CareerBuilder Liking Results of Its IT Training for Unemployed

也许他们应该选择不同的技术来解决，更可能需要在短期，如 服务台 的工作。

CareerBuilder is wrapping up a six-month program somewhat of a paid internship where it helped train

10 unemployed people in technical skills. None are being hired right now at the job board, but several will be hired elsewhere. That s a sign, CareerBuilder feels, that the program was largely a success and could be duplicated. Let s start from the beginning. About six months ago, CareerBuilder embarked on a very-mini program to do something about the issue of the long-term unemployed (a topic Ron Katz touched on here and in his Meryl Streep post). It chose

10 people, found using both CareerBuilder ads as well as help from government employment offices. About half the workers ended up being from the military. Most had been out of work for a year or more. These folks spent six months at CareerBuilder in Norcross, Georgia, with some of the hours spent at work, and some at local classes, paid for by the company. Rosemary Haefner, vice president of human resources, says CareerBuilder got mainly people without much IT experience, but with some capacity to learn, and an interest in it. Current employees mentored the

10 folks in topics such as database mining, analytics, and business intelligence; Haefner says an area for the likelihood for jobs created was the goal. Anyhow, with the six months having gone by, we have results albeit from a small sample. A couple people didn t make it through the program, one of whom went back to school. This, Haefner says, was partly due to their increased IT interest as the program progressed, something she regards as a success story. ( That s still a win, she says.) Several others have job offers. So, roughly 40-50% placed, Haefner says. None will start work at Careerbuilder, but we look at them as ambassadors to CareerBuilder in the workforce, she says. One thing she says CareerBuilder learned was that it picked areas that worked well for mentoring, and hopefully for future career success, but not for having open positions right now at the company. It s going to debrief about the program for a couple of months and take a fresh look at whether and how it ll do it again, maybe out of Chicago. Next time, she says, perhaps they should choose different technologies to address, ones more likely to be needed in the short run such as help desk sorts of IT work. 管理新知 您可能感兴趣的文章 HR微语—HR对企业薪酬的3大贡献 2013-07-19 AI时代的HR，你谈职业不谈人生我如何信任你 2017-09-15 The Hiring Manager’s Guide to Working With Recruiters 2012-07-20 最近文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？

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