Apprenticeships are integral to preparing your business for the future and remaining competitive. As a small to medium-sized business in construction or manufacturing, the journey might feel a bit daunting, especially when budgeting comes into play. However, there’s good news: numerous financial supports are available to support businesses like yours. Plus, you can combine our hiring incentive with local and provincial wage subsidies, grants, and tax credits!

Provincial Funding Opportunities

Learn more about opportunities to support apprenticeships that can offset costs for wages, tools, training, PPE, and more.

• Alberta
• British Columbia
• Manitoba
• New Brunswick
• Newfoundland & Labrador
• Northwest Territories
• Nova Scotia
• Ontario
• Prince Edward Island
• Quebec
• Saskatchewan
• Yukon
  

 Federal Grants to Incentivize Apprentices

You can also receive federal grants to recognize your apprentice’s milestones and motivate them to complete their training, such as:

• The Apprenticeship Incentive Grant which offers $1,000 to apprentices for completing specific program levels (up to a max of $2,000 per person).
• The Apprenticeship Completion Grant which provides a one-time grant of $2,000 for apprentices who complete their training and achieve a journeyperson certification in a Red Seal trade.

In addition to the hiring incentive from Career Launcher Apprenticeships, leverage these financial supports to ensure a rewarding apprenticeship experience for both your business and the apprentice.

Mentoring a new apprentice is a rewarding journey, both for the mentor and the apprentice. The success of this journey largely depends on the approach you take towards training and guiding them.

Here’s a structured method to ensure your apprentice gets the most out of their learning experience with you.

1. Prepare: Set the Stage for Learning

Effective training begins with preparation. This step involves organizing the training materials, setting clear objectives, and establishing a welcoming learning environment. Proper preparation not only puts the apprentice at ease but also validates the importance of the learning process and sets clear expectations.

2. Tell: Clear Explanation of Processes

Break down the task or process into manageable parts and explain each step thoroughly. By simplifying complex tasks, you make the learning process less intimidating for your apprentice. Clear explanations lay a solid foundation for understanding and applying new skills.

3. Show: Demonstration is Key

Once you’ve explained the task, demonstrate it. This step is crucial as it provides a visual understanding of how the skill is applied in the workplace. Your apprentice can observe the nuances of the task and understand the practical aspects of what they’ve learned.

4. Do: Hands-On Practice

After demonstrating, ask your apprentice to perform the task. This hands-on experience is vital for building their confidence and competency. It also significantly improves retention of the skill, as they apply what they’ve observed and learned.

5. Review: Feedback and Reflection

The final step is to review the apprentice’s performance. Provide honest, constructive feedback and encourage them to self-reflect on their learning. You might find it helpful to develop a short checklist or a set of criteria to guide this review process.

Your Role as a Mentor

Your guidance and approach to training can significantly impact an apprentice’s skill development and confidence. By following these steps, you help create a positive and productive learning experience that prepares them for a successful career in the industry.

Do you want to enhance your apprentice training program? Explore our ApprenticeConnect platform for a wealth of curated resources. Our dedicated training page offers tips, tools, and a detailed checklist designed to boost your training efficiency and confidence.

In the world of construction and manufacturing, one of the keys to a thriving business is leveraging the diverse strengths of your workforce. As we aim to increase female representation in these sectors, it’s vital to establish a workplace where women are not only welcomed but also empowered to succeed and lead.

Hiring more women is an effective way to meet your labour needs while enriching your workforce. It brings new perspectives, skills, and ideas, contributing to a more dynamic and innovative business environment.

In this blog, we explore some effective strategies to transform your work environment into a space where women can excel.

Key strategies for a woman-friendly workplace

Here are some actionable strategies to building an inclusive work environment:

1. Personalized PPE: Tailor Personal Protective Equipment (PPE) to suit women’s needs. This includes helmets that can accommodate different hairstyles, safety gear designed for women’s bodies, and gloves in various sizes. Consider sourcing from specialized retailers like SafetyWear for Women’s Workwear.
2. Adequate facilities: Ensure your facilities include clean, well-maintained women’s restrooms and changing areas. Include amenities like sanitary products and prioritize privacy and safety.
3. Encourage dialogue: Foster a culture where women feel comfortable sharing ideas and concerns. Regular town hall meetings, feedback sessions, and anonymous suggestion boxes can promote open communication.
4. Leadership and growth: Actively encourage women to apply for leadership positions, while simultaneously ensuring they have the necessary pathways for development. This involves offering tailored training, mentorship, and career development opportunities that support their professional growth and readiness for advanced positions.
5. Clear policies against harassment: Implement strict policies against harassment. Educate your team about respectful behavior and establish a safe and confidential process for reporting issues.
6. Support work-life balance: Adopt flexible work schedules, provide parental leave options, and create a supportive environment for women balancing their careers and personal lives.

By adopting these strategies and building a more inclusive workspace, you’re enhancing your team’s resilience, strength, and innovation. Together, let’s create a future in construction and manufacturing where women play a pivotal role.

For more insights on building a strong, diverse team, check out our ApprenticeConnect platform, featuring all the tools, tips, and resources you need.

In the construction and manufacturing sectors, apprentices face a steep learning curve. As mentors and employers, your role in providing constructive feedback is crucial for their success. Effective feedback is an art that balances clarity and support, guiding apprentices towards improvement while keeping them motivated and committed to their learning journey.

Quick Tip: The Sandwich Method – A Balanced Approach to Feedback

1. Begin with praise: Start by highlighting a specific skill or task the apprentice has excelled in. This builds confidence and sets a positive tone.
2. Offer constructive criticism: Point out areas for improvement in a gentle yet clear manner. Focus on specific, actionable advice to help them refine their skills.
3. End on a positive note: Conclude by reaffirming their potential and acknowledging another area of achievement. This reinforces their value and encourages ongoing growth.

Feedback isn’t merely about direction; it’s about fostering development. By adopting the Sandwich Method, you not only pinpoint areas for growth but also increase an apprentice’s confidence and commitment to their craft.

For more insights and resources on retaining apprentices in the construction and manufacturing sectors, visit our dedicated page on ApprenticeConnect: your ultimate guide for hiring, onboarding, training, and retaining apprentices.

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Career Launcher Apprenticeships is delivered by Colleges and Institutes Canada and is funded by the Government of Canada’s Apprenticeship Service Program.

Welcome to the essential guide for construction and manufacturing businesses looking to excel in onboarding new apprentices. When apprentices step onto a jobsite or into a workshop for the first time, the atmosphere, interactions, and overall vibe can shape their perception of the entire journey ahead.

Dive into our onboarding tips designed to ensure your new apprentices are well-integrated, safe, and productive.

Mastering apprentice onboarding with these seven tips!

1. Set the stage before arrival: Start the orientation early. Ensure all paperwork is ready and initiate a warm introduction through a planned meet-and-greet. You could even have a welcome package ready—a simple gesture like this can make an apprentice feel like they’re valued from day one.
2. Tour and introductions: Familiarize them with the workspace. Introduce them to each team member, briefly explaining everyone’s roles. This helps them understand the workflow and identify the right person to approach for specific tasks.
3. Buddy up: Create a support system by assigning them a colleague as a go-to for daily questions.
4. Equip with safety and knowledge: Safety isn’t just wearing a helmet; it’s a culture. Begin their journey with a solid orientation – focus on the safety protocols, personal protective equipment, and the importance of mutual respect in a diverse workspace.
5. Tools and support: Apprentices might have to purchase their tools, but offering some initial assistance or financial guidance can boost morale. Plus, a little tip: advocating for labeled tools can prevent both loss and confusion!
6. Feeback loop: Regular check-ins, reviewing their logbook, and setting clear goals will track their progress. Emphasizing regular communication helps to ensure everyone’s on the same page and any hiccups are addressed early.
7. Celebrate small wins: Acknowledge and celebrate their milestones, no matter how small. This not only boosts their confidence but also motivates them to push further.

Harness these strategies and witness a seamless transition that benefits not just the new apprentices, but your entire team. By building strong foundations and cultivating a genuine sense of belonging from the start, you’ll not only boost their morale and commitment but improve productivity and retention.

For more about onboarding, visit the dedicated page on our ApprenticeConnect platform.

We understand that financial challenges can be a roadblock for apprentices. By encouraging them to take advantage of the financial aids available to them, you’re not only helping them succeed but also empowering them to focus on their skills and growth without monetary distractions.

We are pleased to share with you several funding opportunities available for apprentices.

Key federal supports for apprentices:

1. Canada Apprentice Loan:
   Apprentices can receive up to $4,000 in interest-free loans for each period of technical training. This financial assistance can be used for tuition, tools, equipment, living expenses, and more.
2. Apprenticeship Incentive and Completion Grants:
   Federal grants up to $4,000 are available to motivate apprentices to finish their training in Red Seal trades, with specific amounts allocated at various apprenticeship stages.
3. Employment Insurance (EI) for Apprentices:
   Should an apprentice face unemployment during technical training, EI benefits can provide necessary financial support.
4. Tax Deductions and Credits for Apprentices:
   To reduce the financial load, the federal government offers tax credits and deductions for tools, tuition fees, and other educational expenses like textbooks.

You can find additional supports for apprentices that are specific to your province or territory:

• British Columbia
• Alberta
• Saskatchewan
• Manitoba
• Ontario
• Quebec
• New Brunswick
• Nova Scotia
• Prince Edward Island
• Newfoundland & Labrador
• Northwest Territories

By informing your apprentices about these supports, you’re helping them reach their goals and finish their apprenticeships. You’re also ensuring that the time and resources you invest in training them yield substantial returns.

“The program has provided tremendous support to our workforce development goals. Without it, I wouldn’t have been able to bring the apprentice on board at this time. She has been a highly beneficial addition to our team.” – Ian Moniz, Owner, Moniz Contracting

In a landscape where the skilled trades sector faces a labour shortage and braces for a wave of retirements, Career Launcher Apprenticeships, funded by the Government of Canada, emerges as an innovative solution. Moniz Contracting, situated in Sorrento, BC, serves as a prime example of how this program positively impacts businesses in the trades.

The company received significant support from the program, with a $10,000 payout upon hiring a new female apprentice. This money, Moniz acknowledged, was crucial. “The funding was instrumental in the success of our apprenticeship program, allowing us to bring on an additional employee while covering training costs,” he remarked.

Moniz’s endorsement of the program is clear. “Absolutely, I would highly recommend it,” he asserted. “Career Launcher Apprenticeships is a fantastic initiative that not only benefits businesses but also provides invaluable opportunities for individuals to learn and grow in their chosen field. It’s a win-win situation.”

At Moniz Contracting, the win-win dynamic of the program is evident. Within just two months, their new apprentice was contributing significantly, gaining hands-on experience with power tools and acquiring specialized skills in electrical wiring and general construction.

Moniz’s experience highlights how Career Launcher Apprenticeships strategically addresses labour shortages by incentivizing businesses to invest in training new talent and by enhancing diversity in the trades. By enrolling, construction and manufacturing businesses receive $5,000 for each new apprentice they hire, with an increased incentive of $10,000 if the apprentice belongs to a group traditionally underrepresented in the trades. Impressively, more than half of new apprentices hired through the program belong to one of these groups, highlighting its tangible impact.

There’s still time! As we continue to witness the positive outcomes of the program, we encourage more businesses to participate, taking advantage of these incentives to ensure a strong, resilient, and diverse workforce for the years to come.

On November 29th at The Buildings Show at the Metro Toronto Convention Centre, a panel of experts engaged in a thought-provoking dialogue moderated by Lilit Simonyan, Manager of Career Launcher Apprenticeships. The panelists discussed challenges in the construction sector and proposed practical solutions, emphasizing the important collaboration between education, industry, and government in shaping a skilled and diverse workforce.

Manny Neves, the host of The Construction Life podcast, shared insights drawn from over 500 interviews to highlight the crucial role of mentorship in retaining apprentices and cultivating a dedicated and skilled workforce. Keaton Ambrose, a representative from Chandos Construction, introduced the concept of employee ownership to foster engagement. He highlighted the importance of investing in individuals, creating a culture that not only values its workforce but also empowers them to contribute to the company’s success.

Candace Miller, the Executive Director of Business Development at Fanshawe College, discussed the significant role post-secondary institutions play in meeting labour shortages. She called for stronger links between education and industry to ensure graduates are job-ready. Danielle Palombi, representing Magna School for Skilled Trades, advocated for initiatives to encourage more women to pursue careers in trades. Palombi highlighted the importance of flexible programming, targeted outreach, and mental health supports to create a more inclusive and diverse workforce.

Aaron Boland, owner of Expert Plumbing & Drains Inc., addressed the challenges of attracting and retaining diverse apprentices. He emphasized in-house education and dispelling stereotypes as key strategies. Additionally, Manny Neves and Aaron Bolad discussed the positive impact of government-funded programs on training and hiring.

In conclusion, the panelists provided valuable insights into the construction industry’s future and highlighted a collective goal: to cultivate a skilled and diverse workforce. This requires a unified approach across sectors that supports mentorship, investment in people, bridging education and industry gaps, and challenging stereotypes.

A question we often encounter is, “How do I get my journeyperson to mentor a new apprentice whose experience differs from their own?” It’s a valid concern, and we’re here to shed light on the power of inclusive mentorship.

Let’s dive into some strategies that can foster a positive mentorship dynamic and create a more harmonious and inclusive work environment.

Emphasize shared goals.

When approaching your journeyperson, communicate the benefits of mentoring an apprentice with a different background. Emphasize shared goals, such as professional growth, skill development, or project success. By highlighting the collective vision, you can foster a sense of camaraderie and purpose.

Recognize expertise.

Celebrate journeypersons’ achievements as mentors and acknowledge their experience and expertise in their craft. By recognizing their mastery, you instill a sense of pride and validation, making them more receptive to guiding an apprentice from a different background.

Value diversity of perspective.

Emphasize the benefits of diversity in the workplace. Showcase how diverse perspectives and experiences can enrich the team and lead to innovative solutions.

Encourage open dialogue.

Create an environment where open dialogue is welcomed. Encourage the journeyperson and apprentice to share their experiences and learn from one another. This exchange of knowledge promotes mutual understanding and empathy.

In our shared mission to create a dynamic and inclusive workforce, inclusive mentorship plays a pivotal role. By implementing these strategies, you’ll unlock the potential for growth and harmony within your team.

Are you ready to elevate your hiring strategy? In this blog post, we delve into the art of crafting compelling job advertisements. A well-written job ad is more than a list of requirements – it’s a window into your organization’s unique culture and values. By the end of this post, you’ll have actionable tips that will help you attract the right candidates to your team.

Why a Good Job Ad Matters

A compelling job ad does more than just fill an opening. It generates excitement and interest among potential candidates. It’s not just about finding someone with the right skills; it’s about attracting individuals who resonate with your company’s vision and values.

Tips to Sell Your Opportunity:

1. Craft an accurate job title: The job title should reflect the essence of the role. Clarity and straightforwardness will attract candidates who are the perfect fit for your needs.
2. Vivid job description: Clearly outline responsibilities and expectations. Use descriptive language to highlight the role’s impact and growth opportunities. Show the value of joining your team!
3. Highlight benefits: Beyond salary, emphasize perks like professional development, a supportive work environment, and employee benefits.
4. Set reasonable requirements: Focus on essential qualifications to encourage a diverse pool of applicants. Avoid overloading your ad with unnecessary prerequisites.
5. Simplify the application process: Ensure the process is user-friendly with clear instructions.
6. Use inclusive language: Emphasize your commitment to diversity and inclusivity with gender-neutral language.
7. Showcase your company culture: Give candidates a glimpse of your brand’s personality and work environment, helping them see themselves as part of your team.

Sample Job Ad for Inspiration

Download our sample job ad tailored for the construction sector and use these tips to adapt it to your business needs.

Want to maximize profits and build a stronger team? Take advantage of apprenticeships! Beyond their enthusiasm and fresh perspectives, apprentices offer financial benefits that can drive your business’ growth. In this post, we look at the tangible advantages of hiring apprentices and how they can positively impact your bottom line.

Cost-Efficient Workforce: Save on Labour Costs

Hiring apprentices is a cost-effective solution for building a skilled workforce. Their wages are generally lower than experienced employees, allowing you to save on labour costs while investing in future talent.

Wage Subsidies and Incentives: Capitalize on Financial Support

Participating in programs like Career Launcher Apprenticeships opens doors to attractive wage subsidies and incentives. Get $5,000 when you hire a new apprentice and up to $10,000 for candidates from underrepresented groups in the trades.

Increased Productivity: Grow with Skilled Talent

As your apprentices develop their skills, they contribute more to your organization’s productivity. By nurturing their growth, you’re building a team of skilled professionals who can deliver high-quality work.

Long-Term Loyalty: Foster Lasting Employee Relationships

Apprentices often demonstrate loyalty to the employers who invested in their training and development. By fostering a supportive environment, you’re more likely to retain these valuable team members for the long haul.

Customized Training: Align with Your Business Goals

Tailor apprenticeship training programs to meet your specific business needs. You can shape the skills of your apprentices, aligning them with your company’s goals and objectives.

Reduced Recruitment Costs: Benefit from a Local Talent Pool

Apprenticeship programs reduce the need for costly external recruitment. As you nurture local talent, you’ll find a steady pipeline of skilled workers to choose from, saving time and resources.

Conclusion

The financial advantages of hiring apprentices are clear and impactful. From cost savings to enhanced productivity and loyalty, apprentices can be a key part of driving your business towards lasting success. If you’re interested in taking the next step and tapping into these benefits, contact us at trades@careerlauncher.ca