Myths surrounding apprenticeships are not few and far between. In fact, a quick ‘myths about apprenticeships’ Google search, Safari search (for Mac users), or other Internet search engine will provide several results that range from debunking and busting myths to top five and top ten lists. A myth, in and of itself, is a “legendary narrative explaining a belief or phenomenon” (Merriam-Webster, 2002) which, of course, originates from the Ancient Greek word mûthos. Because, as we know, the root word of any English word is Greek, at least according to Toula’s father Gus Portokalos (played by Michael Constantine) in My Big Fat Greek Wedding. At any rate, here to add to the existing literature, myths about apprenticeship truly cannot be overlooked.
Apprenticeships have literally been around for centuries. Common in the 1600s, tradesmen such as blacksmiths, butchers, bakers, weavers, and locksmiths learned by doing. Younger generations following in the footsteps of their elders also learned to earn a living by studying trades, social skills, and competencies via this model of apprenticeship. Yet, somewhere along the way, various myths surrounding apprenticeship took shape and crystallized.
According to Tuckwood (2017), myths range anywhere from ‘apprenticeships are only for beginners’ to ‘college providers are needed to access apprenticeships’, which is handy but untrue. Similarly, The Bath Chronicle (2017) declares the misconception “that apprenticeships cost businesses a lot of money and there's no point in a small business even considering hiring one”. Meanwhile, M2 Presswire (2019) reports that such myths involve the following theories: apprenticeships are only available in manual industries; apprenticeships are an option for those who perform worse academically; apprentices won't earn enough to live on; you can only start an apprenticeship at [age] 16; and, there is no support outside the program. Unfortunately, the thing about myths, legends, and fables is that they are hard to change or dismantle once they originate.
First and foremost, as with almost anything, folks must educate themselves about apprenticeships and recognize fact from fiction. Apprenticeships are not only a talent pipeline – a source of talent for employers – they are a useful and efficient recruiting tool that is often underutilized. Although sometimes there are age limits for apprenticeships, youth apprenticeship initiatives and high school apprenticeship programs are gaining popularity around the U.S., and there certainly isn’t an upper age limit for an apprentice; one is never too old to learn.
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Apprenticeships are not only a talent pipeline, they are a useful and efficient recruiting tool that is often underutilized.
One recurring myth that comes up time and again is ‘why should I train someone if they’re just going to leave’. But the data tells a different story — 92% of apprentices stay with their employer after program completion, according to the U.S. Department of Labor. Another is that ‘apprenticeships are only for construction jobs or occupations in skilled trades’, such as pipefitters or welders. However, according to Horscroft (2024), “employers can offer apprenticeships in a whole host of roles, from office administration and engineering to commercial real estate and marketing.” This isn’t only true in Europe and the UK but also in America. Over the past few years, healthcare facilities across the nation have embraced the apprenticeship model for both clinical and nonclinical roles, including cooks, pharmacy technicians, medical assistants (including administrative front office staff), sterile processing technicians, and medical billing and coding specialists, to name a few. Likewise, other industries such as teaching and education, culinary and hospitality, finance and insurance, IT software and development, and advanced manufacturing and robotics are also embracing the apprenticeship model.
Apprenticeship programs are deliberately designed to ensure individuals (apprentices) “develop the skills employers want” (Keating, 2023, p. 158). When pursuing apprenticeship programs, employers not only have the opportunity to invest in their workforce by “curating a committed team of staff” (Varetto) but should also use the occasion to create intentional career pathways from entry-level jobs to technical and mid-level vocations to professional and executive positions. One example is in the advanced manufacturing industry. A career pathway may begin with the role of machine operator or material handler – generally entry-level positions – then move from a machinist, millwright, or quality control inspector to a manufacturing engineer, quality manager, or quality engineer (Perna, 2018).
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Employers not only have the opportunity to invest in their workforce by curating a committed team of staff but should also use the occasion to create intentional career pathways from entry-level jobs to technical and mid-level vocations to professional and executive positions.
Like myths surrounding apprenticeship, which, as we now know, are not few and far between, neither are apprenticeship programs, not really. Sometimes, one just has to know where to look. Craig (2023) provides a directory of U.S. apprenticeship programs in his book Apprentice Nation. Additionally, Apprenticeship USA has an Apprenticeship Finder tool as well. State websites and workforce development or economic development offices are also good resources. For example, ApprenticeshipNC is North Carolina’s state apprenticeship agency, while Apprenticeship Colorado is the state apprenticeship agency for Colorado. Naturally, there are several other online resources, including but not limited to USMAP and ApprenticeshipPHL, and of course, NABTU (North America Building Trades Unions) for those interested in apprenticeship opportunities in the construction industry. Furthermore, for those interested in non-construction occupations, many community colleges and universities offer apprenticeship opportunities or can point individuals interested in apprenticeships in the right direction, as can industry trade associations.
Apprenticeships are not for the faint of heart. They take time, courage, and tenacity, all admirable characteristics. If someone wants to participate in an apprenticeship program at your company, I encourage you to hire them for that role. It’s a win-win for the employer and the worker.
And the benefits extend beyond training — U.S. Department of Labor data shows registered apprentices often earn around $80,000 annually after completing their program, and enjoy a lifetime earnings advantage exceeding $300,000 compared to peers who don’t complete apprenticeships.
Varetto (2017) confirms that more often than not, apprentices continue to work for the organizations that supported them and invested in their apprenticeship training. I once heard a wise woman say, I’d rather train someone and they leave [their employ], than not train them and they stay.
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I’d rather train someone and they leave, than not train them and they stay.
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