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How to Choose the Right Skilled Trade for You

tradesmart23 on March 23, 2025

How to Choose the Right Skilled Trade for You

If you’re exploring skilled trades in Hamilton, Ontario, you’ve probably spent hours on Google researching “pre-apprenticeship programs Ontario,” “trade schools in Ontario,” or “how to become an apprentice in Ontario.” Choosing the right trade often feels like a high-stakes decision. Many aspiring tradespeople settle on a specific trade based on superficial criteria—such as salary rankings, perceived job ease, or family recommendations. At Trade Smart College, we’ve observed this phenomenon repeatedly, and while passion for a trade is admirable, rigidly sticking to a predetermined trade pathway, or what we call “The Blueprint,” can actually limit your career prospects.

Why Your Choice of Trade May Be Too Limited

One of the primary pitfalls of choosing a skilled trade is basing the decision purely on wage statistics. Lists highlighting “Ontario’s highest-paying trades” can be misleading. These attractive wages often apply exclusively to seasoned journeypeople still actively using tools. But careers evolve—many skilled trades workers shift into management, sales, or entrepreneurship. Consequently, those initially appealing average wages become less relevant as your career progresses, leaving you questioning if you chose the right path.

Moreover, initial motivations don’t always translate to sustained career satisfaction. We’ve seen many students pick a trade based solely on surface-level interests. We’ve had some students choose plumbing because they like the look of sleek bathrooms while others chose electrical because they liked fancy lighting systems. Passion is great—but it is not a reason to select one trade over another, and it needs to be backed by broader awareness and openness to unexpected opportunities.

The Myth of “The Blueprint”

Prospective trades students and their parents often meticulously design detailed career pathways. This “Blueprint”—can inadvertently create a rigid structure with unrealistic expectations. The Blueprint specifies that they have to find a pre-apprenticeship program; then get hired by a specific kind of trades company; then get signed right away as an apprentice, not a general labourer; they can only do certain kinds of work that help them learn their trade and they should not be subjected to menial duties like clean-up and inventory, and on and on. If one stepping stone along the pathway doesn’t happen, all is lost.

Many students envision this kind of quick, linear career progression. Yet reality often looks very different: most tradespeople start by sweeping floors, handling inventory, or performing general labour duties. Embracing these early experiences can actually enrich your understanding and enhance your value to future employers.

The trades are full of endless opportunities and taking advantage of them is the best thing you can do if you want a great career. This becomes impossible when one is stuck on The Blueprint, because those opportunities look like distractions or dead ends. The great opportunities in the trades are found off The Blueprint, not on it.

Overlapping Skills Across Trades

Another often overlooked reality is that skilled trades within the same sector—such as plumbing, HVAC, electrical work, and carpentry—share substantial overlap. Staging –- planning, ordering, receiving, moving, storing, and shifting supplies and equipment, and cleaning up after a job is done– is 75 to 80% of most trades work. Ordering, receiving, and moving a box that contains an A/C unit instead of a toilet is exactly the same work, as is cleaning up afterwards. So is it really a good idea to insist on following a rigid plan to get you into your special trade when most of what you do on a daily basis is indistinguishable from a bunch of other trades? 

Recognizing this overlap is critical. Being too fixated on one specific trade may unnecessarily limit your ability to recognize broader opportunities. The best tradespeople are versatile, recognizing that their skills are transferable across multiple trades. Therefore, flexibility in your initial career goals can significantly enhance your employability and long-term career satisfaction. Sticking to The Blueprint is a recipe for disappointment, even disaster.

Embracing Opportunity Over Rigidity

You are far better off discarding The Blueprint if you have one, and thinking instead about opportunities. What opportunities are available to me right now, and which ones look like they could give me an opportunity to learn new things? Some of the employers who take our students on internships tell them straight up that an equal, if not better route to becoming a tradesperson is to spend a year working at a parts supply store. You get to learn about every part and tool in that trade, you get to see busy times and slow times, which companies have lots of work and which ones don’t. 

In addition, if you’re prepared, focused and reliable, you get to prepare orders for 10-20 tradespeople every day, on time and without any mistakes. What better way to show 20 potential employers that you are dedicated, provide great customer service and are keenly interested in the trade? You couldn’t ask for a better job interview. Don’t expect an employment offer in a month or two, but providing a year of excellent customer service to potential future employers will open up opportunities you don’t even know about.

Key Points to Remember:

  • Choosing a trade solely based on salary or superficial interests can lead to dissatisfaction.
  • Rigid career paths (“The Blueprint”) rarely align well with reality.
  • Trades within the same sector share extensive common tasks and skills, so think in terms of opportunities, not one specific trade or another.
  • Flexibility and openness to opportunities are crucial for long-term success.
  • Alternative paths, such as working in related industry positions, can provide exceptional career benefits.

The Bottom Line

Flexibility Beats Rigidity in Choosing a Skilled Trade

Rigidly adhering to a preconceived career pathway can severely limit your potential in the skilled trades. Flexibility, openness, and readiness to seize unexpected opportunities often define the most successful and satisfied tradespeople. At Trade Smart College, we encourage our students to embrace opportunities through our signature Trades Match program which combines opportunities, real-world experience, and paid internships designed specifically to broaden horizons and enhance employability—far beyond traditional expectations.

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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.

Contact the Team

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Campus Hours

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

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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  • Mon- Fri: 7am- 5pm
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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?

Your Meeting
Your Terms

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.

Contact the Team

Hamilton Campus

Campus Hours

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

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
Your Terms

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.

Contact the Team

Hamilton Campus

Campus Hours

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