Plumbing Apprenticeships Demystified

A plumbing apprentice has to be aware of a number of factors required to be a good plumber.

    Plumbing is a physically challenging job. The apprentice will not be able to sit at a desk all day; the job requires a lot of physical energy in order to successfully complete the given task.
    The apprentice will be required to work in all sorts of environments including at construction sites or at heights in all sorts of weather.

The plumbing apprentice should therefore be ready to handle any challenge that the job holds in store for him or her.

A plumbing apprentice has to realize that plumbing services are required at domestic installations as well as in the construction industry. A qualified plumber is also involved in the laying of underground drainage pipes and in the installation of sanitation systems. Plumbers also have to get actively involved in the promotion of environmentally friendly technologies such as solar heating and rain water harvesting.

A plumbing apprentice learns many things, the first of which is how to install and maintain plumbing systems and their components. They are taught how to repair and test various plumbing fixtures and appliances. The apprentice is also required to enroll in a course on basic plumbing which will ensure that the apprentice is well versed with the fundamental elements of the plumbing trade including hot and cold water systems, safety, central heating and sanitation.

A plumbing apprenticeship imparts an education on all aspects of plumbing services including the skills needed, the expectations and the daily tasks involved as a plumber. The apprentice receives a combination of structured instruction and on-the-job training working with a licensed plumber. Contractors employ plumbing apprentices for a specified term under the supervision of an experienced plumber. The apprentice usually receives wages for work. Some contractors allow the apprentices other benefits too.

Candidates aspiring to begin a plumbing apprenticeship must be at least 18 years of age. He or she should have completed high school or have an equivalent diploma. Successful completion of an aptitude test may be required before apprenticeship selection. The plumbing apprenticeship involves four or five years of study which include more than 100 hours of classroom instruction and hands-on plumbing work.

As a plumbing apprentice advances and gets more experience, he or she will be required to learn more complicated skills such as working with gas.

After completing a plumbing apprenticeship, a newly certified plumber can choose to offer his services to domestic clients or seek employment with construction companies or home renovators. Alternatively, he or she can choose to enhance their skills further by specializing as steam fitters, pipe fitters, pipe layers or sprinkler fitters.

A Winning Interview Process

As a Hiring Authority, is your interview process designed to attract and retain the best candidate?

Quick Assessment:
- Are my questions accurately uncovering a full 360° view of my candidate?

- Am I building momentum with my best candidate by ensuring no more than 2 days between interviews?

- Am I conveying how my open position and career-track are in line with my candidate's career trajectory?

- Do I know my candidate's greatest skills and abilities that will yield the greatest impact to my organization?

- Am I identifying from my candidate's references the specific tasks and projects that I should delegate to my candidate to create the greatest impact for me?

- Does my offer reflect the value my candidate brings to my organization, or is it the very bottom number I think my candidate will accept?

- Am I integrating my new employee with all the key personnel they will be interacting with to help ensure positive and effective transition and communication?

The right Interview process and questions will help uncover the right candidate for you. It's no different than the Prom... you used the right strategy and tactics to ensure you secured the best date possible.

When it comes to Interview questions, I came across these (source unknown) as brilliant questions that uncovers a 360° view of your candidate.

1. HOW DOES YOUR BACKGROUND MAKE YOU A GOOD CANDIDATE FOR THIS POSITION?
Shows fit and preparation by candidate.

2. TELL ME THE TOP THREE THINGS THAT MOTIVATE YOU, AS AN EMPLOYEE, TO DO A GOOD JOB?
Work environment, responsibilities, being informed and motivations.

3. WHAT THINGS DO YOU LOOK FOR IN AN EMPLOYER (MANAGER)?
No wrong answers, only red flags.

4. WHAT SHORTCOMINGS WOULD YOU NEED TO IMPROVE UPON TO BE SUCCESSFUL IN THIS POSITION?
No wrong answers, but no "pat" answers either.

5. WHY DID YOU LEAVE YOUR LAST POSITION?/WHY ARE YOU LEAVING YOUR CURRENT POSITION?
Look for red flags, inconsistencies. No "sour grapes." Promotion opportunity, relocation for family.

6. WHAT ARE YOUR LONG TERM GOALS AND HOW DO YOU PLAN ON ACHIEVING SUCH GOALS?
Look for things that fit our company goals, long term employee.

7. TELL ME ABOUT YOUR PAST SUCCESSES/ACCOMPLISHMENTS. WHAT ARE THEY? WHAT WAS YOUR ROLE?
Look for tangible experience that can benefit our company (i.e. quality improvement, cost reduction).

8. WHAT IS YOUR MANAGEMENT STYLE? TELL ME ABOUT YOUR PERSONALITY, FAVORITE LEISURE ACTIVITIES.
Autocratic vs. Democratic, fit with others on team, hard worker, sound mind and body, proper balance.

9. WHY DO YOU WANT TO WORK FOR OUR COMPANY?
Shows knowledge, to see if they know what they want, and preparation for interview.

10. WHAT CAN (COULD) YOUR EMPLOYER DO (HAVE DONE) DIFFERENTLY TO KEEP YOU?
Level of commitment to make a change, look for red flags.

11. HOW WOULD YOU CHANGE (HAVE CHANGED) YOUR WORK SITUATION AT YOUR PRESENT (LAST) EMPLOYER?
Shows creativity, innovation. Identifies what's important in their work environment.

12. HOW DID YOU GO ABOUT SOLVING PROBLEMS AT WORK? SPECIFICALLY, WHAT KIND OF SUPPORT DID YOU ASK FOR AND WHAT KIND OF HELP DID YOU GET?
Shows initiative, delegation of responsibilities, abilities to troubleshoot or work under pressure.

13. WHO DO YOU WORK WELL WITH AND WHY?
Team player, personality traits, ego.

14. IF I WERE TO CALL YOUR PRESENT (LAST) EMPLOYER, WHAT WOULD THEY SAY ABOUT YOU AND WHY?
Consistency with reference checks, confidence in abilities.

Pre-Employment Testing: Best Way to Assess the Quality of Your Potential Candidate

Every employer has this inner desire to have the best work force in the industry. It is so because an up to mark labour force transcends to a better performance of the company. This necessitates every employer to do everything possible in order to recruit the best employees among the many applicants. In every pool of applicants for any advertised job by any company, many potentials employees have similar qualifications and in skills and it become hard for the employer to sieve for the best. Thanks to pre-employment testing program, this has softened and lifted all this hassle from the employer. The employer can execute the programs available through online or physical means.

Pre-employment testing program is a comprehensive tests performed on potential candidates to assess their quality and whether they meet the job requirements. This program has become very prominent in recruiting agents due to its high screening ability. However, due diligence is imperative in executing the program, for better results. The user should base the ultimate choice of the best employee only on merit and not either ethnicity, racial, religious or regional basis. The tests performed encompasses all the individuals dimensions and may include personality tests, medical examinations, background and credit checks, cognitive tests, talent assessment tests, drug tests and physical exams among others.

Drug tests

These are tests performed on the potential employee to check whether the candidate is in drugs, which can harm his or her health, or affect his or her performance. The test includes alcohol testing, urine test, saliva drug and sweat drug screen tests.

Cognitive tests

Cognitive tests measure the level of reasoning accuracy and speed arithmetic skills, candidates reasoning and memory capacity. This will ensure that the employer settles on the right candidates with high cognitive quality, which means that the candidate can perform well in the organisation.

Personality tests

Personality tests assess the conduct of a candidate given certain circumstances and his or her behavioral aspects in different situations. In addition, it assesses a person's disposition or degree of certain traits. This gives the employer an idea about the best management or leadership style to use for different employees.

Medical examinations and background tests

Medical examination gives an overview of the candidate's health. It includes blood screening for various diseases and the metabolic functionality. This enable the employer in planning the medical schemes and in assessing the candidate's likely performance once placed. On the other hand, the background test gives the historical background of the candidate. It may include criminal record checks and conviction account.

Credit checks

It's a check performed to establish the candidates present financial position and his or her past financial record. It shows how well or badly the candidate can manage his finances and hence the company's finances.

Talent assessment tests

Also known as career tests, helps the employer to show how suitable a certain candidate is for certain job in offer. This helps to match the candidate with the jobs description and predict the candidate's retainability and performance.

kills Upgrade: How to Stay Employable

I will let you in on a little secret.

Like many bloggers, when I go to compose a new article that I intend to syndicate and share across the web in article directories, on forums, and through various social media outlets, I start first with a Google Keyword search. I want to know what job-seekers are after on the web.

My intentions in writing this article are to talk about ways to boost your employable skills and marketability to potential employers even before you need to find a job. In other words, a "skills upgrade." But here is the scary part.

According to Google Keywords, there are just over 22,000 global monthly Google searches for the phrase "employable skills." That is compared to 1,500,000 global monthly Google searches for the phrase "find a job." To put that into perspective with two examples, the unemployment rate in the United States is just over 8%. In Canada, it is just over 7%. That means that in both markets, there is an employment rate greater than 90%. Yet people looking for a job outnumber those looking to stay employable by roughly 68:1.

I know these numbers are approximate at best, but they serve to illustrate a scary reality - most people who have a job do not stop to think about staying employable. And why should they? It is human nature to be lulled into a false sense of security while we are working. That is why so many people live pay check to pay check, never stopping to consider what would happen if they were to suddenly lose their job. According to the last statistic I heard, less than 5% of Canadians (I live in Canada) will save any money whatsoever this year. That is an alarming statistic.

We all know of a middle-aged person who has suddenly lost his or her job, found him or herself unemployable in their particular industry, and forced to restart a career from the ground up. I watched this happen to my father as I was growing up. After working in the same position for more than 20 years, he suddenly found himself out of work one day and needing to restart his career well into his forties. Needless to say, it wasn't easy. As the expression goes, an ounce of prevention is worth a pound of cure.

Regardless of how confident you may be in your current position, I am going to outline three important and simple ideas to help you remain marketable.

    Keep your skills up-to-date.

I personally know a woman who was laid off from her position in graphic design. Although she was devastated, it did not come as a big surprise to me. She completed her education in graphic design in the 1970′s, and I think it goes without saying that a lot has changed in that industry over the past 40 years. Perhaps the more obvious concern was despite a nice salary and decades to do it, she did not engage in any external upgrading or re-certification aside from what her employer was prepared to pay for.

One thing I would like to make clear, as I have in other posts, is that an employer gives you a job - but is it up to you to build a career. Do not wait for your employer to pay for you to get more technical training behind you, or to advance your skills. Take an evening course at a community college. Take a course through correspondence. Learn a new skill through an apprenticeship, a mentor program, etc. Volunteer to do an internship part-time elsewhere to acquire new skills. Heck, even read a book on your own. It is better than nothing! Constantly keep learning. The last thing you want to do is find yourself out of work one day with your most recent set of skills acquired decades ago. If this happens, despite your vast levels of experience, you will find yourself competing with new graduates for entry level positions.

    Constantly keep up-to-date on the job market.

Do you have your resume up-to-date? I should hope so. Be prepared.

Even if you are content in your current position and you have no intention of leaving, always be aware of what jobs are in high demand and who is hiring. Check out classifieds, both print and online services like Craigslist. When a friend tells you about what he or she is doing for work, ask if their company is hiring. Attend local career fairs. See what programs are filling up at colleges and universities in your area.

Two of the easiest ways to stay job-market-ready are by creating profiles on LinkedIn and Monster. Keeping a copy of your resume online and publicly searchable is an easy way to acquire contacts and learn who is after the skills that you have. There is nothing wrong with doing this. Some people seem to feel that if their current employer found out, it could somehow compromise their well-being in their current position. Not at all. It is in fact quite the opposite. It indicates to your current employer that you are in fact marketable, have options, and that you are a commodity to them.

I am not trying to encourage you to job hop, but I do not think it is in poor taste to attend an interview or two while currently employed. Always keep your options open. Plus, imagine the confidence you would have going into an interview for a job you really don't need! This leads to my third point.

    Networking.

Have you ever heard that it's not what you know but who you know?

This isn't true in all cases, but it certainly can be with job-hunting. I have been hired by more companies because someone I knew was aware of my skills than by submitting a resume. After all, why would a hiring manager sift through 1000 resumes when they could just pick up the phone and call you in for an interview?

There are a variety of ways to make contacts in your particular industry. It can be as simple as going out for drinks with friends who work with a competitor, attending a local Chamber of Commerce meeting to mingle, or making connections through online forums or job sites pertaining to your industry.

Another great place to start is by staying in constant communication with references from your past jobs or other endeavors. Having been a reference for others numerous times, I can't tell you how often I would hear from a past employee asking for a reference and at no other time. This doesn't foster a very personal relationship. Pick up the phone and call your references at least once every three months. Ask them how they are doing, how business is going, what new information they have heard in your industry, who is hiring, etc. These former employers can be a vast wealth of information for you.

The more important thing to take away from this article can be summed up with a quote from Jim Collins who says, "Good is the enemy of great." It is not good enough to simply be employed right now. You need to be ready for anything. Maybe it is time you ask yourself if you are due for a skills upgrade.

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Brent Jones lives in Toronto, Canada and spent the majority of his professional career in recruiting and sales. He currently offers job-seekers advice through his blog.

Three Reasons Why Professionalism Is Campaigned By Employment Agencies

he increasing preference for what you know and what you can do, over whom you know, created a renewed sphere of trust among applicants all over the globe. Employment agencies' campaign of strengthening professionalism and craftsmanship generated positive waves of response from the external stakeholders.

Way back in the old days, people get jobs and are elevated into higher positions because of the people they know inside the organization. In government offices, although a prohibition on office nepotism has been made into law, there were way too many incidences of political accommodations committed by those put in positions. As a result, those who were not accommodated or hired, but have the skills and were qualified for the positions, lost their trust and confidence in the impartiality of the screening and selection process. Until recently, employment agencies, along with idealistic employers and vigilant stakeholders, acted to renew the working populations' trust and confidence in the employment process and in the merit system, both in the private and civil services. These individuals and entities believed that merits should still be the sole basis of employment and promotion. This is actually the first step towards a larger goal of improving the quality of human resource of any organization. Below are top three reasons for this active campaign.

1. Profitability of an organization can only be maximized if the right people are put into positions.

Employment agencies work hand in hand with employers to increase the latter's business profitability. They acknowledge the crucial fact that a particular sales target or a particular revenue can only be achieved if the people working within the team are equipped with the right skills and craftsmanship to get the job done right and excellently. When you hire base on political accommodations and in debt of gratitude, you are not doing your organization a favor. You are actually sabotaging its success by putting in unqualified people.

2. Empowered people help create synergy within the organization.

Once an employer practices professionalism in dealing with its human resource, the natural tendency is for its human resource to look at him with high regard and with utmost respect. That respect will soon translate into trust, the kind of trust which moves people to be honest and proactive with their efforts in contributing to the goal of the entire organization.

3. Professionalism is contagious.

A single positive act can move others to do the same. If the employer and the employment agencies are practicing professionalism in their dealings with their employees and their applicants, it is consequential that the latter group will emulate. Soon, everybody will be spreading goodwill all over the place.

More Women the Answer to Industry Skills Shortage

It's no secret the Australian resources industry is suffering a severe shortage of skilled workers. Staff turnover rates for some roles in mining, energy and oil and gas jobs are among the highest in the country. While employers compete with Canada, South Africa and the USA for professional and skilled workers, one segment of the current workforce is underutilized.

Women represent 45% of the total Australian workforce, but female participation in the resources industry is 16%. According to AWRA, the Australian Women in Resources Alliance, that needs to change. Research has proven companies with women directors perform better than companies without any women on their boards. From a national perspective, closing the female-male gap would increase the Australian GDP by 11%.

Attracting more women

All sectors of the resources industry have evolved from the days of grimy male-dominated roles. Advances in technology mean brute strength is no longer a prerequisite for holding down a job in mining. The jobs in highest demand and hardest to fill - engineers, geologists, and metallurgists - are perfectly suited to women. But with more women currently graduate from university than men, why aren't they heading towards high-paying jobs with oil companies or planning careers in the mining industry?

Unfortunately, there's no single answer. Perceptions of both men and women need to change concerning the viability of a long-term career path. While many women enter the industry out of school, having a family can have a significant impact on a person's ability and desire to work a demanding job. Add a fly-in, fly-out (FIFO) roster to the mix, and many women believe it's too hard to balance career and personal life for a resources job.

Industry support

Australia enjoys one of the healthiest economies in the world owed, in part, to the massive contribution from the resources industry. Unemployment is at an all-time low. Industry leaders believe attracting more women is a key strategy for solving the skills shortage.

AWRA's goal to increase the number of of women in the resources, allied services and construction sectors provides employers with two major competitive advantages - a larger pool of talent to draw upon and strength through workforce diversity. AMMA is spearheading the AWRA initiative but it's a true collaboration of key stakeholders including industry associations, academia, training, government and industry employers.

It's not an easy task to affect cultural change but perceptions are shifting. Salaries for Australian engineers are the highest in the world. A female engineer can easily support a family on a single income allowing her partner to take on childcare duties. Industry is focusing on family-oriented solutions to help women remain in the workforce.

Executive Search Firms on Employee Morale

Companies spend large, myriad sums in the hiring of new employees every year. The tally for these expenses will range across everything from the small investments that can be required in the executive search and candidate sourcing stage of the process, to the long hours spent pouring over resumes, screening potential candidates, interviewing, and finally training once an individual has been selected an brought on board. However, as good as it can be to bring new blood into the organization sometimes, more often than not employers are forced to conduct their hiring practices because an individual has left them for one reason or another. Given just a little bit of help though, companies can begin working to drastically cut their employee turnaround by applying a few simple techniques to help drive employee morale by keeping them involved in the company and making them feel inspired to strive for success.

Here, executive search firms have outlined three simple strategies for doing just that, with the ultimate goal being that by boosting morale companies can improve employee retention.

First, companies will need to work on building and sharing their own story. Most employers have little idea how much it can mean to their employees that they understand what it is that they are a part of and how they are helping to move that story forward. This has long been a strategy used by various organizations and movements to enhance the morale of their followers and members, to make them feel like they are becoming part of the story and have the desire to do their best to keep that story growing. However, now is the time for companies to begin adopting this technique as well? This can be done simply enough by weaving the company's story into their corporate culture and by feeding the story to new hires early on. Make that every employee knows the background of the company so they know who it is they are working for and why they want to help their company meet with success. Through this, you can improve executive search firms employee morale

Second, employers need to begin outlining their goals and defining their company's mission and this begins by asking what problem is it that the company needs to solve and how other might have addressed the same matters before. In order to really feel that their work is accomplishing something and that it serves a purpose in moving the company forward, first they need to be able to understand what it is the company is headed for. Understand, this is not a profits goal; say, we want to reach $X by this time next year. No, in order to motivate employees a company's goal needs to be something a bit larger and meaningful.

Finally, while we are all familiar with entrepreneurs, far too few have heard and understand the meaning of the term entrepreneur. Entrepreneurs are those special few whose vision and works can help to begin changing a company from the inside, pushing for progress and driving the company forward. Such individuals can be few and far between so it is the duty of the employer to ensure that their company's environment is conducive to allowing these employees to flourish and do what they do best in order to help uplift the whole organization through their enthusiasm and dedication.