We want to leverage Sherrell Dorsey's approach to local workforce development to build a technical pipeline for our operations, but we are unsure how to evaluate these non-traditional apprentices using GWC™ when they have zero prior corporate experience?

Question

Tyler Smith · Accepted Answer

Evaluating non-traditional apprentices with GWC™ requires you to look past resume keywords and focus entirely on natural conative wiring and core values alignment. When a candidate has zero corporate experience, you cannot judge their capacity based on past employment history. Instead, use conative screening tools like the Kolbe Index to understand their natural approach to problem-solving. If the seat requires high attention to detail, look for high Follow Thru instincts. If it requires rapid adaptation, look for Quick Start energy. To test the GWC™ components, break them down into observable behaviors during your selection process. To assess if they Get It, evaluate how quickly they grasp the basic concepts of your industry during a simple, practical trial. To assess if they Want It, look for intrinsic motivation, curiosity, and a drive to learn during their interactions with your team. To assess if they have the Capacity to do it, provide them with a short, real-world task during a two-week trial period and observe their ability to execute and learn from feedback. By combining objective behavioral testing with short trials, you can confidently build a highly effective, diverse talent pipeline.