Attitude is a key indicator in trainee selection. Rigorous screening
and interviewing with input from company representatives allows AIDT
to identify the most highly qualified and experienced employee candidates.
Applicants who do not meet all standards a company requires of its employees
are not accepted for training.
Trainees who meet the selection criteria are enrolled in job-specific,
pre-employment training for detailed assessments of attitude, character,
work ethic, literacy, teamwork and technical learning ability. Those
who successfully complete the training program are highly motivated,
technically proficient and perform above expectations. Trainees who do
not perform at company-defined skill and behavior standards are dropped
from the program.
Gadsden State Community College and the Bevill Manufacturing Technology
Center frequently participate with AIDT, enabling them to assist the
company with its on-the-job training and other long-term needs after
AIDT’s pre-employment training program is completed.
To begin the process, AIDT staff members meet with company representatives
at their convenience. Through discussions, they identify needed employee
skills and knowledge, establish the training criteria and timetable,
decide on curricula content, and define required behavior and performance
standards to determine what the company expects of its employees.
In conjunction with the Gadsden Employment Security Office, AIDT then
recruits and screens trainees for potential employment. AIDT interviews
and enrolls into training only those acceptable to the company. Our labor
market has consistently allowed AIDT to generate a sufficient number
of qualified applicants for each job opening, allowing a high degree
of selectivity. Only those trainees who successfully complete the program
and exhibit motivation for the job are recommended for employment.
AIDT assumes all reasonable costs of program development, instructors,
equipment, consumable supplies, and training aids such as manuals, workbooks,
videotapes and films.
