upskilling in the skilled trades: why it matters and how to start.

Skilled trades workers are the backbone of thriving industries, yet employers are finding it increasingly difficult to hire tradespeople with the right skill sets. As more tradespeople retire across the US and Canada, employers that provide upskilling opportunities will have a clear competitive edge.

Developing a skilled trades workforce requires an understanding of workers’ backgrounds, what the barriers they face, and how to approach new apprenticeships. As a trusted partner for finding skilled trades talent, Randstad’s experts can help employers develop upskilling programs that unlock talent pipelines.

In this article, we’ll explore why upskilling matters in the trades, the challenges workers face, and practical strategies for building a more skilled and resilient workforce.

why upskilling matters.

Upskilling helps skilled trades workers thrive in their careers, but it also helps employers create the talent they want. Here are a few important reasons upskilling matters for today’s skilled trades workforce:

learning opportunities for young apprentices.

Many young people choose four-year degrees over trades apprenticeships simply because they don’t know what opportunities are out there. However, that’s not the whole story: apprenticeships are also failing to keep up with demand for new entrants. That leaves young people on waitlists, with few affordable options for entering the trades.

apprenticeships build talent pipelines.

Employers who are quick to hire journeymen may overlook the benefits of supporting apprenticeships. Apprenticeship opportunities can create a strong talent pipeline for employers willing to train workers on the job – and fuels economic growth that relies on a new generation of skilled tradespeople.

career growth and retention.

Upskilling matters for more established tradespeople too: only 40% of blue-collar workers are satisfied with their career development opportunities. Workers want the chance to grow into new opportunities, gain new skills, and boost their salary. Additionally, employers who provide those opportunities can increase retention and employee engagement.

clearing misconceptions about trades.

Many young people are steered toward four-year degrees simply because they don’t know about the opportunities in trades. This leads to declining registrations as demand for skilled tradespeople continues to rise. Building awareness can help attract a broader and more diverse talent pool.

In spite of the clear value of upskilling workers, many employers are hesitant to offer training opportunities on the job. Often, that’s because introducing training programs can come with unique challenges of their own.

challenges in upskilling trades workers.

Upskilling trades workers comes with challenges of its own. In many areas, for example, demand for trades workers outpaces supply. A 2022 report found that Canada would need 122,380 new journeypersons from 2022 to 2026, which would require 256,000 new apprentices yet there’s fewer new apprentices entering the trades.

Employers who take on apprentices may find the time commitment and cost a challenge. Apprentices need to balance work and school, leaving employers navigating fluctuations in their workforce. Hiring apprentices can also pose retention challenges, since those new to the workforce may not yet have a sense of whether their chosen trade is the right fit for them.

Training programs also have to adapt to technological advancements in some industries – yet struggle to evolve quickly enough. Employers can overcome these challenges with a strategic approach to apprenticeships.

strategies for upskilling the trades workforce.

Rather than seeing upskilling as a “nice to have” option, employers should view it as essential. Navigating shifting markets requires a workforce that’s able to meet new industry demands. By adopting innovative approaches and forming strategic partnerships, employers can build a stronger and more adaptable talent pipeline.

government and industry partnerships.

Government programs such as Canada’s Apprenticeship Service and Department of Commerce initiatives in the US support employers offering apprenticeship opportunities. Special programs and funding are often available for employers offering apprenticeships for underrepresented workers and in-demand skills.

For example, employers in Canada can receive $5,000 in additional funding for supporting underrepresented workers. In the US, the Climate Ready Workforce initiative has $60 million in grant funding available to boost sustainability-related skills.

participate in pre-apprenticeship programs.

Partnering with pre-apprenticeship programs can help prepare new workers for trades careers. These programs are designed to set workers up for success, providing foundational skills and industry insights to help them thrive in future roles.

Employers can offer on-the-job training for students in pre-apprenticeship programs to find candidates who are eager to learn. This can help employers quickly identify which candidates have the potential to grow in their careers.

combat stigma surrounding the trades.

Angi reports that 90% of skilled tradespeople are satisfied with their line of work. Yet the stigma about entering the trades persists among young people deciding on a career path. Many young people enter into four-year degrees under the mistaken impression that white-collar careers will be more lucrative.

Fighting this stigma starts with communication that highlights the opportunities and competitive salaries trades workers can earn. Employers participating in pre-apprenticeship programs can use their network to help boost communication about career growth opportunities in the trades.

leverage technology.

Digital tools can help make training more accessible, with self-directed approaches that track student progress. This can help address gaps in traditional programs with micro-credentials that cover things like safety, technical terms, and administrative tasks.

Emerging technologies like VR and AR can simulate hands-on experiences, letting students learn manual processes without relying on expensive resources and equipment. Online learning platforms can provide upskilling pathways for safety and technical training as well.

promote inclusivity and diversity.

Addressing systemic barriers for underrepresented groups isn’t just good for the economy – it can also help employers reach untapped pipelines of new workers. Safe, inclusive environments and tailored support can help women and minorities thrive in the trades.

Employers can look to government and union partnerships for specialized assistance, and leverage technology to create training pathways that benefit marginalized groups.

Rather than having a singular focus for upskilling, employers can use these strategies to create an upskilling ecosystem that adapts to meet the demands of their workforce. Upskilling programs should balance organizational needs with employee goals – and consider the knowledge gaps that will impact their future.

how future trends will impact workforce development.

Automation, new technologies, and shifting industry priorities are all having an impact on what trades skills are in demand. Understanding where your industry is headed can help you develop your workforce more proactively.

For example, the shift towards green industries is creating new demand for sustainability practices that require new skills. In the US, solar panel installers and wind turbine service technicians are some of the fastest-growing jobs across industries.

As workplaces evolve, traditional training approaches may no longer suffice. Micro-credentials and personalized, flexible training programs can help established workers get up to speed.

reskilling for a competitive trades workforce.

Building a trades workforce ready for tomorrow’s challenges relies on upskilling today. Fortunately, there are a lot of resources and strategies employers can leverage to help them get started. Upskilling opportunities are undeniably beneficial for employers, workers, and the industry as a whole – but they need to be implemented with care.

Randstad is committed to helping employers and employees alike find upskilling strategies that work. As the world’s largest recruiter, we see firsthand the struggles new entrants in the trades face – and the struggles of employers in finding skilled trades talent.

Interested in getting started with your own upskilling or apprenticeship program for trades workers? Randstad can help you with the insights and resources you need to unlock the full potential of your workforce. Reach out to an expert today for help finding (and creating) the skilled talent you need.