Question #1 - What's most difficult? *

Where does your organization currently find or develop talent?
Select all that apply.

Traditional job postings / job boards

Employee referrals

Staffing agencies

High schools / career-tech programs

Community colleges / technical schools

Colleges / universities

Registered apprenticeship

Informal apprenticeship or structured on-the-job training

Internships or co-ops

Veterans / military transition programs

Workforce development organizations

Developing existing employees for more skilled roles

Question #2 - Which roles or skills concern you most? *

Looking 2–5 years ahead, which roles or skills concern you most?

Select up to 3.

Machine operators

Setup / cold heading / thread rolling expertise

Tooling / toolmaking

Maintenance

Quality / inspection / PPAP knowledge

Engineering / technical roles

Supervisors / frontline leaders

Plant or operations leadership

Sales / customer-facing technical talent

Question #3 - How would you describe your current talent pipeline for those critical roles? *

How would you describe your current talent pipeline for those critical roles?

Select up to 2.

Strong — we have several reliable sources and development paths

Fair — some things work, but the pipeline is inconsistent

Weak — we rely heavily on hiring experienced people when openings occur

Very weak — we frequently struggle to find people at all

I’m not sure

Question #4 - Apprenticeship Experience *

What is your organization’s experience with apprenticeship programs?

Select all that apply.

We currently have a formal/registered apprenticeship program

We have an informal apprenticeship or structured training approach

We have used apprenticeship in the past

We are interested but do not know where to begin

We have explored it, but there were barriers

We do not currently see apprenticeship as a fit

I’m not sure

Question #5 - What most gets in the way of your pipeline? *

What most gets in the way of building a stronger talent pipeline?

Select up to 3.

Not enough candidates

Young people are not aware of fastener/manufacturing careers

Limited HR/training time or staff

Supervisors do not have enough time to train

We do not have a structured training path

Difficulty connecting with schools or community partners

Apprenticeship feels too complicated

We need people faster than we can develop them

Employees leave before the investment pays off

Leadership support / funding

Question #6 - Share your experience

Tell us about one talent-pipeline partnership or approach that has worked—or that you wish worked better.

Examples: a high school relationship, apprenticeship, internship, referral program, internal career path, community college partnership, etc.

Question #7 - What would make this webinar useful? *

What would make this webinar especially useful to you?

Select up to 2.

Understanding apprenticeship options

Hearing examples from other IFI companies

Building relationships with schools and training providers

Attracting younger people to the industry

Developing current employees into skilled roles

Creating clearer career paths

Getting supervisors more involved in developing talent

Identifying simple first steps when we do not have a formal program

Question #8 - Can we use your responses for examples? *

May we use your response as an anonymous example during the webinar?

Yes

No

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Organization *

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