Apprenticeships are gaining momentum as a critical solution to address the widening skills gap and the ongoing labor reshuffle in 2024. With industries rapidly adopting automation and advanced technologies, it’s projected that 44% of workers’ skills could become obsolete by 2028, leaving businesses scrambling to find qualified talent.

This disruption, compounded by tech layoffs, delayed retirements and a surge of workers reentering the labor market, underscores the need for innovative workforce solutions. Apprenticeships can offer a practical approach, providing hands-on training and mentorship to equip individuals with both technical and durable skills. These programs are adaptable to various industries, including high-demand sectors such as information technology (IT), health care and renewable energy. By helping workers transition into new roles, apprenticeships create sustainable talent pipelines, ensuring businesses remain competitive amidst ongoing technological transformation.

If you’re considering launching an apprenticeship program, here are actionable tips to guide you through the process.

Key Steps to Start an Apprenticeship Program

1. Identify “apprenticeable” roles.

• Apprentices are full-time employees paid by the employer, so start by identifying roles in your organization that could benefit from apprenticeships, particularly those with significant skill gaps or high turnover rates.
• Think big: Apprenticeships aren’t limited to entry-level roles, so tthey can be a powerful tool for transitioning employees into mid-level or even managerial positions. Consider how jobs are evolving and use apprenticeships to bridge the gap between existing roles or to create entirely new ones that address emerging needs.
• Define the specific skills required for these roles. Go beyond job descriptions; talk to managers to understand the day-to-day tasks and nuances of each position.

2. Design the program structure.

• Choose a program type: time-based, competency-based or a hybrid of both. Competency-based models are particularly effective, as they reward merit and adapt to the apprentice’s progression.
• Develop a clear scope and sequence, outlining both on-the-job training and related technical instruction.

3. Meet regulatory requirements.

• Apprenticeships in the U.S. are regulated by the Department of Labor (DOL), requiring 2,000 hours of on-the-job training (approximately one year) and at least 144 hours of related technical instruction.
• Training can be front-loaded or integrated into the apprenticeship, aligning theoretical learning with job functions. This synchrony allows apprentices to apply theory directly to their work, making learning practical and relevant.

4. Leverage technology or intermediaries.

• Invest in apprenticeship management software or partner with an intermediary to help you determine the roles, create the scope and sequence of the program and meet U.S. DOL compliance requirements. These tools help with everything from program registration with the DOL to tracking skills and competencies required for success.

5. Hire or promote apprentices.

• Now that you have the occupation identified and the program established you are ready to hire the apprentice. Whether hiring externally or promoting an incumbent employee, focus on potential. Look for candidates who show grit, enthusiasm, natural abilities, and a hunger for growth.
• Starting wages are often lower than market rates since the employer is giving the apprentice a chance but wage progression tied to skill acquisition keeps apprentices motivated and valued.
• Hiring for potential significantly broadens the talent pool, allowing organizations to attract individuals with valuable transferable skills. For example, veterans bring strong work ethic and discipline, while former teachers contribute exceptional customer service and empathy. Hard skills can be taught, but apprentices with well-developed durable skills are more likely to excel and adapt quickly to their roles.

6. Train and support managers.

• Managers play a crucial role in the success of apprenticeships. Emphasize that apprenticeships are jobs, not internships, and ensure apprentices are consistently challenged and are assigned real work meeting business goals like everyone else.
• Assign mentors to help apprentices develop technical and durable skills. Consider offering incentives like stipends or recognition to encourage mentorship participation.

7. Maintain rigorous standards.

• Set clear and high expectations for apprentices’ productivity and performance. Delivering measurable results not only reinforces the value of the program but also helps gain buy-in from managers and ensures its long-term success.
• On-the-job learning is one of the most effective ways to develop skills — proven by examples like medical residencies and the construction industry. These principles are transferable to any profession because hands-on experience is the most powerful teacher. However, it’s crucial to remember that apprenticeships are not classroom experiences; they are real jobs with real responsibilities.
• When apprentices are treated as interns, the program’s standards drop, and the company’s return on investment (ROI) suffers. To ensure success, treat apprentices as integral team members from the start. Hire for potential and retain based on performance and merit — this is the foundation of a strong and sustainable apprenticeship program.

8. Promote and communicate the program.

• Highlight the contributions apprentices make toward achieving organizational goals to showcase their value.
• Share testimonials from other employers that demonstrate the return on investment (ROI) of hiring apprentices. While apprenticeship programs can deliver significant social impact, the business case is their ability to drive performance and build a strong and loyal workforce.

Apprenticeships are a proven workforce development strategy, delivering measurable benefits for both employers and employees. When executed effectively, they drive productivity, close skill gaps, and support business growth. The training industry plays a pivotal role in shaping and scaling apprenticeship programs, equipping organizations to tackle current labor challenges while building a resilient, future-ready workforce.

Apprenticeships should not be treated as a seasonal initiative but as a consistent and strategic tool in the playbook of workforce development and organizational learning, ensuring long-term adaptability and success.