Technology moves fast. Markets shift overnight. Talent expectations are evolving. Companies that invest in workforce development today are the ones setting the pace tomorrow.
With talent shortages hitting industries across the board, employers are feeling the pressure to build a steady pipeline of skilled workers who can keep up with evolving demands. At TPMA, we constantly hear from our clients about the challenges of finding qualified talent—proof that the old hiring playbook just isn’t cutting it anymore. That’s where work-based learning (WBL) programs, especially modern youth apprenticeships, come in. These programs don’t just equip students with valuable hands-on experience—they also give businesses a direct line to emerging talent, helping to close skills gaps before they widen.
Indiana’s Approach
We’ve seen this model in action through Indiana’s Modern Apprenticeship Program (MAP), which has successfully connected high school students with real-world, paid work experiences in high-demand industries like healthcare, IT, and advanced manufacturing. With in-person, remote, or hybrid work models, MAP apprentices are dynamic assets to teams, working 20 hours a week while gaining critical industry knowledge. For employers, this means a low-risk, high-reward opportunity to train and mentor future full-time hires, ensuring a workforce that is prepared for long-term success.
Despite the clear benefits of WBL, many businesses hesitate to get involved, often held back by concerns about complexity, regulations, or simply not knowing where to start.
Breaking through the Bottleneck
Youth apprenticeships have gained traction as a powerful workforce development tool, blending classroom instruction with hands-on work experience. However, despite increasing investment in these programs, their success often hinges on employer participation—and that’s where momentum stalls. Many businesses recognize the value of “growing their own” workforce but hesitate due to several factors.
Some lack awareness, unfamiliar with apprenticeship and WBL programs, unsure of where to start, or unaware of available resources. Others perceive WBL as overly complicated due to federal, state, and local labor laws governing youth employment. Operational challenges also come into play, as businesses worry about integrating apprenticeships into existing workflows without disrupting productivity. Additionally, small and mid-sized companies, in particular, may feel they lack the capacity to support training initiatives. These concerns, while valid, should not be barriers to action. The key is to start small and build from there.
The Competitive Advantage is Clear
Businesses that invest in WBL programs gain a significant competitive edge. Here’s why:
Strengthening the Talent Pipeline
WBL programs provide businesses with a steady stream of skilled workers trained to meet specific company needs. Unlike traditional hiring methods, which often rely on external talent pools, apprenticeships and internships allow businesses to shape employees from the ground up, ensuring alignment with company culture and job requirements.
Reducing Turnover and Increasing Retention
Organizations that invest in WBL often see a big payoff—higher retention rates and a more committed workforce. Employees who go through apprenticeship or internship programs tend to build stronger connections with their workplaces, leading to greater job satisfaction and lower turnover. In fact, studies show that apprentices are more likely to stay with their employers long-term, helping businesses cut recruitment costs and create a more stable, skilled workforce.
Enhancing Reputation and Community Engagement
Companies that invest in WBL don’t just build a stronger talent pipeline—they also enhance their reputation as industry leaders and community partners. By actively engaging with local schools, workforce boards, and economic development organizations, businesses show they’re committed to shaping the future workforce. This not only strengthens brand credibility but also fosters goodwill among consumers, stakeholders, and the broader community.
Financial Incentives and Cost Savings
Many states and local governments offer financial incentives, grants, and tax credits to employers participating in apprenticeship and WBL programs. These funding opportunities can offset the costs of training and mentoring, making WBL an economically sound investment for businesses of all sizes.
5 Immediate Steps Businesses Can Take Now
For businesses new to WBL, here are some practical, low-barrier actions to get started:
1. Engage with Career and Technical Education (CTE) Programs
Career and Technical Education (CTE) programs, housed in high schools and community colleges, offer industry-aligned curricula that prepare students for in-demand careers. Businesses can play a vital role in strengthening these programs by actively engaging with students and educators. Hosting student tours allows businesses to showcase career opportunities and workplace environments, helping students visualize potential career paths. Guest lectures or classroom visits provide industry insights, exposing students to real-world applications of their studies and broadening their understanding of workplace expectations. Businesses can provide feedback on curriculum development to ensure alignment with industry needs, helping to equip students with the skills and knowledge necessary for success in the workforce.
2. Understand Your Local and State Labor Regulations
Many employers hesitate to hire minors, assuming it comes with extensive legal hurdles. But in reality, a quick review of local and state labor laws can clear up what tasks young workers can legally perform, making it much easier to take advantage of WBL programs.
To navigate these regulations smoothly, businesses can tap into resources like workforce development boards and American Job Centers for expert guidance on compliance and best practices. Reviewing state labor laws on youth employment can also help demystify the process, making it clear which roles are suitable for young workers. Beyond that, partnering with industry associations gives employers a voice in shaping policies that expand WBL opportunities—helping to create a more business-friendly environment for youth apprenticeships and early career experiences.
3. Offer Job Shadowing and Informational Interviews
Job shadowing offers students real-world exposure to various career paths, allowing them to observe day-to-day operations and interact with professionals. Businesses can support this valuable experience in multiple ways. Hosting students for a few hours or a full day enables them to see different roles in action, gaining a firsthand understanding of workplace expectations and career possibilities. Arranging informational interviews with employees provides deeper insight into career trajectories, industry trends, and the skills needed for success. Leveraging virtual job shadowing opportunities can expand access to students in remote locations, ensuring that more young learners can explore potential careers regardless of geographic barriers.
4. Join or Start an Industry Advisory Group
Employers can play a critical role in shaping local workforce development efforts by participating in advisory councils that guide education and training programs. These groups help ensure that WBL initiatives align with industry needs, creating a pipeline of well-prepared talent. Businesses can get involved by joining an existing advisory board at a local high school, college, or workforce development agency, offering direct input on curriculum and program design. Collaborating with regional economic development organizations allow employers to influence broader talent strategies, ensuring that workforce initiatives support long-term business growth. Additionally, advocating for policies that expand funding and resources for WBL programs can help sustain and scale these efforts, ultimately benefiting both employers and job seekers.
5. Leverage Workforce Development Boards and Economic Development Organizations
Workforce development boards (WDBs) and economic development organizations serve as valuable intermediaries between businesses, education providers, and government agencies, helping to bridge the gap between talent supply and industry demand. These organizations can support employers in navigating the complexities of WBL program implementation, offering guidance on regulations, best practices, and program design. They also connect businesses with funding opportunities and apprenticeship resources, making it easier for companies to invest in workforce training without shouldering the full financial burden. By facilitating partnerships between companies and educational institutions, WDBs and economic development organizations help ensure that training programs align with industry needs, creating a stronger and more sustainable talent pipeline.
Work-Based Learning Implementation
While the benefits of WBL are clear, many businesses still face challenges in implementation. However, several strategies can help overcome these hurdles and make WBL more accessible and effective.
Starting small and scaling up is a practical approach—businesses don’t need to launch a full-fledged apprenticeship program overnight. Piloting a small initiative, such as offering a single internship, allows companies to gain valuable insights and refine their approach before expanding. Leveraging third-party support can also simplify the process. At TPMA, we help strengthen the workforce ecosystem by providing strategic guidance and best practices for WBL implementation.
Engaging internal champions—designating a leader within the organization to coordinate WBL efforts—ensures alignment with business goals and workforce needs. Finally, measuring impact is essential; tracking key outcomes such as employee retention, productivity, and skill development helps demonstrate the return on investment, reinforcing the long-term value of WBL programming.
Conclusion
Businesses can no longer afford to take a passive approach to workforce development. In a competitive labor market, engaging in WBL is a strategic imperative. Whether through apprenticeships, internships, or partnerships with educational institutions, businesses that invest in talent development today will lead their industries tomorrow.
Need guidance on where to begin? Contact TPMA here to learn more about how we support.