Employers say what was missing, and the program changes because of it.
A prototype for a technical training center and its employer partners. After each interview the employer fills in a short form, the system ranks the gaps, and the program lead decides what to teach differently.
The pain
The school does not know why employers turn its graduates down. The reasons come up in calls and emails and then disappear, so the program stays the same from one intake to the next.
Where it comes from
The employer knows the answer right after the interview. Nobody asks at that moment, in a form short enough to fill in.
What we built
After an interview the employer fills in a short form about what was missing. The system groups the answers and ranks the gaps by how often they come up. The program lead sees the top gap and decides whether to add it to the program. The next intake shows whether it closed.
Gaps by frequency
DEMOThis intake
- Interviews logged
- 200DEMO
- With a reason recorded
- 150DEMO
- Distinct gaps
- 10DEMO
- Program changes
- 2DEMO
Top gaps, by how often employers name them
Diagnostics from a wiring diagram
Handling a customer on a site visit
Reading a service manual
Safety checks before starting work
DEMOInvented data for a demonstration. Not a client, not a result.
Before and after
- Nobody owns it
- Runs by itself
- Assistant
- A person decides
- Where money leaks
What a pilot will measure
A pilot with a real training center would measure two things over a stated period:
- The share of interviews that end with a recorded reason.
- How far the top gap moves in one intake.
Where a person stays
The program lead decides what changes in the program. The system only collects, counts and ranks.