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Workforce Development Photo courtesy of LS Mold. start with young people���particularly those with a good attitude and an interest in learning. He looks to trade associations like the AMBA and the Tooling and Manufacturing Association (TMA) as well as Austin Polytech Academy to find young employees. ���We have hosted summer camps, offered internships, hosted numerous local high school tours, career nights, and the like,��� he states. ���All give us opportunities to meet young prospects, parents and educators. The last two (parents and educators) are critical, as we have to sell them on the benefit of a career in manufacturing.�� ���We develop them as apprentices, and then move them throughout the various departments to give them as broad a background as possible,��� Ziegenhorn continues. ���They receive ���hands-on��� training by working with our more experienced leadmen moldmakers and machining specialists, and also attend related theory courses at night through the TMA.��� While Ziegenhorn acknowledges the company is ���not breaking new ground,��� he notes these are ���tried and true��� methods for grooming future talent. ���For some reason, our industry has dropped the ball on training���which is an absolutely sure-fire way to ensure a shortage of future talent,��� he states. ���Our success to date has been much higher with hiring someone with less experience, but a hunger for learning.��� Brandon McConnell, who joined Matrix Tooling last September is an example of a ���hungry��� apprentice. Steve Groth, one of Matrix Tooling���s Lead Moldmakers, notes that Matrix looks for its apprentices to be self-motivated and hard working. ���They should be able to learn from their mistakes and want to improve their skills with every new task they perform,��� he states. Matt Radley, Matrix���s EDM Supervisor who also is involved in training its apprentices, adds, ���Important qualities in an apprentice include great math, technology, and communication skills, an open mind with a great work ethic, problem-solving ability and a strong willingness to learn.��� Matrix Shop Manager Mike Martin also weighs in. ���To be successful, new hires need to exhibit a strong work ethic and have��the desire to learn,��� he comments. ���An inexperienced apprentice with��a motivated attitude is more likely to succeed than an apprentice that comes in with basic machining skills��but is less motivated. When hiring apprentices, we look for enthusiasm, good problem-solving skills and common sense.��� Brad Rusthoven, Personnel Manager for Franchino Mold (Lansing, MI) has been instrumental in reviving the company���s fouryear apprenticeship program that lapsed in the late 90s due to lack of interest. �����We are hiring inexperienced people and training them through our mentoring and apprenticeship programs,��� he says. ���We currently have two apprentices attending Lansing Community College and nine mentor/ mentee relationships.��� Franchino Mold also reimburses employees their tuition money once they have been with the company for a year and successfully completed the courses. Rusthoven adds that Franchino Mold also has employees do online training at Expert LS Mold���s Carlin Kiel came out of retirement to drive the company truck part-time. Technical Training (expert-technical.com). 46 MoldMaking Technology March 2013