Apprenticeships were once the backbone of the engineering sector. For many years, this tried-and-tested method of hands-on learning was the key route into skilled trades and technical professions. Yet, over the last 20 to 30 years, many companies moved away from apprenticeships, favouring university degrees and formal qualifications instead. As a result, the pipeline of skilled engineers has steadily declined, contributing to the skills shortage that the industry now faces.

Today, there is a growing recognition that traditional academic routes may not be the answer to closing the skills gap. Instead, there is a renewed interest in bringing back apprenticeships as a way to train a new generation of engineers who are equipped with both the theoretical knowledge and the practical experience necessary to thrive in a rapidly evolving industry.

But is reviving apprenticeships the best way to fill the skills shortage? Let’s explore how these programmes could once again become the foundation for engineering careers.

In the mid-20th century, apprenticeships were the most common path into engineering roles. Young people would join engineering firms, working alongside seasoned professionals while learning the skills of the trade. This hands-on experience, combined with formal education, ensured that by the end of their training, apprentices were fully qualified to step into skilled roles. The apprenticeship model not only produced highly capable engineers but also fostered long-term loyalty between apprentices and the companies that trained them.

However, over the last 20 or 30 years, many businesses began moving away from apprenticeships. The rise of higher education meant that more young people were encouraged to pursue university degrees, and companies increasingly sought candidates with academic qualifications over practical experience. As a result, the number of engineering apprenticeships dwindled, and many firms stopped offering these programmes altogether.

This shift had long-term consequences. While university graduates may enter the workforce with strong theoretical knowledge, they often lack the practical skills that are crucial in engineering roles. Employers have found that new hires need significant additional training before they can contribute effectively. This has contributed to the current skills shortage, as the demand for experienced, hands-on engineers continues to grow.

In light of these challenges, there is a growing recognition that apprenticeships need to be revived as a key training method for the engineering sector. Unlike traditional academic routes, apprenticeships offer a more balanced approach to learning, combining classroom instruction with real-world experience. Here’s why bringing back apprenticeships could be the answer to filling the skills gap in engineering:

• Hands-On Experience is Key: Engineering is an inherently practical profession. Whether working on machinery, designing components, or managing projects, engineers need to be able to apply their knowledge in real-world scenarios. Apprenticeships provide this hands-on experience from day one, allowing trainees to develop the practical skills that are often lacking in university graduates.

• Customised Training for Industry Needs: Apprenticeships can be tailored to the specific needs of an employer, ensuring that apprentices develop the precise skills that are in demand. This makes apprenticeships highly adaptable, allowing companies to train candidates in the latest technologies and practices that are specific to their industry. For example, an engineering firm focusing on renewable energy can train apprentices in the latest innovations in that field, ensuring a future-ready workforce.

• Bridging the Generational Gap: With a significant portion of the engineering workforce nearing retirement, there is an urgent need to transfer knowledge to the next generation. Apprenticeships allow experienced engineers to pass on their expertise to apprentices, ensuring that valuable knowledge isn’t lost when older workers retire. This approach helps to create continuity within organisations and ensures that critical skills are preserved.

• Cost-Effective for Employers and Trainees: Apprenticeships are often more cost-effective than hiring university graduates who may require additional training. Employers can train apprentices on the job, moulding them into highly capable employees who are familiar with the company's systems, culture, and processes. For apprentices, the "earn while you learn" model makes this a more financially accessible route into engineering, avoiding the high costs associated with university education.

While university degrees offer a deep understanding of engineering principles, they don’t always prepare graduates for the practical realities of the job. Theoretical knowledge is essential, but without hands-on experience, many graduates struggle to transition into the workforce smoothly. This disconnect has left companies needing to invest heavily in additional training for new hires, which prolongs the time it takes for them to become productive.

Moreover, the rise of digital technologies and automation in the engineering sector means that the skills required are constantly evolving. Apprenticeships offer the flexibility to adjust training programmes quickly, ensuring that apprentices are learning the most up-to-date skills. University courses, on the other hand, can be slower to adapt to changes in the industry, making it harder for graduates to stay current with industry needs.

Several companies are already seeing the benefits of bringing back apprenticeship programmes. For example, Jaguar Land Rover has reinvested in apprenticeships as a way to fill its skills gap in manufacturing and engineering. The company offers apprenticeships that combine academic learning with practical experience in areas such as electrical engineering, manufacturing, and product development.

Similarly, Balfour Beatty, a leading infrastructure company, has launched apprenticeship programmes to address the skills shortage in civil and mechanical engineering. These apprenticeships allow young people to gain experience on major construction projects, learning the essential skills needed to succeed in the industry.

These companies recognise that apprenticeships are not just a way to fill immediate vacancies—they are a long-term investment in the future of their workforce. By training apprentices, these businesses are ensuring that they have a steady pipeline of skilled engineers who are familiar with their processes and ready to take on more responsibility as they progress in their careers.

1. Identify Specific Skill Gaps in Your Organisation

Before launching an apprenticeship programme, it’s important to conduct a thorough skills audit. Where are your company’s biggest gaps? Are you lacking expertise in specific areas like mechanical systems, electrical engineering, or data-driven manufacturing processes? This assessment will help you design a programme that addresses your company’s unique needs and ensure that apprentices are trained in the areas most critical to your business.

For example, if your company is implementing new automation technologies, your apprenticeship programme should focus on developing skills related to robotics, machine learning, and system integration. Tailoring the programme to meet these specific requirements will ensure that apprentices are well-equipped to tackle your company's immediate and future challenges.

2. Collaborate with Educational Institutions

A successful apprenticeship programme often involves collaboration with local colleges or vocational schools. Educational institutions can provide the necessary classroom-based learning that complements on-the-job training. By partnering with these organisations, you ensure that apprentices receive a well-rounded education that blends theory with practice.

Establish clear communication with educational partners to develop a curriculum that aligns with your company's goals. Consider creating a bespoke course that integrates your specific technologies, tools, and methodologies into the broader academic content.

3. Mentorship is Key to Apprenticeship Success

One of the greatest strengths of apprenticeships is the opportunity for new talent to learn directly from experienced professionals. To maximise this benefit, it’s crucial to have a formal mentorship structure in place. Assign skilled engineers or technicians as mentors to guide apprentices through the process, offering practical insights and advice that can’t be found in textbooks.

Mentorship also plays a key role in employee engagement and retention. By fostering strong mentor-apprentice relationships, companies create a supportive learning environment that encourages apprentices to stay and grow within the organisation. Be sure to offer mentors training on how to effectively coach and develop apprentices.

4. Develop a Clear Progression Pathway

Apprenticeships are about long-term investment, so it's essential to create a clear career progression for your apprentices. Outline the skills, knowledge, and milestones that apprentices are expected to achieve at each stage of the programme. This not only gives apprentices a sense of direction and purpose but also allows you to track their progress.

Consider developing a multi-level apprenticeship programme, with distinct pathways for different engineering specialisations. For instance, an electrical engineering apprentice might progress through levels of increasing responsibility, from basic circuit design to managing electrical installations on complex projects. This structure can serve as both a motivational tool for apprentices and a strategic framework for your company’s talent development.

5. Incorporate Digital Skills and Emerging Technologies

The engineering sector is becoming increasingly reliant on digital tools and technologies, from 3D printing and CAD software to artificial intelligence and the Internet of Things (IoT). It’s important that your apprenticeship programme incorporates training in these emerging areas to prepare apprentices for the future of engineering.

Ensure that apprentices are exposed to the latest technologies and taught how to work with digital tools that will be critical to their roles. This could involve partnerships with technology providers to ensure access to cutting-edge equipment, or investing in specialised training that complements your in-house expertise.

6. Offer Competitive Compensation and Benefits

While apprentices are often new to the workforce, it’s important to offer competitive compensation that reflects the value they bring to your organisation. A fair wage not only helps to attract talented candidates but also reinforces the idea that apprenticeships are a respected, viable alternative to traditional academic routes.

Additionally, consider offering benefits such as training allowances, travel expenses, and opportunities for further education. Showing that you’re committed to the professional development of apprentices will make your programme more attractive and competitive.

7. Evaluate and Adapt the Programme Regularly

Like any business initiative, your apprenticeship programme should be regularly evaluated and adjusted as needed. Gather feedback from apprentices, mentors, and other stakeholders to understand what’s working and what areas need improvement. Track the progress of apprentices and measure key outcomes such as retention rates, skill development, and eventual job placement.

Make sure to adapt the programme to reflect changing industry trends and emerging skill requirements. For example, as automation continues to grow, your programme might need to expand its focus on robotics and artificial intelligence. Keeping the programme dynamic and responsive to change will ensure it remains relevant and effective.

As the engineering sector faces an ever-widening skills gap, apprenticeships are emerging as a vital solution to train the next generation of engineers. By developing a well-structured, industry-focused apprenticeship programme, companies can cultivate homegrown talent, tailor skills to meet their specific needs, and ensure a steady pipeline of skilled professionals.

For businesses looking to remain competitive in a rapidly evolving landscape, now is the time to reinvest in apprenticeships as a strategic tool for workforce development.