How to Increase Employer Buy-In With Apprenticeship Programs

A Registered Apprenticeship Program can be a great way to grow the quality of a workforce and guarantee consistent and business-specific training across the board. However, without full employer buy-in, an Apprenticeship program can fail to attract, support, and adequately train apprentices.

Let’s explore why employer buy-in is critical for an Apprenticeship program to flourish and how to increase and encourage further employer commitment.

What Does it Mean to Have Employer Buy-In for an Apprenticeship Program?

A Registered Apprenticeship Program will struggle to succeed without direct support from employers. There must be a willingness to provide apprentices with on-the-job training, offer support throughout the program, and present employment opportunities upon completion. Without this dedication and buy-in from employers, apprentices will be more hesitant to participate in the program.

Employers need to show apprentices they see the value in the program, including the potential for growth in their workforce. While there are several ways to show employer buy-in, some tactics include:

Active involvement in the design and development of the Registered Apprenticeship Program
Providing any tools necessary for apprentices to be successful in the program, including equipment, facilities, training programs, and mentorships
Offering financial support for the program by contributing to training funds, offering tuition reimbursement, or providing pay raises to outstanding apprentices

Employers are critical for any Apprenticeship program as they often provide on-the-job training and directly communicate with apprentices. It’s imperative that employers are actively building relationships with apprentices and play a pivotal role in the development of the program itself.

What Happens When You Don’t Have Employer Buy-In with Your Apprenticeship Program?

Employer buy-in impacts all aspects of a Registered Apprenticeship Program, from recruiting great-fit apprentices to releasing fully trained participants into the workforce.

Apprenticeship programs that lack employer buy-in suffer from:

Difficulty recruiting apprentices: The program may struggle to attract ideal apprentices if it does not appear credible or valuable. Employer buy-in can encourage more participants by highlighting positives such as on-the-job training, the potential for employment, and a positive working environment.
Limited funding: Without employer buy-in, the Apprenticeship program will struggle to fund the essential resources needed to provide apprentices with quality training, including updated equipment and adequate facilities.
Ineffectual training and instruction: If an employer is not fully invested in the program, apprentices will likely receive sub-par training. This can result in low completion rates, poor job performance, and limited future employment opportunities.
Program closure: Without comprehensive buy-in from the employer, the Apprenticeship program will not be able to sustain itself over time and the program will likely fail.

Avoid these risks by discussing the Apprenticeship program with employers early on. Gain their insights from the early stages to improve overall development and implementation, and be sure employers understand the benefits of hosting a successful program. Strong employer buy-in will greatly increase the likelihood of an accomplished Apprenticeship program that offers highly valuable opportunities for dedicated apprentices.

How to Increase Employer Buy-In

Increasing employer buy-in can be difficult if the employer does not fully understand and believe in their Registered Apprenticeship Program. By building a better relationship between program administrators and employers, you can further nurture an understanding of program benefits.

While best strategies may differ depending on the program’s size and age, our top tactics for encouraging employer buy-in include:

Foster a key understanding of benefits: The direct benefits of an Apprenticeship program to employers cannot be overstated and will be the driving force behind employer buy-in. Explain how Apprenticeship can help reduce turnover, increase productivity, improve employee retention, and develop a highly skilled workforce.
Participate in industry networking: Connecting with industry groups can make it easy to build relationships with employers and gain their support. Attend industry conferences whenever possible to show the benefits of the program and address any immediate questions or concerns face-to-face.
Build partnerships: Similarly, establishing partnerships with local workforce organizations and educational institutions can give you a direct line to employers and potential apprentices. You can also lean on these partnerships for support throughout the program, like training, certification opportunities, or access to needed facilities and equipment.
Customize the program: Whenever possible, gain the insights and preferences of employers during the early stages of development for the Apprenticeship program. Consider the intrinsic needs of employers and industries when building out the program, and offer flexibility in the training plan. Employers will be more likely to support the program if they feel like it was designed with their industry and business in mind.
Offer incentives: Financial incentives such as tax credits, wage subsidies, or grants can be a highly effective way to encourage employer buy-in. These incentives can help offset the costs of training and resources, making the program more feasible for many employers.
Track success: Keep a close eye on the program, especially during its first few years of operation. Collect and track success metrics like completion rates, employment outcomes, and employer satisfaction to communicate the program's value to employers and stakeholders. Using Apprenticeship Management Software through ApprentiScope can completely streamline this data collection process, making it easier than ever for employers to track their program’s success.

Takeaway

While the many benefits of a Registered Apprenticeship Program may seem obvious, it’s imperative that employers fully understand and appreciate what the program can do for their business. Communicate with employers whenever possible to continuously encourage their buy-in and support. Without this, the program will struggle to attract apprentices, offer quality training, and remain operating.

Employers are in direct communication with apprentices, providing on-the-job training and often answering industry questions, so they must be confident in the program and model that confidence to their apprentices. Finally, make sure employers understand how simple it can be to manage the program by using a fully integrated Apprenticeship Management Software.

A successful Registered Apprenticeship Program will provide a highly skilled workforce and help employers reach their business goals. Once employers fully understand these benefits, they will be much more likely to support the Apprenticeship program.