Cooperative Education: The Ultimate Test Drive

It is no secret that the battle for the shrinking pool of talent from U.S. construction schools is hotter than ever. How can contractors be seriously considered by top graduating students and meet their staffing needs in this tight employment market? One proven method is to make a serious commitment to a formal cooperative education program. Establishing a relationship with at least one college or university that offers a construction or civil engineering cooperative education program can keep you connected to the talent pipeline. 

What is Cooperative Education?

In 2006, cooperative education celebrates the 100th anniversary of its 1906 founding at the University of Cincinnati. Since its inception, cooperative education has had a positive impact on American industry.

A cooperative education program is an undergraduate course of study that involves multiple quarters or semesters in which students alternate periods of required employment with school in their major field. Although many schools have voluntary co-op or summer internship programs (in which students are on their own to find work), the most effective programs are those with mandatory student participation, requiring a minimum number of periods to qualify for graduation.

Benefits of a Cooperative Education Program

Better Recruiting Results

One of the greatest benefits of cooperative education programs is regular access to students who are more likely to accept full-time employment offers from their co-op employers than non co-op students. Why? Because students gain a good feel for the company’s culture and benefits while building relationships with their co-workers during their co-op work periods. Co-op employers regularly report that they experience over 80 percent success in hiring graduating seniors who have co-oped previously with their company. While few companies are tracking long-term retention of their co-op hires, it is reasonable to assume that new hires who have co-oped with your company are more likely to be retained over time than those who did not.

No Obligation Test Drive

The best test of the future potential of an employee is found in a true work environment, where the student’s ability to interact with internal and external customers is on display under real working conditions. Depending on the school program’s guidelines, students often are required to commit to at least two co-op periods with the same company before they may consider other co-op employment options. This provides you with an opportunity to assess the student’s abilities while working with different supervisors, projects and departments. If the “fit” is right in the eyes of the student and your company, you will both quickly arrive at a point of comfort and trust with each other. It is not unusual for a co-op student to work all of their required co-op periods solely with your company and to have a full-time job offer from you in hand prior to graduation.

Cost-Effective and Productive Staff

One of the largest challenges facing any company is new employee training and orientation. Co-op programs make training much easier by teaching prospective students “the company’s way of doing things.” New full-time hires who have co-oped with your company will arrive “pre-oriented” to your processes, systems, culture and staff, which allows them to be productive more quickly upon arrival. Co-op students are paid for their work but typically at roughly one-half to three-quarters the rate of a new graduate. They are typically highly motivated and inclined to make a positive impression to improve their chances of a full-time employment offer upon graduation. Most of these students-through advanced teaching methodologies, curriculum focused on workplace realities and student competitions such as the ASC student competitions (www.ascweb.org)-are ready, willing and able to add value from day one. You will be amazed by the impact that co-op students will have within your organization.

Company Visibility and Recognition

Many companies that are active in co-op education programs are typically involved in many other ways at the college or university such as speaking, guest lecturing and sponsoring events and student competitions.  This interaction with the construction or engineering department of the college or university provides visible and positive examples of company values to students, educators and parents. You will also be creating a network of on-campus recruiters and alumni for the future.

Mentoring Opportunities

Appointing a project engineer or assistant level operations person to lead your co-op recruiting efforts and manage your program offers them visibility with upper management and exposure to a broad cross-section of management skills necessary to grow their career. Your staff will develop a very close bond with the co-op students who, even without a formal mentoring program, are typically taken under the wing of a project manager or superintendent and guided through their roles of increasing responsibility.  “Letting go” of responsibilities and managing the completion of work through co-op students is a tremendous growth opportunity for staff with all levels of management experience.

Managing a Co-op Education Program

Whether you are initiating a new program or fine-tuning an existing one, here are some tips that can help you keep your program attractive to students, efficiently run and an asset to your organization.

Be Involved With the School

Just showing up a few times a year to shop for students is not the foundation of a good relationship with a college or university. You will build stronger and more meaningful relationships with a program and department by staying involved year-round. Construction and engineering departments always need judges for student projects, speakers for classes and jobsites for students to tour as part of their curriculum. As an added benefit of involvement, key faculty may give you an early tip-off regarding the skills and capabilities of the best students or they may be willing to encourage these students to sign up for your interviews.

Start Early

Know the school’s interview schedule and requirements. Do not make the mistake of being the last company interviewing on campus. If you wait too long, most students (and certainly the most promising ones) will already be committed to other co-op employers.

Commit the Resources

Make sure you are in the game with salary and living expenses. The college co-op office can provide you with guidance on the pay ranges for different levels of student experience, collected each year from employers. Some firms go to the extent of renting apartments for the use of their rotating students during out-of-town or remote jobsite assignments. Consider offering students some assistance with transportation costs to and from the assignment.

Provide Guidance

Designate an individual, typically in human resources, who is the “go-to” person for all issues the students may encounter. Do not assume your staff knows what to do with a co-op student when they arrive on the job, especially your field personnel, who may have come up through the trades and may not be aware of the capabilities of these students.  Teach your staff how to be mentors.

Meaningful Work

Do not use a co-op program as a “make work” program. Students will see through this very quickly and it will not take long for word to spread back on campus about the lack of challenge or opportunity at your firm. Designate real positions on your projects or in your office to be staffed year round by two rotating students. This is a cost-effective means of managing your general conditions costs especially since co-op students typically are not provided with full employee benefits. The true test of how effectively you are using co-op students is whether or not it “hurts” when a student returns to school because you miss his or her contributions. Well managed programs typically will have as least a few days, and ideally a week, of overlap between students for the efficient hand off of responsibilities at the end of each work period.

Involve the Co-op Students in Your Company

Do not overlook inviting co-op students to your training classes, seminars, project tours, company parties, golf outings and retreats. Remember, they are evaluating you as much or more than you are evaluating them. Don’t miss opportunities to give them the truest picture of your company and culture.

Commit for the Long Term

Like marketing, your investment in the development of a “talent pipeline” should not be casually turned on and off, especially in slow times. Just as the best buys in the stock market are available when the market is down, the cream of the crop from construction schools are more within your reach when the market is slow and fewer firms are hiring.   A commitment to a co-op program is about staying the course for long-term benefits in recruiting and retention.

Resources

There are a number of resources available for companies interested in further exploring the benefits of a cooperative education program. The references below are a good place to start, offering an understanding from the perspective of employer, school, and student.

• The Accreditation Council for Cooperative Education www.co-opaccreditation.org
• The National Commission for Cooperative Education www.co-op.edu
• The Cooperative Education and Internship Association www.ceiainc.org
• University of Cincinnati Division of Professional Practice www.uc.edu/propractice

The Accreditation Council for Cooperative Education, for example, has defined standards for educational institutions seeking accreditation.  Currently, ten schools (INSERT TABLE 1 or place nearby) have earned this accreditation, although many non-accredited schools also have high quality programs. Still, the standards are a good guideline for the essential components of a cooperative education program.

Employers who are seeking to grow organically know that they must feed their talent pipeline from the bottom up. The fresh insight gained from students who are exposed to cutting edge processes and technology in their courses of study strengthens existing businesses and breathes life into companies where co-op students work. The infusion of new, young talent pushes existing employees to excel and advance. When existing employees see advancement opportunities and are promoted, the resulting higher employee satisfaction inevitably leads to greater employee retention and stability. Make a commitment to cooperative education. You’ll wonder why you waited so long.

Construction Business Owner, September 2006