Rise in Apprenticeship Popularity
More and more employers are realizing the value of offering an apprenticeship or internship program to funnel more skilled workers into their talent pools. In 2023, there were more than 340,000 registered apprentices in the construction industry alone, a 28% increase over the past five years, according to Apprenticeship.gov.
Internships are just as valuable, as they introduce young people to the opportunities that exist in construction, a field that for so long came second to earning a college degree. But that is all beginning to change as new grads see the value in learning valuable trade skills, while earning good pay without accruing the debt that comes with a four-year degree.
With so much potential interest in apprenticeship and internship opportunities, it’s imperative that employers take steps to draw in as many candidates as possible. Arcoro’s Applicant Tracking System (ATS) offers features that make attracting apprenticeship and internship candidates much easier and more effective.
What’s the Difference Between Apprenticeships and Internships?
While both internship and apprenticeship programs provide workers with skills and knowledge via on-the-job training, they do differ when it comes to duration, pay and outcome, which can affect how you recruit applicants for these programs.
Apprenticeship programs typically target workers who are looking to either start or change a specific career, like carpenter, electrician or plumber. Participants have already graduated from high school and are looking for full-time employment once the apprenticeship is over. Apprentices typically receive job-specific training via on-the-job as well as through a local vocational program. Apprentices are also paid for their time, with some having their schooling paid for as well by their employers.
Internships on the other hand are less job specific. Internships typically appeal to those still in high school or college who haven’t chosen a career path yet. Interns typically receive high-level instruction about the many jobs and functions of a company, allowing them to experience the many possible careers the field can offer. Many times, internships are short, fitting into school breaks, and provide high school or college credit instead of pay.
How Arcoro’s ATS can Boost Apprenticeship and Internship Recruitment
Recruiting for apprenticeship and internship programs requires targeting a very specific group. Instead of casting a wide net to snare the most candidates, these programs may only appeal to a small number of candidates, so a streamlined, efficient approach, is essential. Arcoro’s ATS allows HR teams to reach the right applicants at the right places.
How the ATS can be Used to Target Apprentices
Apprentices are looking to start a specific career. They’re likely already familiar with the field they’re interested in, so it’s important to find them where they’re already looking. Arcoro’s ATS can list your apprenticeship opportunity on multiple job boards, whether they’re construction-specific, like Procore’s job board, or general, like Indeed.
But where it really drills down to finding the right candidate is the ability of the ATS to create custom applications that glean information needed specifically for apprenticeship positions like areas of interest, desired location, graduation date and/or college or trade program. Instead of pointing an applicant to your existing application, you can point them directly to a custom application that not only provides the information you need but is easily trackable. This is especially useful during job fairs and career days where applicants can use a QR code you create to access applications directly.
Because the ATS tracks all applicants, it provides data that allows users to create their own talent pool, from which they can search candidates by interest or simply maintain contact with previous strong applicants. The data Arcoro’s ATS provides also gives insight into the best places to recruit and any Affirmative Action details that need to be reported on for certain programs. For example, some government-sponsored programs require employers to abide by DE&I and Equal Opportunity guidelines.
How the ATS can be Used to Target Interns
Interns are less likely to spend extra time searching for opportunities, since they’re not sure what their career will be, so it’s critical that the application process is as quick and easy as possible.
Arcoro’s ATS can create custom QR codes that make recruiting at career fairs easy. Potential interns simply snap the code with their phones and are directed to your custom application. Custom applications can capture areas of interest, desired location, graduation date, college or trade program or whatever else you wish to add. You can also copy the QR link to Handshake, a common college career board.
And just as with apprenticeships, the data the ATS captures can be used to create a talent pool where you can search past candidates for future positions, as well as valuable insight into the best places to recruit and Advanced Analytics needed for reporting back to colleges or high schools.
Get More from Your ATS
Arcoro’s ATS does much more than simply post positions to job boards. Our software gathers essential data, giving you the ability to track, record and report on every person who applies at your company—whether they are a seasoned professional, an early-career apprentice or an interested student. Available features also make it easy to customize applications for streamlined recruiting and reporting.
Learn more about what Arcoro’s ATS can do by contacting us today.
