after several years of training and apprenticeship. No one in her family or friends had ever gone into the skilled trades. She was the only woman in her apprenticeship program and was always surrounded by men in the classroom and during her work terms. She had recently gotten married and was looking forward to starting her career. As Erica looked for employment through online job boards, she did not find as many open positions as she had hoped. One day, she was chatting her one of her former classmates, Matt, who certified at the same time as her. She was surprised to hear that he had already secured employment. Matt told Erica that he got his job through his supervisor in his last work term, who told him about a friend that was retiring and therefore looking for a new journeyperson to replace him. Hearing this news, Erica immediately felt a pang of insecurity. She seemed to have a good relationship with her mentor and supervisor throughout her apprenticeship, she had top marks in all her coursework, and everyone she worked with was kind to her. But she wasn't offered a position after completion or informed of any job openings. She thought back to her time as an apprentice and recalled that while the men working with her were always polite, she wasn't invited to go out for drinks after work. Her supervisor and others in the shop often complemented her on her work ethic for staying late to finish the work but made comments such as: "I can't believe you are still here! You should get home to your husband."

Erica's confidence took a dive, and she wondered if she was cut out to work in this industry, but shortly thereafter she noticed a job opening in an industrial machinery manufacturing company. The job requirements fit her qualifications perfectly, and Erica was thrilled when she was called for an interview. At the interview, Erica was required to take a number of tests including an automated 'aptitude' assessment. The interviewer explained that in addition to technical skills, they were looking for a person with the right 'soft skills' and using a high-tech algorithm to help with this evaluation. When Erica inquired about the details of the algorithm that they will be using, the interviewer was unable to provide any answers and said it was based on a complex formula that rates skills.

A few weeks after the interview, Erica got a call from the company. They said that Erica was not seen to a be a good fit for the position she applied for. However, they offered her a different position as a sales coordinator. Erica was dismayed and immediately declined the position.

Questions:

1. Discuss the factors that led to Erica being without a job at the end of her certification? Comment on the treatment she received during her apprenticeship using the terms and concepts we have learned in this course.
2. Why would Erica feel that she was "not cut out for this industry"? Use terms and concepts from this course to explain her reaction to her conversation with Matt.
3. Discuss the use of an 'aptitude' assessment and algorithm for measuring soft skills. Is this a good idea? Why/why not? Why do you think that the employer may have offered Erica a sales role instead of the millwright position she applied for?

Answer rating: 100% (QA)

Factors leading to Erica being without a job at the end of her certification Lack of networking Erica mentioned that she didnt have any connections in the industry which meant she didnt have any leads ... View the full answer