The construction industry in Australia has always been a vital sector, contributing significantly to the country’s GDP and economic growth. Similarly, the Australian Apprenticeship System has been vital to the construction industry, delivering a pipeline of skilled, trained individuals ready to commence their careers.

In recent years, even though the construction industry has continued to boom, apprenticeship completion rates remain a key area of concern. National data reveals that just 54% of trade apprentices who started in 2017 completed by the end of 2021, down from 57% of those who started a year earlier. One in three now drop out in their first year.

“Given the critical skills shortage facing the industry, continually investing in attraction and retention solutions that support employers and apprentices is imperative,” Add Staff Group managing director Melissa Stanford says.

“We need to look at the issue collectively and consider the role of the employer, the apprentice and the VET industry holistically. As an example, a mentorship program can help connect apprentices with industry specialists who can provide them with guidance and support, but this requires employers to either have the capacity to run a program internally or to actively engage with an external provider such as Add Staff.”

Melissa also lists a focus on flexible working arrangements to attract more apprentices to the industry, making the construction industry more attractive to aspiring apprentices seeking work/life balance.

“From an industry perspective, normalising the conversation around flexible working arrangements can create a competitive advantage for employers seeking to attract and retain apprentices within their business. It is important to understand that employees across the board are seeking the opportunity to manage a healthier work-life balance,” she says.

Similarly, providing apprentices with access to additional training and development opportunities can also help them to develop the skills they need to be successful in their careers. Showcasing clear career progression pathways for apprentices can also help them see a future in the construction industry.

One of the most important factors in improving apprentice retention rates is through the candidate attraction and selection process, ensuring the aspiring apprentice understands the trade and apprenticeship commitments.

By implementing the above solutions, improvements to apprentice retention rates can be made, thus creating a more sustainable workforce for the construction industry in the future.