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Elle Meredith

With a surge of over 1.3 million technology sector jobs by 2020, companies will continue to struggle filling these roles because of a widening skills gap. Technology companies survive by their ability to hire and retain fantastic employees. With software engineers that means delivering an environment that offers autonomy, opportunities for learning, and values craft. Technology companies employ people who can learn, who love it, and those inspired to keep doing it. But, how do you foster that in emerging developers? Such that they have sufficient foundational knowledge to build a meaningful career, and that they are provided the tools to continue to bridge knowledge gaps in our changing industry.

Elle has been writing Ruby for over a decade. Currently at Blackmill, previously Development Director at thoughtbot New York. Elle believes in writing clean code, driven by automatic tests, with agile practices, an even work/life balance, and a respectful and inclusive team culture. Recently, she developed and ran an apprenticeship program for Qantas Hotels. When not immersed in the Ruby community, she is probably immersed in water, or lately in flour

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#ruby #rubyconf #rubyconfau #rubyconf_au #rails #programming

Fri Feb 21 14:50:00 2020 at Plenary Room

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In this talk, Elle Meredith addresses the importance of starting an apprenticeship program within technology companies to bridge the skills gap and foster diversity among engineering teams. She emphasizes that as the demand for senior developers increases, traditional hiring practices aren't enough to meet the growing need for new talent. Instead, apprenticeship programs can provide pathways for junior developers to gain valuable skills while contributing to the organization. Elle draws from her experience running a successful six-month apprenticeship program for Qantas Hotels, explaining its structure and benefits.

Key points discussed include:
- **Apprenticeship Definition:** An apprenticeship is a structured training relationship between a mentor and an apprentice, providing an environment for hands-on learning and skill development.
- **Difference from Internships:** Apprenticeships are typically longer engagements that offer on-the-job training, while internships are often short-term placements focusing on specific tasks.
- **Encouraging Diversity:** By hiring junior developers through apprenticeship programs, companies can create more diverse teams, which leads to improved communication and performance.
- **Hiring Process:** Elle provides insights into a comprehensive hiring strategy that includes creating inclusive job descriptions and assessing candidates based on character and a willingness to learn, rather than solely technical skills.
- **Training Structure:** An effective apprenticeship program involves a mix of theoretical learning and practical application, with regular one-on-ones to gauge progress.
- **Assessment and Evaluation:** Continuous feedback and formal evaluation are crucial to measure apprentices' growth and ensure success in transitioning to full-time roles.
- **Team Involvement:** Engaging the existing team in the mentorship process ensures a supportive environment and facilitates knowledge sharing.

Elle concludes by reiterating the benefits of apprenticeship programs in fostering a continuous learning culture, enhancing team dynamics, and improving company performance while cultivating new talent in the technology sector. She encourages companies, regardless of size, to consider implementing their own apprenticeship initiatives to create a positive impact on the workforce and the community.

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