The has been times (previously for most US companies, currently for companies in certain countries) when the work agreement was somewhat akin to a marriage contract, you met someone or a company two or three times, and then you were joined together for the full length of a career; through sickness and through health. Today, with companies changing as fast as they do, with technologies changing as fast as they do, and with employees' lives changing as fast as they do, relying on that sort of pre-arranged relationship seems particularly dangerous for both sides. I think in all cases, though particularly ones like this where things just are not 100% sure, thinking about a new sort of employee/employer relationship that can be useful for both sides is important. Whether that looks like an internship or apprenticeship, or what have you, I think we could all benefit from a less constrained set of requirements when joining into these relationships. Be honest with the candidate or the company for those of you reading this in the reverse situation about what you can offer and what you hope to get in return. If you know the job and the skills needed, jump in 100%, but if it's a job you want to grow into and the company is willing to support that, work to outline that relationship from the start. Agree to x number of months as intern or contract or part-time, and then reassess based on a mutually beneficial rubric. Are you perfectly positioned for the position, but can only commit a couple of days a week to the job, outline that and mark the amount of work still expected so that both sides can be in agreement at the benefits of the relationship entered into. I'd say look for a relationship with this candidate that both works for you and speak honestly to them about it so that they can decide if that relationship makes sense for them and then codify that as soon as possible so that they don't get away!
While engineering skills are spreading like wildfire across the workforce, they are still in relatively low supply in comparison to their demand and that means there is even more room to work out special arrangements to ensure that employees can find positions and projects can be staffed. Honesty is needed to ensure these new relationships work out for both sides, but in the process, you may just find that there is more than one way to ensure your team in growing the way you'd hope.
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The has been times (previously for most US companies, currently for companies in certain countries) when the work agreement was somewhat akin to a marriage contract, you met someone or a company two or three times, and then you were joined together for the full length of a career; through sickness and through health. Today, with companies changing as fast as they do, with technologies changing as fast as they do, and with employees' lives changing as fast as they do, relying on that sort of pre-arranged relationship seems particularly dangerous for both sides. I think in all cases, though particularly ones like this where things just are not 100% sure, thinking about a new sort of employee/employer relationship that can be useful for both sides is important. Whether that looks like an internship or apprenticeship, or what have you, I think we could all benefit from a less constrained set of requirements when joining into these relationships. Be honest with the candidate or the company for those of you reading this in the reverse situation about what you can offer and what you hope to get in return. If you know the job and the skills needed, jump in 100%, but if it's a job you want to grow into and the company is willing to support that, work to outline that relationship from the start. Agree to x number of months as intern or contract or part-time, and then reassess based on a mutually beneficial rubric. Are you perfectly positioned for the position, but can only commit a couple of days a week to the job, outline that and mark the amount of work still expected so that both sides can be in agreement at the benefits of the relationship entered into. I'd say look for a relationship with this candidate that both works for you and speak honestly to them about it so that they can decide if that relationship makes sense for them and then codify that as soon as possible so that they don't get away!
While engineering skills are spreading like wildfire across the workforce, they are still in relatively low supply in comparison to their demand and that means there is even more room to work out special arrangements to ensure that employees can find positions and projects can be staffed. Honesty is needed to ensure these new relationships work out for both sides, but in the process, you may just find that there is more than one way to ensure your team in growing the way you'd hope.