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In some industries, aging workforces and deepening skill shortages mean companies can no longer rely on hiring the experienced workers they need. The only realistic option is to grow their own, and that puts apprenticeship schemes right at the centre of workforce planning.
Running a programme at that scale raises questions that go well beyond recruiting. Culture shapes whether people stay, mentoring determines whether skills actually transfer, and long-term success often depends on governments understanding how to direct support towards the future talent that industries actually need.
So what makes an apprenticeship scheme genuinely effective for high-skilled talent, and what has to be in place around it to make it work?
My guest this week is David Dart, Chief People Officer at Caliber Holdings. In our conversation, David shares what he's learned building a skilled-talent pipeline at scale.
In the interview, we discuss:
The unique talent challenges in recruiting auto body technicians
Skills shortages and an aging workforce
Culture and retention
The importance of mentoring
The impact of AI on jobs
The importance of trades careers and the need for government support
