The shortage of skilled workers is a significant problem in the U.S. that continues to grow. For many executives, talent shortages top the charts as the greatest emerging risk companies currently face.
Apprenticeship programs offer a high-value solution to the growing skilled labor crisis, but are not considered as a natural talent acquisition option in our country. They are a proven model for successful employee recruitment and retention in other countries, however, they are severely underutilized in the U.S. But why?
Much confusion still exists surrounding apprenticeship programs. When executives hear “apprenticeships,” they automatically think of “internships,” which are much more common in the U.S.
While both apprenticeships and internships are used to find workers, the similarities end there. When it comes to a company’s employee retention and growth strategy, apprenticeships are vastly different than those of internships.
So, what are these critical differences?
Read our article to explore the top three differences between internships and apprenticeships from an employer’s point of view.
Recognizing these three differences — and understanding the various benefits of apprenticeships — could make all the difference in finding ideal candidates to solve your company’s skilled labor dilemma.
Interested in creating apprenticeship programs in your company? Contact us here to learn more about partnering with Franklin Apprenticeships to change the American workforce and unlock opportunities for your business.