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Three young people sit at computers while an older professional gives them instruction. Although apprenticeship is most seen for skilled trade roles in construction and manufacturing, the apprenticeship model has been modernized to incorporate needed flexibility such as competency-based training, virtual or hybrid instruction delivery and direct alignment with both industry credentials and academic credit toward college degrees. (Credit: goodluz/Shutterstock.com)

The goals of an apprenticeship program are to provide an employee with a fair wage and broadly applicable and nationally recognized certification, create career advancement opportunities, and cultivate an advanced skill-set that meets an employer’s needs and yields overall positive returns on investment for employers. Registered apprenticeship, supported through the Department of Labor, allows organizations to expand their talent sources without lowering their standards for hiring, since typical requirements like work experience are actively met on the job.

While apprenticeship programs have been available across numerous industries for decades, rampant market growth, as well as labor shortages in recent years, have led to a need to modernize the apprenticeship model to meet companies’ growing and dynamic labor market and hiring needs. For example, risk management company ClearForce has joined Safal Partners, a workforce solutions organization, to provide employers with a high-quality, streamlined way of recruiting, training, and upskilling workers in critically needed tech occupations through a one-of-a-kind national registered apprenticeship program. Their unique approach includes cutting-edge behavioral monitoring of employees throughout the apprenticeship process, to optimize the development of apprentices while also de-risking the hiring process for companies.

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