Governments and businesses everywhere are realizing the value of apprenticeships. Apprenticeships ensure that businesses can train up workers with relevant skills over time instead of hoping that they learned those skills attending college, and create a valuable bond between apprentice and company. In April, the UK government introduced the Apprenticeship Levy, an additional tax on large businesses as part of a commitment to deliver “an additional 3 million apprenticeship starts in England by 2020.” President Trump also signed an executive order to promote apprenticeships this year, and forward-looking businesses like Amazon have indicated their interest in creating or expanding apprenticeship programs.

Government initiatives are useful, but how can businesses recruit applicants and ensure that their apprenticeships are effective? An apprentice costs more than an intern, so businesses have to ensure that they get the appropriate bang for the buck. By hiring the right people, making sure that everyone in the business is committed to helping interns, and working with other businesses, businesses can create smart, interested apprentices willing to stay with the business for a long time.

Hire for Character, train for Skill

Yes, you have heard that phrase before. But it is all the more relevant when it comes to picking apprentices.

Remember: the entire point of the apprenticeship is to directly impart important skills by having them work for your business and learn in the classroom, and the main benefit is that it ensures workers learn those skills in your business instead of somewhere else less reliable. So if a prospective apprentice lacks certain necessary skills at the interview, businesses should not view it as a deal breaker like they would if they were hiring a regular employee. 

Certainly having more skills is better than no skills at all, but a business should primarily hire for character. A good apprentice candidate is eager to learn and listen, has a history of getting along with others, and is willing to take initiative.

Above all else, the candidate needs to show that they are passionate about your industry. Apprenticeships are not just an internship one does for the summer and forgets, but a major commitment where the apprentice is expected to work in the business full time once the apprenticeship is complete. If a candidate cannot make that commitment, they are not qualified regardless of their skillsets.

If your business is struggling to hire committed candidates with good character, you may have to reconsider your hiring process. Check out Anada Lakra with Forbes for some idea on how to pick out those with the best personalities.

Teach Mentors, not just Apprentices

If there are apprentices, then there are masters or mentors. Many apprentice programs pair an apprentice with a mentor who will walk them through how the business works and provide a steady hand always willing to answer questions. Even if your business decides not to fully commit to using apprentices, mentors can still guide new hires to the way things are done. The business, new hire, and mentor all gain through this process.

But not all veteran workers are suitable mentors. Some veterans will chafe at having to guide some kid around, while others may lack the communication or teaching skills to actually impart useful knowledge. Being a mentor is a skill just like any other, and skills have to be taught.

Before assigning apprentices to a mentor, have the mentor go through training classes which show how they can impart knowledge and empathy for apprentices uncertain of their next job. And while many workers will feel honored at being selected to be a mentor and give wisdom to the next generation, do not make mentoring a mandatory process. Nothing turns off a future apprentice faster than having to suffer under a grouchy mentor who has no desire to teach.

Work with Other Businesses

Not all apprenticeship programs are managed by a single business. The U.S. Department of Labor states of its Registered Apprenticeship programs that the sponsor who operates each program can be a business, a consortium of businesses, or even an industry association. Businesses should consider working together with other business to collectively a joint apprenticeship program which will help everyone.

As apprenticeships can be expensive, businesses can split the costs of running the apprenticeship between themselves, helping small companies which may not be able to afford running an internship by itself. If multiple businesses only need a few additional skilled workers, they can collaborate with other companies, have all their workers train together, and then each take what they need.

Businesses may be wary of a joint apprenticeship program as they may fear that the apprentice will join another company upon completing the apprenticeship. But over 90 percent of apprentices stay with their company, and having the occasional skilled worker leave is still better than having no skilled workers at all.