Grantees gathered to discuss participant apprenticeship preparation strategies and the importance of mentoring. 

Preparing Apprentices

Grantees found that preparing prospective participants for the rigors of an apprenticeship program was integral to participant and, later, apprentice retention.  Participant preparationstrategies include: 

  • Holding student information sessions to establish expectations for On-the-Job- Learning (OJL)

  • Inviting employer partners to information sessions to set the tone for work ethic and job responsibilities.

  • Requiring career readiness workshops, refining resumes and LinkedIn profiles, holding mock interviews, and evaluatingparticipant digital skills



Grantees discussed the advantages of pre-apprenticeship programs and found these programsto be helpful inaddressing the challenge of matching students with the demands of the apprenticeship.Effective strategies found include:

  • Providingstudent assessments for both academic aptitude, mindset, and soft skills

  • Assigning coaches to work with students each week

  • Encouraging and guiding pre-apprentices in the accumulation of professional credentials while training



Some grantees have found employer partners hesitant to hire apprentices due to concern that remote work makes mentorship impossible.  Grantees shared helpful strategies for addressing employer hesitancy to include:

  • Making a distinction between training and mentorship

  • Mentorship should be about making apprentices feel welcome and supported

  • Helping employers understand that mentorship responsibilities can be shared.  It takes a village.

  • Providingemployers with mentorship resources from WorkforceGPS

  • Focusing on the future. There is hope that more in-person work will lead to greater program creation, implementation, and adoption.