How to Start an Apprentice Program from Scratch

Do you own or manage a business struggling to find skilled workers? Are you looking for a way to train the next generation of construction or manufacturing employees while ensuring they meet your company’s standards? Starting an apprenticeship program can help you develop a steady pipeline of trained workers who are ready to contribute to your business.

An apprentice program is a structured training system that allows individuals to learn a trade while working under the supervision of a journey-level worker. These programs have been around for centuries, and can be a fantastic way for businesses to attract, train, and retain employees.

Here are a few examples of apprenticeship programs (sometimes called training academies) recently launched by HVAC companies:

Beyond filling vacancies, starting an apprenticeship program can provide additional benefits such as:

• Reducing hiring costs by developing a skilled workforce in-house
• Increasing productivity by providing structured, on-the-job training
• Improving employee retention by offering clear career advancement paths
• Allowing businesses to access government grants, tax credits, and funding
• Enhancing safety and compliance through standardized training

If you’re an employer considering how to start an apprenticeship program, the process may not be as difficult as you think. We'll walk you through the steps, from setting goals to creating a plan and finding the right candidates.

What Makes a Successful Apprenticeship?

According to the US Bureau of Labor Statistics, the machinist, fabricator, tool and dye maker, electrician, and technician occupations have the most serious shortages of skilled employees. For employers in these industries, an apprenticeship program can be an effective solution for recruiting and training talent.

Learn-while-you-earn programs are a great way for companies to build a strong workforce while also attracting job seekers who may not have previously considered a career in the trades. By providing structured, on-the-job training in a lucrative industry, you’re creating a high-quality career path that benefits both the apprentice and your business.

Apprenticeships also improve employee retention rates — once an apprentice has completed their program, they're more likely to stay with your company and continue working in their chosen trade.

When you start an apprenticeship program for your company, there are a few key components that will make it successful:

1. Clear goals and objectives
2. A well-planned and robust curriculum
3. Qualified mentors
4. A nationally recognized credential
5. Competitive compensation with a path to advancement
6. A streamlined recruiting and onboarding process
7. Ongoing evaluation and program adjustments to keep up with industry trends

If you're considering starting an apprentice program for your business, take the time to develop a plan that includes all of these elements. Doing so will help ensure that your program is successful and meets the needs of both your business and your apprentices.

In the sections below, we'll provide more detail on how to include each of these components in your program.

Planning Your Apprenticeship Program With Clear Objectives

When you start an apprenticeship program, improving your bottom line might be the ultimate goal… But you need to identify the specific ways an apprentice program will help you get there:

• Do you want to increase production?
• Reduce turnover?
• Increase safety?
• Address a skills gap?
• Improve diversity and workforce inclusivity?

Define what success looks like for your business and create measurable goals so you can track your progress. Consider surveying your current workforce to identify gaps and needs before finalizing your apprenticeship objectives.

Creating A Documented Apprenticeship Curriculum

Your apprenticeship program will likely take candidates from zero experience to journey-level status, so it's important to have a curriculum that progressively builds their skills. As an employer, you need to structure your training program carefully to ensure apprentices develop the exact skills your business requires.

Your training program should include:

• Structured on-the-job training with clear skill progression benchmarks
• Classroom instruction
• Constructive feedback from experienced mentors
• Official certification exams that lead to a credential
• A blend of competency-based and time-based training to ensure mastery of skills

Your curriculum should be specific to your industry and company's processes to ensure that apprentices are trained in a way that aligns with your business needs. But it should also be flexible enough to accommodate the different learning styles of your apprentices. Some will learn best by doing, while others will absorb information more quickly if it's presented verbally or in written form.

For example, if you’re starting an apprenticeship program for your machine shop, you'll want to include instruction on machining mathematics, CNC programming, blueprint reading, and metallurgy. Tailoring your apprenticeship curriculum to your company’s needs ensures that apprentices graduate with the exact skills necessary to thrive in your workplace.

Your curriculum and program length will all depend on the trade, the level of experience you're starting with, and how much theory vs. hands-on training is required. Some programs may cover all the bases in just a few months, while others may take a few years for completion. For example, getting qualified to safely operate a forklift in a warehouse only takes 2-4 weeks, whereas electricians and plumbers often complete 4+ year apprenticeship programs.

Additionally, consider partnering with local trade schools or workforce development programs to enhance the curriculum with external educational resources and instructors.

Choosing Qualified Mentors

Your workforce is only as strong as its leadership. Apprentices will need someone to guide and support them as they learn the ropes. This is where qualified mentors come in. Ideally, mentors should be:

• Experienced in their field
• Patient and good at communicating
• Able to give constructive feedback
• Able to work with people from diverse backgrounds
• Respectful of different learning styles
• Someone who knows your company well and follows its processes

You may already have employees who fit this bill, or you may need to look outside your company. An in-house mentor has the advantage of being familiar with your company's culture and processes, but an external mentor can provide a fresh perspective.

Sometimes a blend of both works best. For example, an apprentice might have a primary mentor who is responsible for their day-to-day training, with additional support from other employees or experts as needed.

To ensure consistency in training, consider developing mentor guidelines or training sessions to prepare senior employees for mentorship roles.

Registering for Industry or Nationally Recognized Credentials

Benefits of a Registered Apprenticeship Program

If you want your apprenticeship program to attract top talent, consider registering it with the U.S. Department of Labor (DOL) or your State Apprenticeship Agency. Doing so provides access to valuable benefits, such as:

• Federal resources for program development
• Tax incentives for employers
• Workforce training grants
• Technical assistance to improve apprenticeship outcomes

A registered apprenticeship program must meet five core requirements:

1. Paid Job – Apprentices are paid employees from day one, with a wage structure that increases as they gain skills and experience.
2. On-the-Job Learning – Apprentices must complete structured, real-world training that aligns with your company’s needs.
3. Classroom Learning – Formal education can be provided in-house, through online training, or in partnership with a community college or vocational school.
4. Mentorship – Each apprentice is paired with a skilled mentor to provide hands-on training, guidance, and evaluation.
5. Credentialing – Upon completion, apprentices receive a nationally recognized credential that certifies their expertise in the trade.

Additionally, on-the-job learning in a registered apprenticeship program typically leads to a journey-level credential in the trade, such as an EPA/NATE certification for HVAC technicians or a master electrician license. This not only benefits the apprentice but also helps your company by:

• Increasing safety and quality standards
• Reducing turnover
• Attracting new talent
• Impressing potential customers

If you’re building a new apprenticeship program from scratch, you can customize every aspect to fit your business needs while ensuring compliance with national guidelines. However, some businesses may prefer to join an existing registered apprenticeship program through an intermediary organization.

Joining an Existing Registered Apprenticeship Program

Rather than starting from scratch, businesses can also partner with an established program that already meets registration requirements. In this model, an employer hires an apprentice, but the overall program is managed by an intermediary organization. This approach simplifies administration and allows companies to quickly integrate apprentices into their workforce.

Intermediary organizations provide expertise in industry-specific training, oversee curriculum development, and handle much of the administrative workload. Common types of intermediaries include:

• Industry Associations and Business Organizations
• Community and Technical Colleges
• Workforce Development Boards
• Labor Management Partnerships
• Non-Profit and Community-Based Organizations

Businesses interested in joining an existing program can search the Federal Government’s list of approved registered apprenticeship occupations, which includes detailed training outlines, work activities, and sample curriculum templates. Using these resources can streamline program creation and ensure compliance with national standards.

Why Registering Your Apprenticeship Program Matters

Beyond the financial and administrative benefits, registering your apprenticeship program signals to potential candidates that your training is structured, standardized, and results in a valuable credential. It also strengthens your company’s reputation, making it easier to attract high-quality talent in a competitive job market.

By taking the time to register your apprenticeship program—or by partnering with an established one—you create a sustainable talent pipeline that benefits both your business and your workforce.

Offering Competitive Compensation

With the current labor shortage, it's more important than ever to offer a competitive salary and benefits package to your employees. This is especially true for apprentices, who are just starting out in their careers. You don't want to low-ball your apprentices and risk losing them to a competitor, but you also don't want to overspend on training that may not lead to a long-term commitment from the apprentice.

Apprentices need to be fairly compensated for their time and effort. In some cases, this may mean starting at a lower wage, receiving raises as they complete certain milestones, and covering the costs of testing and certifications.

Competency-based pay can be a great way to reward employees for their skills and progress. Wage progression can also be used to encourage apprentices to stick with the program and continue developing their skills.

And don't overlook the importance of outlining a career pathway. Showing apprentices how they can progress within your company will help keep them motivated and engaged.

Do your research and find out what's standard in your industry and region for an apprentice pay structure. Factors like the trade, the level of experience, the length of the program, and your geographic location will help you determine what's fair and competitive.

Finding The Right Candidates for Your Apprenticeship

Not every job seeker is the right fit for an apprenticeship. Just like hiring for any other position, you'll need to carefully screen candidates and be selective about who you bring on board.

When recruiting for apprentices, you should look for people who are:

• Motivated to learn
• Able to take direction and constructive feedback
• Reliable and punctual
• Able to work independently and as part of a team
• Willing to commit to the program for the duration

As you screen candidates, be sure to ask about their long-term career goals. An apprentice who is only looking for a short-term solution is less likely to stick around and complete the program. You should also look for candidates who are a good fit for your company's culture.

Think about broadening your candidate pool by reaching out to high schools, vocational training programs, and military transition programs. Additionally, don’t overlook current entry-level employees who may want to upskill through an apprenticeship opportunity.

→ Keep Reading: 5 Ways To Go Beyond Job Boards

Streamlining the Apprenticeship Process with Team Engine

Managing an apprenticeship program takes time and effort, but automation can simplify the process. Team Engine helps businesses post apprenticeship opportunities, screen and select candidates, schedule interviews, and more.

If you're starting an apprenticeship program and want to streamline the recruiting process, Team Engine can help. Sign up for a demo to learn more about how Team Engine can help your business attract and train top talent.

This article was originally published on November 16, 2022. It was last updated on March 10, 2025.