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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.

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Celebrating First-Generation Trades Pathways at Trade Smart College

tradesmart23 on March 18, 2025

Celebrating First-Generation Trades Pathways at Trade Smart College

In a previous blog, we made the case for putting as much effort, resources, and celebration into first-generation tradespeople as we do for first-generation university students. Both groups succeed by pushing against the odds, and they deserve all the support and recognition we can provide.

This blog is a little different from most we write. Today, I want to focus on a recent event at Trade Smart College and how it ties into first-generation tradespeople. This is partly a recognition of the work of some dedicated politicians, partly an insight into what we do at the college, but mostly, it’s about our students—many of whom are the first in their families, in at least a generation or two, to pursue a career in the trades.

Political Interest in First-Generation Tradespeople

There’s broad agreement that opportunities in the trades should be open to everyone. That’s why, for the last two decades, governments, trade associations, and industry leaders have spent millions promoting careers in the skilled trades. But awareness campaigns alone aren’t enough. What we need are targeted, strategic approaches to trades recruitment—and we saw some of that firsthand when three federal politicians visited Trade Smart College in February.

Lisa Hepfner, MP for Hamilton Mountain, has been a strong advocate for helping women enter the trades. We’ve partnered with her on two separate Women in the Trades events at the college, and she continues to be a compelling and effective voice in this space. While some women entering the trades have family backgrounds in the industry, most are the first women in their families to do so. MP Hepfner understands this and actively works to expand opportunities for women in skilled trades.

Chad Collins, MP for Hamilton East-Stoney Creek, emphasized the importance of strengthening local trades opportunities. Even in Hamilton—a city with one of the country’s richest trades legacies—many potential first-generation tradespeople struggle to break into the field. He recognized that if we don’t broaden recruitment beyond the shrinking number of trades-oriented families, we risk a severe bottleneck in workforce development.

And last but certainly not least, the Honorable Steven McKinnon, Minister of Employment, Workforce Development, and Labour, spoke to the national importance of building better pathways into the trades, especially for individuals without family history in the sector. The need for accessible trades pathways isn’t just an issue in Hamilton—it’s a challenge in every community across the country. Minister McKinnon highlighted the federal government’s efforts to create these pathways and ensure that skilled trades careers are viable for all Canadians.

The Students

For our students—many of whom are first-generation tradespeople—this visit was a rare and valuable opportunity. They participated in a 45-minute roundtable discussion with these three influential politicians, where they heard firsthand that their career choices weren’t just valid, but also critical to shaping the future of the trades. It was gratifying to see the clear alignment between our students’ motivations for joining the trades and the concerns raised by these political leaders.

During the second half of the discussion, our students asked well-researched, pointed questions about mental health, addictions, and apprenticeship support programs. They had spent hours scouring government websites, reviewing apprenticeship statistics, job market trends, and available support initiatives—then they used that knowledge to ask direct questions to their federal representatives. It was a lively and insightful exchange, leaving both sides impressed.

Most importantly, the politicians left with a strong message: there are excellent, motivated people ready to enter the trades from all backgrounds. Hopefully, this gives them additional momentum to push for more programming and support in Ottawa.

The College

Trade Smart College was founded to open pathways for people who don’t have family connections in the industry. As we often tell prospective students, if you have a family member or friend who can get you a job in the trades, you don’t need us. It’s not always the best sales pitch, but it’s the truth. The hardest part of becoming a journeyperson isn’t learning the skills—it’s getting that first job or apprenticeship.

Trades companies almost always prioritize hiring individuals with family connections or prior work experience.Life as an apprentice, like life as a university student, is a big adjustment with all kinds of hidden rules and expectations that can knock you out of the running if you don’t know about them.  For those without a guiding hand, these challenges can be overwhelming.

That’s where we come in. At Trade Smart College, we bridge the gap by teaching students the unwritten rules of the industry and securing them 950 hours of paid work experience before graduation. In doing so, we’re creating a concrete, reliable pathway into the trades—one that isn’t dependent on a last name or personal network.

We hope more institutions and policymakers will join us in building structured, accessible routes to trades success.

Key Takeaways from Celebrating First-Generation Trades Pathways

  • First-generation tradespeople face unique challenges – Without family connections, securing an apprenticeship or entry-level job is much harder.
  • Political leaders recognize the need for better trades pathways – MPs Lisa Hepfner, Chad Collins, and Minister Steven McKinnon visited Trade Smart College to discuss solutions.
  • Women in trades need targeted support – Most women entering the trades are the first in their families to do so, requiring mentorship and focused recruitment efforts.
  • Local trades recruitment is critical – Even in a trades-heavy city like Hamilton, outreach must extend beyond traditional trades families to ensure workforce sustainability.
  • Trade Smart students are engaged and informed – They actively research government policies, apprenticeship supports, and workforce trends to advocate for their careers.
  • Experience matters more than a diploma – Employers prioritize real-world work experience over classroom training, which is why Trade Smart College ensures every student graduates with 960 hours of paid trades work.
  • Trade Smart College is built for students without industry ties – By teaching the hidden rules of the trades and securing hands-on work placements, we remove the traditional barriers to entry.

The Bottom Line

Building a New On-Ramp to the Trades

The conversation around first-generation tradespeople is long overdue. While universities have long championed first-generation students, little attention has been paid to those breaking into the trades without a built-in network. At Trade Smart College, we’re actively working to close this gap.

Trades careers shouldn’t be reserved for those lucky enough to have an uncle in the business. They should be accessible to anyone willing to work hard and learn. By ensuring our students graduate with real, on-the-job experience, we’re not just issuing diplomas—we’re producing career-ready tradespeople.

The politicians who visited our college left with a clear message: first-generation tradespeople are here, they’re ready, and they deserve real support. If policymakers, employers, and educators are serious about the future of the trades, they need to back programs that provide tangible, work-focused pathways into the industry—because opportunity shouldn’t depend on your last name.

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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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The 1%: Why Women Are Missing from the Highest-Paying Trades

tradesmart23 on March 18, 2025

The 1%: Why Women Are Missing from the Highest-Paying Trades

Women make up nearly half the workforce, yet in some of the highest-paying skilled trades, they barely register as a statistical blip. In fields like construction, motive power, and industrial trades, the proportion of women is often less than 1%. This gender disparity isn’t just a quirk of the labor market—it’s a systemic issue that limits access to lucrative, stable careers.

At Trade Smart College, we see firsthand how these high-paying fields remain overwhelmingly male-dominated, and we’re committed to preparing all students—regardless of gender—to be focused, reliable, efficient, and adaptable professionals. But the question remains: why are so few women entering these trades, and what can be done to change that?

The Gender Divide in Skilled Trades

A quick glance at the Skilled Trades Ontario trade reports reveals a stark gender gap across different trade sectors. In service trades, such as cooking, women make up a more substantial share of the workforce—36% of cooks are female. However, when we move into higher-paying trades, female representation plummets.

In construction, motive power, and industrial trades, the percentage of women often falls below 1%. For instance, among plumbers (306A), general carpenters (403A), and refrigeration and air conditioning mechanics (313A), female participation is negligible. Motive power trades, such as truck and coach technicians (310T), also report similarly low numbers. Despite industry-wide efforts to promote gender diversity, these fields remain largely inaccessible to women.

Two Common Barriers to Women in Trades

One of the most commonly cited reasons for the lack of women in high-paying trades is deeply ingrained gender stereotypes. Many people still associate physically demanding, hands-on jobs with men, while steering women toward careers in education, healthcare, or office work. These stereotypes start early, shaping the expectations of teachers, parents, and even young girls themselves. As a result, many women never even consider the trades as a viable career option.

Another significant barrier is the lack of female role models in these fields. When young women don’t see anyone who looks like them in an industry, it’s harder to imagine themselves succeeding in it. Without visible examples of female tradespeople thriving, it becomes easy to assume that these jobs simply aren’t for them. This lack of representation reinforces itself, making it difficult for industries to attract more women and break the cycle.

Two Overlooked Challenges That Keep Women Out

Beyond stereotypes and representation, there are other, less-discussed factors that create barriers for women in skilled trades. One major issue is the design of personal protective equipment (PPE). Most PPE—such as work gloves, boots, and harnesses—is designed for male body proportions. When women are forced to wear gear that doesn’t fit properly, it can be uncomfortable at best and unsafe at worst. This seemingly small issue can contribute to making the workplace feel unwelcoming or even hazardous. Companies like the Dirty Seahorse are starting to make a dent in this problem, but there is lots more to be done.

Another overlooked factor is the networking culture in the trades. Many high-paying trades operate on informal hiring practices, where apprenticeships and job opportunities are passed along through personal connections. These tight-knit networks often exclude women, who don’t have the same built-in access to trade-based social circles. This makes it harder for them to get hired, find mentors, and advance in their careers.

What Can Be Done to Close the Gap?

If we want to increase the number of women in high-paying trades, we need to take deliberate action. One of the most effective solutions is early exposure and outreach. Schools, training programs, and community organizations must actively promote trades as a viable career option for young women. This includes hands-on workshops, industry partnerships, and career counseling that encourages women to explore trade careers just as readily as any other profession. Luckily, there are also people like Lisa Hepfner, MP for Hamilton East around who spend a lot of their time trying to promote careers for women in the trades.

Additionally, mentorship programs can play a crucial role in breaking down barriers. When female students are paired with experienced tradeswomen, they gain insight, encouragement, and a support system that helps them navigate a male-dominated field. These mentorship opportunities can be instrumental in retaining women in the trades and helping them build successful careers. At our Women in the Trades Nights at the College, we heard from several women who spoke about the critical importance of having a mentor when they started out, and how they have tried to pass that along by becoming mentors themselves. 

Key Takeaways

  • Women make up less than 1% of workers in many high-paying skilled trades like plumbing, carpentry, and motive power.
  • Gender stereotypes and a lack of female role models discourage women from entering these fields.
  • Poorly designed PPE and exclusion from informal hiring networks create additional obstacles for women in the trades.
  • Early outreach and mentorship programs are critical for increasing female participation in high-paying skilled trades.

The Bottom Line

Building a More Inclusive Skilled Trades Workforce

The gender imbalance in high-paying trades is not an accident—it’s the result of systemic barriers that have gone unchallenged for too long. While progress is being made, more needs to be done to ensure that all qualified individuals, regardless of gender, can access these lucrative and fulfilling careers.

At Trade Smart College, we don’t just hand out diplomas—we create career-ready professionals by giving students 950 hours of real-world experience before they graduate. Women entering the trades don’t need special treatment—they need equal opportunity, proper training, and a clear path to success. The sooner we remove these unnecessary barriers, the sooner we’ll see a skilled trades workforce that truly reflects the talent available.

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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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Why It’s Hard to Get Into the Trades Even Though There’s a Labour Shortage

tradesmart23 on March 18, 2025

Why It’s Hard to Get Into the Trades Even Though There’s a Labour Shortage

We hear about the shortage of tradespeople all the time, and we’ve covered this in detail in other blogs. The problem is that most people think that just because there’s a shortage, getting into the trades is—or should be—easy. This is simply not true. In fact, landing your first job in the trades, especially without prior experience, is often the hardest step in becoming a tradesperson. Entry rates are surprisingly low compared to other industries, despite the high demand. This paradox stems from four key barriers, each of which restricts the number of entry-level jobs available. Addressing these challenges isn’t about flashy promotion or simplistic recruitment drives—it’s about tackling the real problems that face aspiring tradespeople.

At Trade Smart College, we’ve designed our programs to prepare students to overcome these barriers. By emphasizing skills such as adaptability, professionalism, and reliability, we aim to bridge the gap between employers’ expectations and students’ capabilities. But understanding these challenges is the first step, so let’s explore the issues in depth.

Physical and Mental Preparedness: A Non-Negotiable

One of the most misunderstood aspects of trades work is the level of both physical and mental competence required. While some jobs in the trades demand physical strength, most require stamina, precision, and the ability to understand the broader scope of the task at hand. Without proper preparation, newcomers often find themselves overwhelmed, leading to high turnover rates among first-year apprentices. It’s not uncommon for those entering the field to underestimate the mental acuity needed, particularly when it comes to problem-solving and decision-making on the job.

The ability to think analytically isn’t just a bonus—it’s critical. Tradespeople frequently encounter unexpected challenges, and solving these safely and efficiently demands foresight and adaptability. For instance, an apprentice electrician in Ontario may need to quickly troubleshoot a circuit issue while ensuring the safety of a team working on-site. When training programs neglect to emphasize the balance of physical endurance and intellectual agility, they set up their graduates for failure. That’s why comprehensive preparation is essential for success in the trades.

Professionalism: The Heart of Trades Work

Trades work is inherently collaborative. On any given day, tradespeople may be part of several teams, coordinating with colleagues, contractors, and clients. This dynamic requires more than technical skill—it demands professionalism. Yet many training programs sideline this critical component, prioritizing technical skills over interpersonal ones. The result? Apprentices who may know how to turn a wrench but lack the poise to handle a tough client or resolve a team conflict.

In Ontario, where construction sites and workshops are bustling with diverse tradespeople, the ability to communicate and collaborate effectively is crucial. A plumber who shows up late or an apprentice carpenter who argues with their supervisor isn’t just a nuisance—they’re a liability. Professionalism forms the backbone of effective teamwork, and without it, even the most technically skilled tradesperson can struggle to find and keep a job. By ignoring this essential skill, we inadvertently restrict access to entry-level jobs for countless individuals who might otherwise excel in the trades.

Seasonal Demand: The Rollercoaster of Employment

Unlike many industries, trades work often follows the ebb and flow of seasonal demand. In Ontario, where construction slows during the harshest winter months and ramps up in the warmer seasons, trades companies face a unique challenge. They must meet the surges in workload during peak periods while staying lean enough to survive slower times. This leads to an employment cycle where tradespeople are frequently laid off and recalled, creating uncertainty for both seasoned professionals and newcomers.

For someone trying to enter the trades, this seasonality can be a daunting barrier. Many companies hesitate to bring on inexperienced workers during their busiest times because they need reliable hands on deck. Conversely, during slower months, there’s little incentive to train new hires when projects are scarce. This creates a Catch-22: employers can’t afford to take chances on novices, and novices can’t gain experience without a chance. Overcoming this barrier requires not just individual determination but also a training system that equips students to handle the realities of fluctuating demand.

Low Margins, High Stakes

The financial dynamics of trades companies also play a significant role in limiting entry-level opportunities. In Ontario, as in much of Canada, trades work is often awarded through a competitive bidding process. While this keeps prices low for consumers, it also squeezes the profit margins of trades businesses. With little financial cushion, companies are reluctant to take risks on hiring apprentices who might not meet expectations.

Hiring mistakes in the trades can be costly. An unprofessional or unprepared apprentice can damage a company’s reputation, delay projects, or even cause the loss of a future contract. For small to mid-sized businesses, which make up a significant portion of Ontario’s trades industry, one bad hire could mean the difference between breaking even and operating at a loss. This economic reality forces companies to prioritize reliability, focus, and efficiency when selecting candidates, leaving many newcomers struggling to meet these high standards.

Key Points

  • Physical and Mental Competence: Trades work demands stamina and analytical thinking, making preparation essential for success.
  • Professionalism and Teamwork: Effective collaboration and communication are critical in the trades but are often underemphasized in training programs.
  • Seasonal Employment Cycles: The fluctuating nature of demand creates challenges for both employers and newcomers, limiting entry-level opportunities.
  • Financial Constraints on Employers: Slim profit margins make trades companies hesitant to hire inexperienced workers due to the potential risks and costs.

The Bottom Line: Tackling Barriers, Building Careers

While there’s no shortage of demand for tradespeople in Ontario, the barriers to entering the industry remain significant. Physical and mental preparedness, professionalism, seasonal demand, and the financial constraints of trades companies all contribute to the challenge. At Trade Smart College, we address these issues head-on by ensuring our graduates are prepared, focused, reliable, efficient, and adaptable—the exact traits employers are looking for.

Breaking into the trades isn’t easy, but with the right training and support, it’s entirely possible. By understanding and addressing the underlying challenges, we can not only help individuals find fulfilling careers but also help alleviate the larger labour shortage affecting the industry. If you’re ready to meet these challenges and build a successful career in the trades, Trade Smart College is here to help.

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Mindsets and Decision-Making in the Trades

tradesmart23 on December 16, 2024

Mindsets and Decision-Making in the Trades

The Skills That Pay Series: Mindsets and Decision-Making in the Trades.

In the trades, where hands-on skill meets technical expertise, the way decisions are made can significantly impact both the quality of work and the trajectory of a worker’s career. While technical proficiency and physical dexterity matter, the underlying mindset that drives decision-making is more important. Workers in the trades face a range of challenges that require them to make decisions quickly, often under pressure, and in dynamic environments. The mental approach one takes to these decisions can not only affect job performance but also influence long-term professional growth and reputation. In this blog we’ll tackle some of the key points for enhancing decision-making in the trades, focusing on a growth mindset, a bias toward quality work, the importance of pre-planning, and task concentration.

A Growth Mindset in the Trades

The concept of the growth mindset, developed by Carol Dweck and her colleagues, is the idea that if we merely think that our abilities and intelligence can be improved through dedication and hard work, our chances of success are vastly improved. In the context of the trades, adopting a growth mindset is essential for long-term success. Workers who view challenges as opportunities for growth are more likely to persist in the face of setbacks and continuously improve their skills. This mindset encourages a proactive approach to learning, whether it’s mastering a new tool, understanding a complex technique, or providing a better experience to a customer.
For tradespeople, one of the most important things a growth mindset can offer is a constant openness to learning new things. Many students pick a trade with almost no understanding of what that trade actually involves. For instance, lots of students think that plumbers do nothing more than install toilets and showers in houses, while electricians wire light fixtures and outlets. And too many of them say no, or become resentful when asked to “go over and help Pat” if they think what Pat is doing isn’t related to their trade. These people have no idea about the opportunities available to people who can let go of these caricatures, and they are routinely passed over for advancement. Having a growth mindset is critical in an industry where technology and opportunities are constantly evolving.

A Bias Toward Quality Work

In the trades, the quality of work can be a direct reflection of a worker’s skill, commitment, and professionalism. Having a bias toward quality work means that decisions are made with an emphasis on doing the job right the first time, even if it takes more time, requires more effort, or requires additional resources. For entry-level employees, this bias is integral to establishing a reputation for quality work and reliability. People who are reliable and work hard are difficult to replace, and are offered many more opportunities than the average worker.
A bias toward quality work also influences how decisions are made on the job site. Tradespeople with this inclination are more likely to take the extra step to ensure that the project has been thought through, measurements and materials are correct, and that the work is completed with integrity. Although striving for perfection can sometimes conflict with the pressures of time and cost, those who prioritize quality are ultimately more likely to produce results that exceed client expectations, leading to greater job satisfaction and professional credibility.

The Importance of Pre-Planning

Effective decision-making in the trades doesn’t begin when you pick up the tools—it begins with careful pre-planning. This involves thinking through every aspect of a project before execution begins, from assessing the tools and materials needed to anticipating potential challenges. Pre-planning allows workers to map out the most efficient approach while also identifying areas where problems might arise. Whether it’s a large-scale construction project or a smaller repair job, taking the time to plan ahead can save both time and money, reducing the likelihood of errors or rework.
Pre-planning also helps tradespeople make more informed decisions when unforeseen issues arise during the course of a project. By having a clear plan in place, workers are better equipped to pivot and make adjustments as needed, ensuring that the overall project remains on track. This approach not only ensures higher-quality outcomes but also minimizes the risk of safety incidents, which can have costly and even catastrophic consequences. For those who manage teams, pre-planning becomes a tool for communication, setting clear expectations and creating a roadmap for success.

Task Concentration: Staying Focused Under Pressure

Trades work often takes place in high-pressure environments where multiple tasks and distractions compete for attention. Task concentration refers to the ability to stay focused on the immediate task at hand despite these external factors. Skilled tradespeople are adept at managing their attention, focusing on quality execution and making thoughtful decisions even when under time constraints or dealing with competing priorities. Maintaining task concentration ensures that work is carried out with precision and reduces the likelihood of mistakes that could result in costly delays, re-dos, or safety hazards.
Effective task concentration is the ability to remove distractions before they become an issue. This is increasingly difficult today, where many people work with earbuds in their ears, or are constantly looking at their phones. In the trades, these are both extremely bad looks, because most trades work does not involve listening to music or watching videos. Not only is this poor impression management, it is a safety hazard, and will not be tolerated on most jobsites. In addition, when a person is distracted or on their phone, the quality of their work will always be worse, and they will take longer to do it. Very few companies are interested in paying people to deliberately take more time to do inferior work.

Conclusion: Integrating Mindsets for Optimal Decision-Making

In the trades, the way a worker approaches decision-making can have a profound impact on both the immediate quality of the work and the overall trajectory of their career. A growth mindset fosters continuous improvement, ensuring that skills evolve with changing industry demands. A bias toward quality work guarantees that decisions prioritize precision and integrity, bolstering both reputation and job satisfaction. Pre-planning provides the foresight to make well-informed decisions and adapt to challenges, while task concentration allows tradespeople to remain focused on the task at hand and make effective choices under pressure.
At Trade Smart College, all of these skills are part of our curriculum and we encourage our students to adopt a more methodical approach to their work. These skills apply to every task, from the most menial to the most complex. We reinforce the idea that, “how you do one thing is how you do everything”, so our students know they must approach even the simplest task with diligence and integrity. Ultimately, decision-making in the trades is not just about choosing the quickest or most convenient option; it’s about creating value, mastering the craft, and building a reputation for excellence. Our students know that this is how you get a job, and keep a job, in the trades.

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Workplace Readiness Skills and Routines in the Trades

tradesmart23 on December 16, 2024

Workplace Readiness Skills and Routines in the Trades

The Skills That Pay Series: Workplace Readiness Skills and Routines in the Trades.

In the trades, workplace readiness is about far more than technical expertise. It is primarily about developing skills, routines, and habits that foster preparedness, focus, and reliability on the job. As demand grows for skilled trades professionals, employers increasingly seek individuals who possess essential workplace skills such as the ability to communicate, manage time, and persevere through adversity. This blend of abilities not only enhances workplace efficiency but also reduces risks and promotes positive, collaborative environments. In this blog we will explore these key workplace readiness skills in the trades, and how adopting effective routines supports these skills in practice.

Communication Skills: Keys to Effective Collaboration

Trades work is teamwork, so effective communication is the cornerstone of workplace readiness in the trades. Collaboration between a single tradesperson and a client, up to the coordination of diverse teams on complex projects all require effective communication routines. Verbal, nonverbal, and written exchanges, as well as active listening practices must be routinized to maximize understanding and prevent costly mistakes. Skilled trades workers frequently need to interpret blueprints, follow precise instructions, and/or convey technical information to teammates efficiently and clearly.
In many cases, communications can be routinized to increase efficiency and clarity. Written messages can be sent through construction management software so that all relevant information is available to those on the tools and in the back office. Verbal instructions can be relayed via daily meetings, call and response protocols, and planning routines before complex projects. And given their importance to communicating messages, nonverbal communication habits can be built to demonstrate interest and attention to detail. No one wants a slow-moving, slovenly tradesperson on their jobsite, or one who can’t seem to put their phone away. Instead of getting fired or written up for sending the wrong nonverbal cues, at Trade Smart College we teach our students how to develop routines to improve the impression they make with clients and teammates.

Time Management and Organizational Skills: Maximizing Efficiency

Time management and organizational skills are essential in the fast-paced environment of skilled trades, where projects are often time-sensitive, and efficiency is critical to profitability. Professionals who can always show up on time, prioritize tasks, adhere to schedules, and manage tools and materials effectively contribute to smoother operations and timely project completion. We teach our students how to develop pre-routines for each workday, how to track their time and build goal-setting and organizational habits that they use each day. This helps them begin each workday with a strong head start over people who do not take the time to organize themselves before work, but rather try to organize themselves during their work hours.
Developing routines such as setting daily goals, organizing tools systematically, and reviewing task lists at the start and end of each shift helps trades professionals stay prepared and focused, enabling them to meet project deadlines without compromising quality. Additionally, effective time management extends to managing physical resources—tools, materials, and workspaces. For example, experienced construction workers assert that at least 70% of construction is “staging” – managing, moving, and organizing materials, crew and construction waste. Workers who develop routines for tool maintenance, inventory checks, and workspace organization minimize downtime, enhance overall productivity, and can contribute to significant cost savings on every project.

Perseverance and Problem-Solving: Navigating Changing Work Environments

Perseverance and problem-solving skills are essential in the trades, where projects often present unexpected challenges, from weather-related delays to material shortages. Skilled trades professionals who don’t give up or disappear when faced with a challenge are better equipped to handle these changes while maintaining project integrity and quality. Developing routines such as working on one task at a time, and staying off your phone will dramatically increase a person’s ability to tough things out and find solutions to problems.
In addition, effective problem-solving requires a mindset where one is open to continuous learning and improvement. This is another reason why documentation routines are so critical, for companies and employees. WHen employees routinely record solutions to past issues, log photos of completed projects, and regularly archive relevant documents, this helps build a repository of practical knowledge for everyone in the organization to draw from. Ultimately, this enhances the effectiveness and resilience of the entire company.

Conclusion: Building a Culture of Readiness in the Trades

Workplace readiness in the trades is a critically important blend of technical proficiency built on a foundation of professional skills, and a commitment to efficiency and adaptability. Communication, time management, perseverance, and problem-solving abilities are not only valuable on an individual level but also contribute to a safer, more efficient, and cohesive work environment. Trade professionals who build routines that support these skills—such as communication routines, managing their nonverbal cues and miscues, and pre-shift planning—are well-equipped to navigate the demands of this dynamic industry.
As skilled trades continue to play a vital role in Ontario’s economic landscape, the importance of workplace readiness skills cannot be overstated. For both new entrants and experienced professionals, cultivating these abilities through structured routines and a proactive mindset is essential to achieving long-term success and contributing positively to the trades workforce.

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What is the Purpose of an Apprenticeship?

tradesmart23 on August 15, 2024

What is the Purpose of an Apprenticeship?

Apprenticeships are an educational model with a long history. They were initially conceived as a way to educate the whole person – to teach someone how to be a contributing member of the community as well as a skilled artisan. And it was critical that the apprentice be a good citizen first, before they were granted access to the technical skills of the trade. In recent years, we have forgotten to start with character when preparing people for apprenticeships and have focused instead on the specific techniques of a trade. The problem with this is that companies still require character and professionalism before they will sign an apprentice.

The European Origins of Apprenticeships

Apprenticeships emerged across Europe and other parts of the world around 500 years ago, in many different occupations or trades. And while there was a great deal of diversity in how apprenticeships were carried out, there were also some important similarities. Placing apprentices was an informal process where a teenager was sent to live with a master and her/his family to learn the trade. The craft knowledge was closely guarded by the master, and would only be given to the apprentice once they had proved themselves worthy. This control of knowledge was reinforced by the Guilds, or the groups of masters who regulated the trade. Interestingly, a ratio of apprentices to masters was common in virtually all trades during this time.

What was also common was the nature of the complaints, from apprentices and masters. Some common complaints from apprentices were that they were not progressing quickly enough in learning their trade, and that they had to do “irrelevant and menial” work. On the other hand, masters often griped that their apprentices were not committed enough to the trade, that they think they know more than they do, and that they lack the work ethic of the master’s generation. Ironically, 500 years later the complaints on both sides are the same.

Character, then Craft

Despite the complaints, the apprenticeship system that emerged out of Europe was an integrated model of education, with a specific purpose. In fact, it is this purpose that made the complaints more likely, and not just that older generations always complain about younger generations. Specifically, the purpose of an apprenticeship was to, “instill positive and productive cultural values”, and to look after the “moral welfare” of that person. The apprentice was first taught to be a good citizen and to have strong moral character before they were entrusted with the technical skills of the trade.

This order of teaching was a matter of individual self-preservation for the master, and the long-term sustainability of the trade. The blacksmith, the baker and other skilled tradespersons were pillars of the community, and none of them would pass on their skills to a lazy or unscrupulous apprentice. No master tradesperson could afford to be seen as the person who certified someone who ripped off the community. And if bakers or blacksmiths as a whole were regarded as scoundrels, the whole trade could be put in jeopardy. Preventing this was one of the main reasons that guilds were formed in the first place.

Character Gets Pushed Aside

As the number of trades and their technical sophistication increased after the Industrial Revolution, more and more technical knowledge was required in order for apprentices to become competent journeypersons. Technical knowledge was easier to incorporate into college curriculums than the character of the student, and the art of the trade. Over many years, this is what happened across North America as colleges taught technical skills and abstract concepts in their classrooms and workshops. In the process, technical knowledge came to be regarded as the only “essential” knowledge required in a trade.

The development of character and craft were sidelined in part because colleges could not teach the “feel” of the trade on an actual jobsite. They also lost interest in teaching “the basics” like character, preferring instead to leave that up to the family or school system. One consequence of this is that people who want to get into a trade think they only need some technical skills and they’re ready to go. But an apprenticeship is a much more holistic model of education than the teaching of a few technical skills. And craft and character are, and always have been, the most important component of a trade, even if they’re not taught in many campus classrooms and workshops.

Lessons from History

At Trade Smart College, we are committed to re-introducing character and craft into the trades we support. We start by teaching character skills, so our students are set up for success during their internship with a company. And during this internship, they will begin to learn some of their tradecraft in real-world situations.

We do it this way because it respects the traditional order of apprenticeship learning. And just as importantly, we do it this way because our companies have told us that they are always interested in employees who have shown they can be professional. And they simply aren’t interested in students who don’t have good character as a pre-requisite.

Conclusion

Historically, the apprenticeship pathway was clear – a master took on an apprentice and taught them how to be a good citizen before passing on the technical arts of the trade. We have lost our way a bit on this, and have come to see technical skill as the only qualification for becoming an apprentice. We need to correct this so that people who want to go into the trades actually have the skills and mindset that companies use to select candidates for apprenticeship.

Starts September 3rd

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The Sizzle of the Trades

tradesmart23 on July 10, 2024

The Sizzle of the Trades

Becoming a skilled trades apprentice opens up a massive range of career possibilities. More people are being attracted to these opportunities, in part because HGTV and the various renovation and real-estate shows play up the glamorous parts of trades jobs. While this is all good for generating interest, it is not sufficient for actually getting people started on the pathway to these careers.

Selling the Sizzle

Almost 100 years ago, Elmer Wheeler advised salespeople to, “sell the sizzle, not the steak”. In other words, sell the excitement, the experience, or the dream that the product or service makes possible, not the thing itself. By doing so, he transformed sales and marketing processes, and it has long been the standard practice across most industries. It is so prevalent in fact that even governments, colleges and universities use it.

Governments and colleges sell the sizzle of the trades and other programs by promoting the excitement and opportunities available. To sell the trades, especially to women, youth, and new Canadians, governments fund trades days and “try the trades” programs in schools and community centres. To help encourage girls and women to go into science and engineering, colleges and universities run science camps and “lab days” for girls. And when it comes time to recruit students, colleges and universities show students the fancy labs and equipment rather than the custodian’s closet, health and safety binder, and researcher’s notebooks that keep the whole operation running.

At Some Point, the Steak Matters

There are obvious benefits to selling the sizzle, in the trades, in science, or indeed in any profession. We have to play up the possibilities to sell any career. So we turn on the sirens and let people slide down the firepole to get people to join the fire service and we showcase brand-name tools and sportscars to get people into the trades. It’s hard to attract firefighters by telling people that most of their day will be spent cleaning, organizing equipment, and waiting. Very few girls, or boys for that matter, will want to go into the trades if we tell them that 80% of trades work is staging – organizing, recording, maintaining, and transporting goods and tools, plus cleanup and disposal.

Having said that, there is a danger of selling past the close, to use another sales mantra. In this case, If we only expose people to the glamorous parts of a trade once they have decided to pursue it, we run the risk of creating unrealistic expectations. For instance, many students graduate from pre-apprenticeship programs thinking that they are fully qualified to do the exciting tasks of their trade and are unwilling to tackle the menial work. Plumbing neophytes want to install the multi-head shower, or would-be carpenters want to build the mahogany mantle, and they get frustrated when they’re told to sweep the shop instead. But sweeping the shop, sorting bolts, cutting boxes and moving pipe are all essential tasks in the trades. None of this is “just labour” or “not real trades work”. It is the steak that makes the sizzle possible.

Trades Work is Teamwork

There is another dimension to the reality of trades work, and it is something that doesn’t get covered in most programs and “try the trades” days. Trades work is fundamentally about team work. Every trades project gets done by a team, even if that team is only the tradesperson and the customer. This means that the needs of the team are paramount, and this plays out in several ways. The most basic requirement of being on a team is showing up on time and being ready to contribute more than your fair share. These are the go-to people on any team regardless of their skill, and they are the ones who consistently get picked for the next project.

Being a good team member is pretty similar to being a good citizen, or being a good professional. The skills are the same, and are based on taking personal responsibility, acting with integrity, and being willing to cheerfully put in the work required to get the job done. All of this is necessary before the glamour can happen. In any trade, be a professional and you will have jobs and opportunities. Be self-absorbed and you won’t.

How Companies Actually Award Apprenticeships

As I explain in another blog, taking on an apprentice is a costly endeavour for any company. The natural assumption then is that companies are looking for people to have some fairly well-developed technical skills in a trade before taking them as an apprentice. Lots of pre-apprenticeship programs are based on this idea, where the emphasis is on the amount of time a student spends in a workshop doing the “hands-on” work of the trade. This dovetails nicely with selling the sizzle, because students get to use some of the latest tools in clean, climate-controlled workspaces.

The problem is that companies do not choose apprentices based on their pre-existing technical skills or how well they use tools in an artificial environment. Instead they hire, and fire, on professionalism. Pre-existing technical wizardry is an afterthought at best. Being a professional is rarely glamorous, but it is the steak that makes the sizzle possible. And it is the only thing our Trade Smart certified companies look for when they decide to bring someone on as an apprentice.

Conclusion

There are tons of great opportunities in the trades in Ontario, and across the country. And there is some glamour and glory in most of these possibilities. But that comes later, after one has become a consummate professional and can be trusted to approach every task with integrity. As in most other careers, the hard work comes first.

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What’s the Highest Paying Trade in Ontario in 2024?

tradesmart23 on June 18, 2024

What’s the Highest Paying Trade in Ontario in 2024?

Many of our prospective students ask some version of the question, “what is the highest paying trade in Ontario?” We understand the impulse behind this – many people want to go into a field where they can make the most money. University students ask the same question, “what subject should I study to get the highest paying job?” The best answer in both cases is not so much about choosing a specific field or trade, but which opportunities a person decides to pursue. I’ll have more to say  in a later blog about university choices but for now let’s look at some of the different trades options.

The Four Main Trades Sectors:

There are currently thousands of open jobs in the majority of trades in Ontario, and across the country. The majority of these trades fall into one of four categories: Construction; Industrial/Manufacturing; Transportation, or; Service. As a general rule, average salaries are lower in the service trades like hairstyling, cooking and network cabling (or the rather esoteric “horse harness maker”). Annual earnings in many service trades are often in the $40,000- $60,000 range even for people with many years of experience. 

In contrast, in construction trades like plumbing, electrical and HVAC, people often earn six figures a year while they are still an apprentice or shortly after becoming journeypersons. The same is true for many industrial and transportation technicians as well. Heavy equipment, and truck and coach technicians in the transportation sector, along with millwrights and welders in industrial/manufacturing trades are able to earn over $100,000 a year within a few years of becoming a qualified journeyperson. 

If you Google the highest paying trades in Ontario in 2024, you’ll get a range of answers. Some sites will tell you electricians make the most money, with an average salary of just over $90,000. Other sites, including some of the major job boards (Indeed, etc), will list millwrights, truck drivers or HVAC technicians at the top. So which one of these is right? Frankly, that is the wrong question.

What Difference Does a Dollar (or Two) Make?

You could spend a great deal of time in the rabbit hole trying to figure out which trade pays a dollar more an hour than the others, which internet site uses the best data, which one uses the best estimation methodology, or has the largest sample size. But the fact is, that is a waste of your time. All of the job sites use a similar methodology based on data collected from their own job banks, and none of these are any better or worse at estimating the average salaries of different tradespeople. They reach different conclusions because they use different data.

More importantly, these estimates are not meaningfully different from each other, or between the top-paying trades. Most sites peg the average hourly rate for electricians, plumbers, HVAC techs, truck and coach mechanics, millwrights and others at around $48-$51 per hour across the province. Is it wise to choose a trade based on a difference of $1-2 in the hourly wage? The clear answer is No, and here’s why.

Get Qualified, and Make the Most of Your Trade

I would urge you to be cautious about going into a trade based primarily on the average wage you see on the internet for two reasons. First, you need to become a licensed journeyperson in any of these trades before making $48/hour or more is even possible. If you don’t finish an apprenticeship in any of these trades you’ll be stuck making $25/hour for your career. So pick a trade where you have the greatest chance of finishing your apprenticeship. In other words, not finishing your apprenticeship in a trade with a $51/hour average wage is much worse than getting certified in one with a $48/hour rate. 

 Second, how you approach your chosen trade, and which opportunities you pursue, will have more impact on your annual income than some slightly higher average hourly wage in another trade. There is a critical shortage of licensed tradespeople in all of these high-wage trades, so you’ll always have an opportunity to work overtime or on-call. Working a few extra hours each week can greatly increase a person’s annual income. The impact will be far greater than a couple dollars on an hourly rate. Doesn’t mean you have to do this for the rest of your life, but if you want to earn more money, this is one of the best ways to do that.

There’s More to Life Than Money…

It is certainly worth knowing the highest paying trade in Ontario, especially in 2024 when inflation and the general cost of living is so high across the province. However, there can be more to life than money, so it is important to choose a trade that interests you, or gives you other things besides money. I’m not saying “follow your passion”, or “find your passion” because that is nonsense. I’m saying try to choose a trade that is likely to sustain your interest.

Even if you don’t believe that there’s more to life than money, you should still pick a trade that interests you. The reason is that most people who get into the trades don’t spend their entire careers on the tools. Lots of plumbers, electricians, millwrights and welders hang up their tools to get into sales, estimating, project management, equipment and supplies, or business ownership. 

Sometimes they do this because they can make more money, but many of them pursue these other opportunities because they are interested in the field, and this gives them the confidence to try something new. It is worth remembering that if you open your own HVAC business or start managing large electrical projects, the hourly wage for HVAC techs or electricians on some internet sites no longer applies. So why choose a trade now based on a number that might not apply to you in a few years? 

Conclusion

Starting out in a trade, especially a compulsory trade like the ones we support at Trade Smart College, opens up a huge range of career possibilities. If you’re willing to work hard and you make some good decisions, you will probably have more opportunities than most university graduates. This is because there are far fewer people in Ontario in 2024 with a journeyperson’s ticket than with a university degree, and there are thousands more open jobs for journeypersons than for university grads. If you just want to make money, you can do that in any compulsory trade without obsessing over which one has the highest average wage right now. If you think there’s more to life than money, you’ll find that in the trades as well.

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