Apprenticeships are as ancient as civilization. A master trains an apprentice in a trade, and then the knowledge passes from generation to generation.
Compared to other professions, the trades are remarkably stable and recession-proof. Yet, the world keeps changing. Skilled trades that resist modernization risk losing generations of knowledge as fewer enter the trades. The trades need immersive, simulation-based learning to help ignite a love of the trades and usher in the next generation of apprentices. Here’s why.
The Challenge of Apprenticeships in Skilled Trades Training
The apprenticeship tradition remains alive and well in the U.S., with over 800,000 registered apprenticeships today. It’s mutually beneficial for both apprentices and employers: 90% of apprentices stay with their employers after completion, with a competitive average starting salary of $80,000.
Yet, this model isn’t keeping up with the demand for skilled labor. As the trades workforce ages, too many master tradespeople are retiring and too few are entering the trade. By nature, apprenticeships are a resource-intensive program. They require 1:1, in-person time in a structured environment over the span of years. While this structure is what makes apprenticeships valuable, it also creates bottlenecks when there are too few master tradespeople.
While digital training can’t replace all aspects of an apprenticeship, simulations and other modules can supplement apprenticeship training and maximize masters’ time, allowing programs to scale.
Three Ways Simulations Can Benefit Apprenticeships
Here’s why simulations are beneficial and necessary to modernize and strengthen apprenticeships for the next generation.
1. Addressing scalability challenges in physical apprenticeships
Registered apprenticeships have many requirements: a sponsor, alignment with industry standards, and supplemental education to start. Most crucially, they need an employer who can pay the apprentice, provide a space, a mentor for their learning journey, and Related Technical Instruction (RTI).
Simulations, like virtual reality (VR) and online 3D simulations, allow apprentices to work through their RTI hours more independently before refining their skills in-person with a mentor. This creates more flexibility for the apprentices and ensures that time with their mentor is focused on the most challenging hands-on tasks they need to master to be successful in the trades.
2. Keeping up with digital transformation in the trades
Even as a hands-on, physical industry, the trades require digital skills. Today, most contractors use mobile technology for daily field reports (69%), accessing customer information (56%), time tracking (54%), and sharing drawings, photos, and documents (53%).
Apprentices today are coming into the field with a higher level of digital literacy than ever seen before. Programs that incorporate digital learning from day one have a leg up when it comes to recruiting new hires. As demand for employees rises, the apprenticeship programs that embrace modern learning now will be the ones that win the talent war.
3. Preparing for a lifetime of reskilling
Embracing digital, interactive training is the first step in building a scalable culture of training. While the trades are more durable than many other professions, they are still open to disruption.
Innovations in the trades include everything from clean energy to automation to smart tech. A young apprentice today will likely need to acquire many new skills over multiple decades, rather than completing just one intensive learning period as an apprentice. Online simulations develop a culture of lifelong learning and a flexible format that can extend throughout a tradesperson’s career.
Apprenticeships in Action: Camflo Heating and Cooling
Camflo Heating and Cooling developed a four-year HVAC apprenticeship program designed to take new recruits from the classroom to independent field technicians.
Trainer Titus Hess credits Interplay Learning with making the program possible by simplifying its Department of Labor registration and providing structured learning paths that paired simulations with real-world training.
The interactive simulations helped apprentices build muscle memory and confidence before stepping into the field. This led to faster ramp-ups and stronger job performance once apprentices began running service vans on their own.
The program has delivered measurable results: Camflo boasted a 90% retention rate of apprentices who stayed on as full-time employees. The cultural impact has been equally strong. The structured training has reduced callbacks, improved customer satisfaction, and enhanced the mentorship time.
“Building that training culture has been vital,” says Hess. “Interplay makes it easier for me to focus on mentoring and teaching rather than administrative tasks.”
Unlock Capacity and Scale with Simulation-Based Learning
Simulation-based learning ignites a love of learning through engaging practice. It reduces mentor hours and creates independent learners, benefiting the mentor, the apprentice, and the business. With this scalable model, a new generation can take up the trade.
Learn how Camflo Heating and Cooling and QuesTec Mechanical revamped their apprenticeship programs with Interplay Learning, or contact a representative to see how Interplay can support your apprenticeship program.
