How Might You Tap Into Workers’ Growing Interest in Apprenticeships?

Could apprenticeships be the answer to your talent pipeline challenges?

According to recently published data from Indeed’s Hiring Lab, the share of searches on the job site containing the words “apprentice” or “apprenticeship” has more than doubled since February 2020. In 2025 alone, it rose 35.4%.

Apprenticeships have long been common in the skilled trades, but interest has quickly expanded into nontraditional industries such as healthcare, information technology, advanced manufacturing, financial services, education and clean energy, said Krysti Specht, the director for the Center for Apprenticeship and Work-Based Learning at nonprofit Jobs For the Future. She also noted growth in public-sector roles and business functions such as HR, cybersecurity, data analytics and project management.

For roles or industries that require specific skill sets or hands-on experience, apprenticeships can be a game-changer.

“Apprenticeships allow employers to grow talent to their exact specifications,” explained Specht. “Instead of competing for a limited pool of experienced workers, companies train people in the skills, tools and processes that matter most to their operations, resulting in employees who are more productive and better aligned to the role.”

Access a bonus Workspan Daily Plus+ article on this subject:

• Earn-and-Learn: Measuring the ROI of Apprenticeship Programs

Behind the Spike

The experts interviewed for this article agree several related trends are prompting more interest in apprenticeships from both employees and employers.

“Entry-level workers are struggling to find roles that don’t already require experience, while more seasoned professionals are seeking ways to transition careers as their industries evolve due to the emergence of [artificial intelligence],” said Jasmine Escalera, a career expert for employee development website Zety. “At the same time, confidence in traditional career paths is shifting, especially among younger workers.”

A recent Zety report found 65% of surveyed Gen Z workers believe a college degree no longer protects them from AI-related job loss, and 43% have already adjusted their career plans due to AI’s growing influence. As a result, 53% of Gen Z workers are now seriously considering blue-collar or skilled-trade careers as viable, long-term options — signaling a trend that could contribute to continued growth in apprenticeships, particularly within trade industries, Escalera said.

Jennifer Schielke, the CEO and cofounder of staffing and recruiting company Summit Group Solutions, added, “Persistent talent shortages, particularly in the trades as a fallout from the preceding push in the tech sector, and policy incentives tied to national investments in infrastructure, semiconductors and clean energy, are driving growth in areas that benefit from structured apprenticeship opportunities.”

There also are incentives for employers. Government programs at the state and federal level offer grant opportunities and tax incentives to spur the launch of apprenticeship programs.

“Employers are struggling to find workers with the right skills and are rethinking how talent is developed,” Specht said. “At the same time, many people — whether they’re just starting out or changing careers — are looking for options that don’t require taking on more debt or stepping away from paid work.”

Apprenticeships meet both needs, she said, by offering paid, structured pathways into good jobs, while allowing employers to grow talent aligned to their specific workforce needs.

“Apprenticeships also can reduce hiring risk, lower turnover and create job-ready employees by providing the direct training and skills needed for long-term success,” Escalera said. “Employers can quite literally shape talent to meet their exact needs, beyond traditional degrees or credentials.”

The Apprenticeship Difference

Unlike internships, fellowships or mentorships, Specht said apprentices are on-the-payroll employees who earn wages while they train and learn, with the goal of making the apprentice career-ready in a specific occupation and sector.

Specht described apprenticeships as on-the-job learning with formal instruction, infused in mentorship, leading to an industry-recognized credential. Other types of work-based learning can be valuable, but they typically don’t offer the same depth, rigor, duration or clear pathway to a skilled career, she said.

Wage progression is a key component for apprenticeships, said Schielke.

“Generally, apprentices have a lower starting wage than fully qualified workers, but their pay progressively increases as they complete training stages — earn as you learn,” she said.

The rate itself varies greatly by trade, location, union participation, experience and specialization, Specht said, but as a general best practice, she suggested apprentice wages start at 60% of the pay for the position, with previously agreed-upon incremental increases kicking in based on skills development.

“This wage progression reflects both learning and growing productivity,” Specht said. “When apprentices complete the program, they move into a permanent role at the full wage for that occupation.”

Where to Begin

To implement an apprenticeship program, start by identifying roles that can be learned on the job and defining the skills needed for success, said Specht. From there, articulate a training plan (both on-the-job and formal instruction), provide mentorship opportunities for the apprentice, and align with education or workforce partners if and when needed.

Schielke noted employers can lean into resources like the U.S. Department of Labor’s apprenticeship.gov website, as well as consider creating a legal or compliance review, with forecasted statistics and metrics of success.

“The benefits are a structured ramp to proficiency. People learn by doing, with coaching and clear milestones, and often a recognized credential at the end,” said John Land, the chief advocacy officer at Vantage Circle, an employee engagement and recognition platform. “The challenge is that the upfront work is real — designing the work process schedule, coordinating related instruction and ensuring mentor capacity — and then comes the ongoing, consistent tracking of progress.”

But if you put in that work, Specht said, apprenticeships can build some of your most loyal employees.

“By searching for individuals looking to get their hands dirty in a new career and learn on the job, recruitment methods automatically change from looking for people with experience, who may be hard to find, to growing your own talent pool,” she said. “Apprentices earn while they learn, build loyalty to the company and are more likely to stay long term.”

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