As one of the top manufacturing companies in North Carolina, ZIEHL-ABEGG is leading the way in fans, ventilation systems, and elevator technology.
However, being in a niche industry can make it difficult to find the specialized talent needed to fill open positions. The company was eager to meet this challenge head-on, though. See how ZIEHL-ABEGG gained an operating advantage in recruiting and retaining skilled workers with Guilford Apprenticeship Partners.
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To help build a true talent pipeline, the company began offering youth apprenticeships in 2018, starting with career training in advanced manufacturing. In 2020, the program expanded to include supply chain and logistics, and in 2024, accounting was added to the offerings. “Everybody needs talent, and we were trying to figure out how to build our pipeline … People are aging out, and some of these particular skills aren’t as commonplace educationally right now,” says Layel Burton, apprenticeship coordinator at ZIEHL-ABEGG. Plus, “having someone stay with a company for 25 years doesn’t happen as much as it did in the past.”
Recruiting Before Apprenticeship
Before implementing a youth apprenticeship program, ZIEHL-ABEGG explored other recruiting avenues, including employee referrals, campus recruitment, and their company website.
However, those initiatives didn’t lead to the development of a true talent pipeline. One of the biggest challenges was that many people hadn’t heard of ZIEHL-ABEGG. In addition, there was a lack of connection to attracting and retaining a younger generation of workers, which ZIEHL-ABEGG was striving to recruit.
Joining GAP added validity to the work the company was doing and helped expose potential students to their opportunities.
Why ZIEHL-ABEGG Chose to Implement Apprenticeship
As a German company, apprenticeship has always been part of ZIEHL-ABEGG’s identity, making the partnership with GAP a natural fit. “We needed new pathways into the workforce, and we didn’t have to sell the company on the value of apprenticeship, as one of our Managing Directors started with ZIEHL-ABEGG as an apprentice,” shares Layel.
With apprenticeship, the company understood that hiring students in high school is good for the student’s future and the business’s future. “We wanted people to come in and learn and grow with the company,” Layel mentioned.
Additionally, apprenticeships are cost-effective. Layel notes that the program is a “good way for apprentices to get their foot in the door without some of the financial restraint of having to post a job on Indeed.”
Apprenticeships also help with tenure. “Apprentices are here for 4 years, so when it comes to retention, it’s enough time for them to see if they want to continue here for their career,” says Layel.
While recruiting numbers vary each year, the company has taken on 18 apprentices since starting, with an additional six students beginning in the next class of apprentices. To date, ZIEHL-ABEGG has had seven graduates.
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Benefits of Mentorship in a Youth Apprentice Program
When the decision was made to implement a youth apprenticeship program, the next step was finding current employees willing to step into the role of mentor. Good mentors share their knowledge with their apprentices, but they are also learning from them and gaining fresh perspectives, so there are benefits of mentorship for both mentors and mentees.
“You’re bringing in new talent but also giving some people that sense of purpose they need from being a mentor,” Layel mentions. “Someone on the brink of retiring builds a relationship with the apprentice, and then they want to wait until the apprentice graduates, so they may spend a couple more years employed instead of retiring.”
While some long-time workers may think that being a mentor will decrease their productivity, this isn’t the case. So, it’s up to the company to educate them on the importance of apprenticeship and show them that apprentices are truly invested. ZIEHL-ABEGG did this with a video shown company-wide that highlighted the impact of apprenticeship, the steps to becoming a mentor, and what the process looked like.
The value of the apprenticeship program at ZIEHL-ABEGG is undeniable. As one VP reflected, the success is evident in the people and their stories, showcasing the program’s profound impact on the workforce and the company’s culture.
Results of Implementing an Apprenticeship
“To other companies considering apprenticeship, do not underestimate the potential of these students.”
– Layel Burton
In addition to return on investment, there are other company and interdepartmental benefits. Of ZIEHL-ABEGG, Layel notes, “The idea initially was to fill some trade jobs, add more machinists, welders, etc., but we’ve molded the program to give people the chance to be a part of something bigger and greater than that.”
He goes on to say, “Many companies have an idea of the role they want to fill, but with a little bit more investment in the student, they can figure out what else they can bring outside of that role.” That’s because apprentices are encouraged to rotate through different departments, which allows them to hone in on the areas that interest them most, understand the full scope of what the company is doing, and establish connections with workers across the company. This provides the apprentice with a strong foundation of knowledge and improves interdepartmental communications in the process.
Why ZIEHL-ABEGG Chose to Partner With GAP
As one of the top manufacturing companies in the Triad, ZIEHL-ABEGG partnered with GAP for the advantage of group recruiting, which meant they didn’t need to go at it alone. They also wanted to benefit from GAP’s strong network of companies with proven youth apprenticeship programs. It’s through this network that GAP companies are able to take part in group community nights, collaborate, learn from each other, and come together to discuss similar challenges and solutions. There’s also brand name value within the GAP network: Students may have heard of one GAP company, but not another, so it opens doors to more potential recruits.
“With GAP, we are able to access a network of other companies experiencing the same things. We have the opportunity to collaborate, take ideas from each other, and come together,” Layel concludes.
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