Busting Common Myths About Modern Apprenticeships

Ed. note: Posts published on From the Workplace are written by outside contributors and do not reflect the view or opinion of SHRM. This post was originally published in 2022.

The majority of companies (87%) are already aware that they currently have a skills gap or will have one within a few years, according to McKinsey and Company. Modern apprenticeship programs will play a key role in creating a skilled workforce for current and future business needs. These programs are able to adapt quickly to meet changing skills needs and provide earn-and-learn opportunities for many to enter fields that were previously inaccessible to them. Apprenticeships have risen by 64% since 2012; however, we believe they are not being utilized by as many organizations as possible. Part of the hesitation comes from familiarity with traditional building trade apprenticeships, but less so with 'modern apprenticeships' in industries such as technology and manufacturing, which operate differently. There are also some common outdated beliefs about apprenticeships that need to be addressed, including the following:

Myth: Apprenticeships Are Just for the Building Trades

• Apprenticeships are a proven solution for recruiting, training, and retaining talent across a range of industries, including technology, financial services, hospitality, health care, telecom, energy, and occupations such as cybersecurity and human resources.
• Employers of all sizes—small and large, public, nonprofit, and private—can take advantage of apprenticeship programs.
• The U.S. Department of Labor is encouraging industries across the board to create more apprenticeship programs to address the current talent shortage, from hospitality and transportation to telecom and financial services.

Myth: Apprentices Don't Have Experience or Credentials

• Often, apprentices possess some work experience that has developed the desirable soft skills employers seek. For instance, apprentices with previous jobs in customer service, retail, or food service often possess strong problem-solving and communication skills and can work well in a team.
• Many apprentices have college degrees and professional careers in a different industry than their apprenticeship program and are looking to reskill or enhance their education and experience.

Myth: Hiring an Apprentice is Considered Charity

• It is a talent pipeline and valuable recruiting tool, not a community program.
• Apprenticeship graduates are highly desirable—they have skills that are currently in demand. Most also possess soft skills that can be hard to teach.
• Apprentices tend to have a hunger for new opportunities and possess the attitude, aptitude, and drive to succeed—attributes of quality candidates.

Myth: Businesses Will Have a Loss of Productivity if They Hire an Apprentice

• Training an apprentice is a comprehensive method to train a new employee, which speeds up their learning and productivity.
• Current employees’ expertise can be deepened as they train apprentices.
• Apprentices often become successful, invested employees, contributing to higher retention rates.
• Hiring apprentices creates a robust talent pipeline within your organization.

Myth: Companies Don’t Have Control Over the Hiring Process

• The hiring process is the same as hiring regular employees. Companies interview candidates and select the apprentices they wish to hire.
• Once hired, apprentices are subject to similar employee benefits and workplace policies as traditional employees.

In conclusion, modern apprenticeship programs can play a key role in building talent pipelines and addressing the skills shortage is why it's a rapidly growing sector that has expanded beyond the trades. Industries across the board can benefit from utilizing modern apprenticeships to serve a range of needs—bringing untapped talent into the workforce, increasing hiring pools, creating a quality talent pipeline with candidates who often become invested employees, and sourcing from a diverse candidate pool to meet inclusion and diversity goals.

Paula Mathias Fryer is a Senior Director at SLO Partners, which works to combat the lack of diversity in the tech industry by training people of all ages and backgrounds to create candidates with a variety of skills, passions, and perspectives.