Apprenticeships: The Rising College Alternative with a Catch

Joey Cook, a 20-year-old from Hamlin, Texas, reflects on his journey into the workforce, which began when he was 17. Upon realizing the potential of apprenticeships as a viable career path, he expressed his disinterest in traditional college routes. His aim was clear: obtain a certification in heating, ventilation, and air-conditioning (HVAC)—a field with growing demand in his rural area. Luckily, a local HVAC company offered him an apprenticeship, providing the hands-on training he sought.

Cook’s story underscores a significant gap in the current push for apprenticeships: demand is surpassing supply. Despite increasing advocacy from policymakers across the spectrum, the availability of these positions remains limited. “Those employers are really dang hard to find,” noted Brittany Williams, chief partnerships officer at Edu-REACH, an organization dedicated to connecting students with apprenticeship opportunities.

Apprenticeships combine paid work with structured training, earning bipartisan support as an alternative to the traditional college pathway. Research from Pew indicates that only 25% of adults view a four-year degree as essential for securing a good job, while nearly two-thirds of adolescents aged 14 to 18 prefer on-the-job skill acquisition instead. However, employers have been slow to expand apprenticeship offerings, contributing to a significant mismatch between the number of candidates and available positions.

Currently, about 679,142 Americans are in apprenticeship programs, reporting an 89% increase since 2014. In stark contrast, over 18 million individuals are enrolled in colleges. Various studies suggest that employer reluctance to embrace apprenticeships stems from a historical reliance on universities for training. “Apprenticeship in America remains massively under-scaled,” warned the advocacy group Apprenticeships for America.

The situation may receive renewed attention in the coming political cycle. President Donald Trump is likely to support initiatives promoting apprenticeships as he did during his first term, while Vice President Kamala Harris has pledged to double their availability. Despite this promising political backdrop, many employers struggle with the costs associated with setting up apprenticeship programs. They are responsible not only for paying apprentices but also for mentoring them without any guarantee of retention.

Research indicates that 94% of apprentices remain with their employers post-completion. For every dollar spent on an apprenticeship, employers can expect an average return of $1.44. Yet, skepticism persists. “Employers need to feel like they are investing in a stable workforce,” explained Nicole Smith, chief economist at the Georgetown University Center on Education and the Workforce.

Robert Lerman, an economist with Apprenticeships for America, noted the paradox: while apprentices may initially appear costly due to their required mentoring, they can simultaneously fulfill roles that businesses would have to pay for otherwise. Convincing employers to shift their recruitment and training approaches remains a significant hurdle.

Even major corporations face challenges in effectively establishing their apprenticeship frameworks. Orrian Willis, a workforce development specialist for San Francisco, highlighted that even big tech companies struggle to keep up with demand. When they post apprenticeship opportunities, the influx of applications often leads to them being taken down within days.

With rising interest in apprenticeships, a gap remains. If applications grow without a corresponding increase in opportunities, waiting lists will become more common. Kathy Neary, from the Center of Workforce Innovations, asserted that public perception must align with the reality of apprenticeship availability.

Complications arise in various regions, including Washington, D.C., where Jennie Niles indicated that insufficient employer demand stymies rapidly increasing student interest. This stagnation can often be attributed to bureaucratic hurdles, including the rigorous standards required for registered apprenticeships, which many employers find daunting.

Moreover, proposed updates to regulations intended to strengthen worker protections have faced criticism for potentially complicating the existing framework. As employers navigate these challenges, there are calls for exploring unregistered apprenticeship programs and increasing financial incentives for businesses willing to invest in training.

Edu-REACH and similar organizations emphasize the importance of support systems to connect young apprentices with willing employers. “We have to help steward the business through building these types of experiences,” said Betsy Revell, for EmployIndy. She stressed the importance of guiding businesses unfamiliar with supervising younger employees.

For Joey Cook, the differences between the perspectives of young apprentices and businesses are clear. While he sees the immense value of the apprenticeship route for students, he recognizes the considerable risk that companies undertake when hiring untested candidates. Until more employers actively participate in apprenticeship programs, the potential for growth in this area may remain unrealized.