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The Ontario Government is Committing to 5,000 New Apprenticeships Each Year for the Next Four Years

tradesmart23 on March 18, 2025

The Ontario Government is Committing to 5,000 New Apprenticeships Each Year for the Next Four Years

Introduction: A Step Forward, but Not the Full Solution

The Ontario government has announced funding to create 5,000 new apprenticeship spots annually for the next four years, a move that signals a commitment to strengthening the skilled trades workforce. Given the severe shortage of tradespeople, this investment in apprenticeship training is a necessary and positive step. However, it is crucial to understand who is eligible for these opportunities and whether this initiative will genuinely help solve Ontario’s trades shortage.

The reality is that getting an apprenticeship spot is not the hardest part of entering the trades—getting that first job is. These 5,000 new seats will help existing apprentices complete their required schooling, but they do nothing for those who have yet to be signed on as apprentices in the first place. That’s where programs like Trade Smart College’s pre-apprenticeship training, which blends professional and technical skills with a six-month paid internship, play a crucial role in actually helping people enter the trades.

Who is Eligible for These New Apprenticeships?

A common misconception is that apprenticeship schooling—sometimes called “trade school”—is where people go to learn a trade from the ground up. This is not the case. Apprenticeship schooling is only for people who are already apprentices. To qualify for one of these new apprenticeship seats, an individual must have already been hired by an employer and registered with the Ontario apprenticeship system.

To put it simply, you cannot walk into a college and sign up for an apprenticeship program. You must first have an employer sponsor you, sign an apprenticeship training agreement, and receive an official apprenticeship number before being eligible for Level 1 training. Only publicly funded colleges, unions, and select registered training providers can offer apprenticeship schooling, and career colleges, including Trade Smart College, are not eligible to offer this training.

How Will This Help Existing Apprentices?

For those who are already apprentices, these additional seats will be beneficial. Currently, Ontario has a backlog of apprentices who struggle to access the mandatory in-school portion of their training. The government funding will help ease this bottleneck, allowing more apprentices to move through Level 1, Level 2, and Level 3 training without delays.

This is a positive step for productivity, as more apprentices completing their education means more skilled tradespeople advancing toward journeyperson status. However, this investment is only addressing the needs of those who have already secured an apprenticeship—it does nothing to increase the number of people entering the trades. And that is where the real problem lies.

The Hardest Part of Entering the Trades: Getting That First Job

The true barrier to solving Ontario’s trades shortage isn’t a lack of apprenticeship seats—it’s the challenge of getting hired as an apprentice in the first place. The process of securing that first apprenticeship job is notoriously difficult. Employers are hesitant to take on inexperienced workers because, quite simply, they don’t want to train someone who isn’t prepared, focused, and reliable.

Right now, there are two main ways people get hired as apprentices. One is through personal connections. If you have a family member or friend in the trades, your chances of landing an apprenticeship improve significantly. However, relying on who you know is not a scalable solution for Ontario’s workforce needs. The second is through pre-apprenticeship programs. These programs exist to help people gain foundational skills and experience to make them more attractive to employers. However, most government-funded pre-apprenticeship programs simply replicate the Level 1 curriculum without addressing the professional skills gap that prevents many job seekers from getting hired.

What Skills Do Employers Look for in an Apprentice?

Employers are not just looking for technical knowledge. The single most important factor in hiring an apprentice is professionalism. A company cannot afford to invest time and resources into someone who lacks the ability to be punctual, adaptable, and productive.

The most in-demand skills that separate successful apprentices from those who struggle to find work include reliability, which means showing up on time and ready to work, and a strong work ethic, demonstrating a willingness to take initiative and do the job right the first time. Communication skills are also critical, as apprentices must be able to follow instructions, ask questions, and work as part of a team. Problem-solving ability is another key factor, as tradespeople need to think critically and adjust to real-world challenges. Adaptability is essential, as the industry is constantly evolving, and workers must be prepared to learn new techniques and technologies.

While technical skills can be learned on the job, professional skills must be developed before an employer will take a chance on a new apprentice.

Does This Government Funding Solve Ontario’s Trades Shortage?

The short answer is no. While adding 5,000 apprenticeship spots per year will help current apprentices complete their training, it does nothing to bring new people into the trades.

A true solution to Ontario’s skilled labour shortage must include a clear and accessible pathway for new workers to get their first job in the trades. This means increasing employer incentives to hire apprentices, expanding paid work experience opportunities, and improving pre-apprenticeship programs to emphasize professional and technical skills equally.

Key Takeaways

  • The 5,000 new apprenticeship seats each year will only benefit those who are already registered as apprentices—not those looking to enter the trades.
  • The hardest part of starting a career in the trades is getting that first apprenticeship job, not completing apprenticeship schooling.
  • Many people struggle to find an apprenticeship because they lack professional skills, which employers prioritize over technical knowledge.
  • The government’s plan does not address the real problem: the need for more entry-level pathways into the trades.

The Bottom Line: Getting Into the Trades Still Requires More Than Just Government Funding

While Ontario’s investment in apprenticeship schooling is a positive step, it does not solve the biggest problem facing the trades industry: getting more people hired as apprentices in the first place. Without a clear pathway for new workers to gain professional and technical skills before entering the trades, the labour shortage will persist.

At Trade Smart College, we bridge this gap by preparing students with both the professionalism and technical expertise that employers demand. Our six-month paid internship ensures that graduates enter the workforce prepared, focused, and reliable, increasing their chances of securing an apprenticeship. Real solutions to Ontario’s trades shortage start with getting people into the industry—not just funding the ones who are already there.

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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What Should Colleges Do to Make Internships More Valuable for Companies?

tradesmart23 on March 18, 2025

What Should Colleges Do to Make Internships More Valuable for Companies?

Internships are often touted as the golden bridge between education and employment, but for many companies, they’ve become more of a burden than a benefit. Local trades businesses in Ontario, generating hundreds of millions in revenue, don’t need just any intern—they need professionals-in-training who can integrate seamlessly into their operations and provide real value. Yet, colleges often fall short of preparing students to meet these expectations. The result? Companies waste time and resources on interns who lack the professionalism, focus, and reliability required to succeed.

This disconnect has prompted a growing call for colleges to rethink their approach to internships. AsIn the U.S., Ryan Craig noted in Forbes that “It’s Time For Colleges To Get Serious About Internships,” institutions need to embrace innovative solutions that are more company-focused to lighten the load for employers. Some of the most effective ways to do this include taking on tasks such as sourcing, screening, and mentoring interns to develop professional skills before they even show up on a jobsite. This maximizes the chances that an intern will arrive prepared, and ready to contribute meaningfully. Colleges that align their internship programs with these principles can deliver interns who are assets, not liabilities.

Streamlining the Internship Process for Companies

One of the key reasons internships fall short is the administrative burden they place on companies. Tasks like sourcing candidates, onboarding, and managing HR compliance consume valuable time and resources that businesses could otherwise allocate to their core operations. According to Craig, colleges and other internship providers can take on these responsibilities, allowing companies to focus on integrating interns into their workflows rather than getting bogged down in bureaucracy.

For trades companies in Ontario, this model can drastically improve the value of internships to companies. Imagine an internship system where students arrive already vetted, trained, and ready to contribute. By eliminating the hurdles of recruitment and onboarding, colleges can make it easier for businesses to say yes to internships. This, in turn, encourages companies to offer more opportunities, which benefits both students and employers over the long term.

Preparing Interns to Add Real Value

Another critical failure of many internship programs is a lack of alignment between what students learn in the classroom and what companies actually need. As Craig highlights, colleges can no longer just place any student with any company—they need to ensure that students are prepared for the demands of the job, and the requirements of the placement company. This includes pre-hire training, orientation, and even mentoring to bridge the gap between academic theory and practical application.

For trades employers, this preparation translates directly into value. When an intern understands the specific needs of a company, from safety protocols and punctuality to time-tracking and customer interaction protocols, they become a reliable team member rather than an extra set of hands that needs constant supervision. Colleges that take the time to equip students with this level of readiness are not just serving their students—they’re providing a valuable service to the companies that hire them.

Importance and Value of Pre-Hire Training

One of the most significant ways colleges can improve the value of internships for companies is by incorporating robust pre-hire training programs. Craig and others have pointed out that pre-hire training equips students with the foundational skills and knowledge they need to hit the ground running. This ensures that interns arrive ready to contribute, minimizing the need for extensive onboarding by the employer.

For trades companies in Ontario, pre-hire training is particularly valuable. Interns who already understand basic workplace expectations—such as punctuality, safety protocols, and effective communication—can integrate seamlessly into job sites. This preparation reduces downtime and allows companies to focus on their projects rather than spending resources on training. Colleges that emphasize pre-hire preparation not only support their students but also position themselves as reliable partners for businesses seeking competent interns.

At Trade Smart College, we’ve addressed this gap by providing daily, weekly, and monthly contact points with all of our internship students. Rather than simply dropping students off with a company for six months and hoping for the best, we stay actively involved throughout the internship. This continuous engagement ensures that students have a reliable resource for problem-solving, while companies receive ongoing feedback and assistance to optimize the internship experience. By fostering this partnership, we help both parties succeed.

Key Points to Remember

  • Internships often fail because they burden companies with administrative tasks rather than delivering value.
  • Ensuring that students are accustomed to the schedule and demands of a jobsite can make internships more appealing to employers.
  • Pre-hire training ensures interns are prepared to contribute meaningfully to company operations.
  • Continuous support during internships benefits both students and companies, ensuring long-term success.

The Bottom Line: Building a Better Internship Model

Internships don’t have to be a burden for trades companies. With the right approach, colleges can transform these programs into mutually beneficial partnerships. By streamlining processes, preparing students thoroughly, and providing ongoing support, schools can deliver interns who are professional, focused, and ready to add value from day one.

At Trade Smart College, we’ve embraced these principles to ensure that our students and their internship employers succeed together. By maintaining active involvement throughout the internship and ensuring companies receive interns who are assets, not liabilities, we’re showing  that internships can be a win for everyone involved.

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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How Trades Companies Save Money with Paid Interns

tradesmart23 on March 18, 2025

How Trades Companies Save Money with Paid Interns

Hiring new employees in the trades can be a gamble. While technical mistakes are often anticipated and managed through supervision, the real financial drain often comes from avoidable professional blunders. Will the new hire show up late and disrupt a job site? Will they neglect cleanup, leading to frustrated clients or withheld payments? These small but costly errors can chip away at a company’s efficiency and reputation.

The solution isn’t just about finding talent—it’s about preparing that talent before they even step onto a job site. For trades companies, integrating paid interns who are pre-screened and pre-trained can offer significant financial advantages. Interns with a foundation of professionalism can reduce delays, prevent client dissatisfaction, and even streamline the hiring process for permanent roles.

Preventing Costly Professional Blunders

Most trades companies understand how to mitigate technical errors. For centuries, masters have carefully supervised apprentices during critical tasks, from forging iron to wiring a circuit. They know when to step in and guide the process to avoid injury or costly mistakes. However, less oversight is often given to seemingly minor tasks like punctuality, cleanup, or job preparation—yet these are the areas where interns can create the most costly disruptions.

For example, when an intern leaves a job site dirty or fails to arrive on time, the consequences ripple across the team. Crews may be delayed, clients may complain, and skilled journeypersons may need to take on basic staging tasks instead of focusing on their specialties. These inefficiencies add up quickly. By ensuring interns have strong professional fundamentals, companies can avoid these common pitfalls and maintain smooth operations.

Why Pre-Training Matters More Than Technical Skills

Many pre-apprenticeship programs focus heavily on technical skills—partly because they’re more engaging to teach and learn. Fancy workshops and simulated environments can be impressive, but they don’t address the day-to-day realities of working in the trades. What often gets overlooked is the importance of mental and physical discipline: showing up on time, working efficiently, and respecting client spaces.

Interns who are pre-trained in professionalism arrive on-site ready to contribute without supervision for basic tasks. This reduces the likelihood of delays or client dissatisfaction, saving companies time and money. For trades employers, this means less stress over whether interns will be an asset or a liability. Instead, they can trust that their interns will integrate seamlessly into the team and uphold the company’s reputation with clients.

Reducing Recruitment and Training Costs

Another way paid interns save trades companies money is by streamlining the recruitment and training process. Hiring a new employee is costly—not just in terms of salary but also in the resources required for onboarding and initial supervision. When interns come pre-trained and familiar with the basics of workplace professionalism, they require less oversight and can integrate into the team more quickly.

Internships also provide companies with a trial period to evaluate potential hires. By the time an intern completes a six-month placement, the employer has a clear sense of their skills, work ethic, and fit within the company. If the intern transitions into a permanent role, the company saves the time and expense of a traditional hiring process, including posting job ads, conducting interviews, and onboarding someone entirely new.

Building Long-Term Value with Experienced Interns

Paid internships are not just about short-term savings—they’re also a long-term investment. Interns who gain meaningful experience at a company often develop loyalty to their employer, reducing turnover rates. This is particularly valuable in the trades, where finding reliable, long-term employees can be a challenge.

Additionally, interns who become permanent employees are already familiar with the company’s systems, workflows, and expectations. This familiarity translates into higher productivity from day one, further offsetting the costs associated with onboarding and training. For companies in Hamilton, a strong internship program can be the foundation for a more stable and efficient workforce.

Key Points to Remember

  • Professional blunders, like tardiness or poor cleanup, are often more costly than technical mistakes.
  • Pre-trained interns arrive ready to work, reducing delays and client complaints.
  • Paid internships streamline hiring and onboarding, cutting recruitment and training costs.
  • Interns who transition to permanent roles provide long-term value with minimal ramp-up time.
  • Investing in internships is a cost-effective way to build a reliable and professional workforce.

The Bottom Line: Why Paid Interns Are a Smart Investment

For trades companies, the cost of mistakes—whether from new hires or underprepared interns—can add up quickly. Paid internships, when done right, offer a practical solution. By ensuring interns are pre-screened and pre-trained, companies can minimize disruptions, reduce recruitment expenses, and create a pipeline of reliable, long-term employees.

At Trade Smart College, we focus on preparing students with the professionalism and discipline employers value most. With our approach, companies gain interns who contribute immediately and effectively, turning what was once a gamble into a smart investment. The next time you consider hiring, ask yourself: would you rather take a chance on someone unprepared, or work with an intern who is ready to hit the ground running?

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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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Should Interns Be Paid? Why More Companies are Abandoning Unpaid Internships

tradesmart23 on March 18, 2025

Should Interns Be Paid? Why More Companies are Abandoning Unpaid Internships

More and more employers are moving away from unpaid internships across a wide range of industries, including the trades. While some jurisdictions are outlawing the practice, in Ontario unpaid internships remain legal as long as a series of conditions are met. Despite their legality, many employers who continue to offer unpaid placements have not factored in the hidden cost that is present in every unpaid internship. Specifically, the cost is that the primary eligibility criterion for unpaid internships is not talent or ability. In this blog, we explore this cost in more detail, and show why paid internships are actually better for growth-oriented and progressive businesses, whether they are in the trades or other sectors of the economy.

For non-growth companies, unpaid internships provide one major benefit

We have talked with several non-growth-oriented employers as we build out our network of Trade Smart certified companies. These employers usually articulate one key reason for favouring unpaid internships. They want free labour for casual or occasional work. In some cases, employers have told us outright that they will not keep our student on once their internship is over. We have been surprised by, but we appreciate, their bluntness because it makes it easy for us to decline to work with them.

There are several well-known problems with unpaid internships, in every industry including the trades. Perhaps the most important one is that because they are not paying wages, companies often put less effort into ensuring that the intern is engaged in worthwhile learning experiences. Interns are confined to the most casual and menial work, without any understanding why this work is valuable to the overall project. This in turn creates a revolving door of people through the company, increases turnover costs, and discourages new people from getting into the industry. An intern who isn’t mentored and doesn’t have a chance at a job after their internship is justifiably frustrated and is unlikely to stay in the industry. When we are so desperate to get more people into the trades, unpaid internships are hurting the whole industry.

The hidden filter of unpaid internships 

Internships, usually four to eight months long, are integrated into the curriculum of a specific college or university program. If they are unpaid, that means the student must be able to cover their living costs, plus any costs related to their internship (commuting, tools and equipment, uniforms, etc). On average, a student will need over $10,000 to complete a 6-month internship. The vast majority of students cannot cover these costs on their own. They will need to rely on family members to help them with room and board, and the costs of daily living, either by having them live at home or paying for it directly.

What this means for companies is that if they only offer an unpaid internship, the pool of people who can take on that opportunity is heavily filtered. And it is not filtered by the skills and abilities of the intern, but rather by the ability and willingness of the intern’s family to pay their living costs. Some families, regardless of how rich they are, will not provide a cent towards a student’s internship. Others, who may be quite poor, will sacrifice everything to give their kid a shot. The point is, with unpaid internships, employers are really getting access to students based on characteristics of their family’s financial choices, not the student’s ability.

Family wealth is a poor predictor of work ethic

Some employers may be aware of this filter, and may continue to use unpaid internships as a proxy for hiring a particular class of people. For instance, they may want wealthier kids for a variety of reasons, but this comes at a cost. Whether it is intentional or not, unpaid internships also shrink the pool of candidates by gender, ethnicity, and a range of other factors. This doesn’t make sense to us, because the point of our internships is to give anyone who is willing to work and wants to learn, a chance to get into a trade. Luckily, we have a large number of employers who want these kinds of people coming into their organization.

For an entry-level position in the trades, one of the must-have characteristics is a decent work ethic. Arguably, this is one of the most fundamental requirements in any trades job. 

When we look at the evidence, we find that having a strong work ethic is broadly distributed across all classes of individuals, regardless of their economic, gender, ethnic or other characteristics. Indeed, the small differences in work ethic by gender, social class and ethnicity that have been found, favour the very people who are left out of unpaid internships – women, racial and ethnic minorities, and people from lower social class backgrounds.

The knock-on benefits of paid internships

There are ripples of benefits that result from the fact that paid internships draw from a pool of candidates defined by their abilities, not their family’s level of support. With more capable people, the quality of work can be higher. Even in entry-level jobs, the best workers can be 3 to 5 times more productive than those at the bottom. This can lead to longer employment relationships and reduced turnover costs, which currently run about $10,000 per lost employee in the trades. 

There are two other benefits of reduced turnover. First, it creates longer lasting productivity improvements for the company as better employees become more versed in company systems. Sure, employees can be poached by other companies, but the familiarity of good company processes and colleagues can ward off some of this. 

The second benefit is to the industry as a whole. The highest points of attrition in the trades are getting the first job and getting signed as an apprentice. When a more capable employee gets a chance to prove themselves for a first job through an internship, more good people will stay in the trades. If we are ever going to solve the labour shortage in the trades, paid internships with a partner like Trade Smart College will need to be part of the solution.

Conclusion

Paid internships offer a cascading series of benefits to trades companies. When you start with better candidates, who are chosen because of their ability and work ethic rather than how much their family might pay, they will be more productive. This will lead to greater commitment to the job from both the employer and employee, and reduce turnover costs and lost productivity. In the end, this will keep more good people in the trades, and begin to address the crushing labour shortage in the industry. At Trade Smart College, we are always looking for more trades employers who want better entry-level employees. Reach out to us if you want to learn more about our “8 to Great” program that can help you build prepared, focused and reliable teams.

Your Meeting
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Need more info? Looking to register? Want to find out about financing or start dates? Book a call, meeting, or text chat with Carrie our Student Success Manager.

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Hamilton Campus

Campus Hours

  • Mon- Fri: 7am- 5pm
  • Open House - See Schedule