From Training to Job Placement: Addressing the “Last Mile” for Apprentices?

According to the Department of Labor, there are more than 500,000 active apprentices in the U.S. Based on a recent study, many of these apprentices will face challenges such as employment gaps, transportation issues, and limited job opportunities after their apprenticeships end. These struggles highlight two critical unmet needs: access to employment post-apprenticeship and reliable means to reach job locations, whether through transportation or relocation support.

Many apprentices acquire valuable skills but struggle to find local job openings in their field. Those with limited resources face additional challenges in transitioning to employment, particularly when relocation is necessary. This “last mile” challenge, by enabling a mobile workforce to access available jobs, is an opportunity we must urgently address.

Ready to Work, But Where Are The Jobs?

Imagine the frustration: A newly graduated apprentice in Los Angeles faces a saturated local job market. Their skills are in high demand in places like Atlanta, but they may only reach those opportunities with financial support to relocate. Relocation is often financially impossible because the median savings for those under 35 is estimated at only $5,400, and relocation costs could absorb much of this.

Unfortunately, many employers don’t offer relocation benefits for entry-level roles, leading to skilled workers who remain unemployed or underemployed. Recent statistics show that relocation support for entry-level roles remains limited among employers. While over 60% of U.S. companies offer relocation benefits, this support often varies by position level, with fewer entry-level employees receiving comprehensive relocation packages. Relocation packages are generally more substantial for senior roles, whereas entry-level employees may receive reduced or lump-sum packages, if any, which are often capped to control costs. This gap often leaves skilled entry-level workers with limited options if they need to relocate to secure employment, contributing to underemployment and limiting access to available roles.

Creating Solutions And Opportunities

Improving the economic stability of apprentices through access to rewarding job opportunities creates a win-win situation for skilled workers and employers. Through my involvement with Caliber’s Technician Apprentice Program (TAP), I’ve seen firsthand how investing millions in training and supporting relocation for graduates has helped address the technician shortage in the auto collision repair industry. However, most apprentices lack this level of support, and many companies don’t have the resources to create apprenticeship programs.?

Fortunately, there are still ways to help apprentices secure meaningful employment.

Addressing the “last mile” challenge on a national scale requires a few critical solutions: a comprehensive database of skilled-trade positions, job-matching services, and financial support like grants or tax deductions to make relocation feasible that can benefit many industries seeking skilled workers.?

For instance, retailer Harbor Freight is taking action by partnering with businesses and nonprofit leaders to strengthen, retain, and enhance the apprenticeship experience for both apprentices and employers, through sponsoring the Harbor Freight Leadership Lab. Through these collaborations, Harbor Freight and their collaborators are better understanding workforce issues and finding impactful solutions that support apprentices’ growth and ensure they’re equipped for long-term success in the workforce.

Streamlining local and national efforts to address the “last mile” will take time. However, until we solve this challenge, we’re missing out on a mobile, skilled workforce that could add millions, if not billions, to the national economy while fostering financial independence and contributing to local communities.