A survey by TAMA shows a lack of targeted ‘buy-in’ by the higher education sector: universities graduate students in many branches of engineering but these students lack hands-on experience.
And polytechnics graduate diesel engine specialists, not realising that the agricultural sector needs people in electronics, hydraulics, autonomous control and GPS, as well as basic engineering.
In contrast, key industry distributors in the UK have allied with agricultural colleges to offer engineering courses and give students opportunity to work in industry dealerships and distributorships during their studies. This gives students experience at ‘ground level’ and they earn money, helping them pay for tuition and repay debt.
Many agricultural manufacturers and distributors in New Zealand have gone their own route in attracting young people to their companies.
Jason Tidmarsh, managing director of Pearson Engineering, Matamata, aims to start at least one apprentice every year and gets in early with local schools and their careers advisors.
He looks for year-13 students who achieve excellence or merit, and starts them as after-school workers doing ‘chores’. If they show aptitude they will start in the new year on an apprenticeship.
After a 90-day trial they get a job offer of an apprenticeship leading to certification over 3.5 - 4 years, with structured modules overseen by training organisation Competenz and off-site block courses at polytechs in Hamilton or Tauranga.
After sign-off by the training organisation, Pearson’s supervisor confirms the apprentices’ abilities meet the required standard.
“It works for us, as over the last five years we have worked with five young people, two of whom have qualified to become drawing office and machine shop supervisors, and the others are tracking well,” Tidmarsh told Rural News.
He also encourages the youngsters to get involved in local sport, particularly rugby, where the team ethic and ability to take orders is a great fit in the work environment.
CB Norwood human resources manager Paula McKenzie explained what powers their recruitment drives.
“When we have a vacancy for an apprentice, we don’t usually have a problem finding a suitable candidate,” she said. “While we look for a person who is technically inclined, what we really want is passion, motivation and the right attitude – all attitudes that can’t be taught.”
McKenzie says the company has 85 qualified technicians and 29 apprentices in its 18 retail locations -- a ratio of about 3:1. This ratio maintains enough qualified personnel to appropriately support and mentor trainees.
CB Norwood businesses work with MITO NZ to ensure that apprenticeships match the practicalities in the workplace.
The company has a project that looks at how best to attract apprentices -- perhaps online platforms, social media, career expos, virtual reality and gaming consoles and its own company website. More importantly, it looks at how to retain the qualified technicians who are in high demand by the sector.
McKenzie says the keys are to make the company a great place to work, to invest in ongoing training, technology and best practice, and to promote the company’s values -- ‘Be Bold and Encouraging, Work Together and Make It Happen’.
