An engineering graduate, who has a degree, project reports, portfolio and theoretical understanding of machines, has not yet found a job. This is because he lacks practical experience and exposure. This is not the story of one person but of various people across cities and industries every day. One report estimates that nearly 83% of engineering graduates struggle to secure their first break in the corporate world because credentials but often do not translate into capabilities.

Proven model

This gap can be filled by apprentice-shaped learning, which will be a practical response to the pressing challenge of matching talent with the right opportunity. Apprenticeship is a proven model to build skilled talent. For instance, Germany's dual education system demonstrates the effectiveness of combining academic instruction with hands-on learning and delivers measurable employment outcomes and builds accountability. While India has frameworks for apprenticeships in place, they remain significantly underutilised. Reforms to the Apprenticeship Act and initiatives like National Apprenticeship Promotion Scheme (NAPS) and National Apprenticeship Training Scheme (NATS) have created a policy base for expansion. However, implementation and visibility continue to fall short.

Apprenticeship is a structured form of on-the-job training that provides individuals the opportunity to learn through doing and employers the chance to assess talent in a productive setting. It contributes to higher productivity, better employee retention and reduced time-to-performance for new entrants. For years, apprenticeship has been seen as suited only for factory or technical jobs. This narrow view has kept many companies and sectors from exploring the real potential of apprenticeships. But with the government rolling out supportive schemes, easing compliance processes, and using digital platforms to increase access and awareness, such beliefs are being challenged.

Apprenticeship are a smart, long-term strategy to build skilled talent. By combining academic learning with hands-on training, companies can close the gap between theory and practical skills. Apprenticeships should be part of the workforce strategy and viewed as an investment. Employers who have implemented structured apprenticeship programmes report gains in both output and engagement.

Employability

However, societal perception remains a major roadblock. Many consider it a lesser option, especially compared to full-time academic programmes. This discourages participation. To move forward, apprenticeships must be seen through the lens of employability, income stability and long-term career growth. Educational institutions have an important role to play by integrating apprenticeships into mainstream learning pathways. Blending theory with real-world exposure increases both the relevance of education and the employability of students.

The National Education Policy already encourages more flexible and modular learning formats. This opens up the opportunity to embed apprenticeships into formal academic journeys. If employers, educators and policymakers can work in coordination, apprenticeships can become a widely accepted and productive choice for young professionals.

India's employment challenge is rooted in the lack of applied skills. Addressing this requires more than incremental adjustments to curricula. It calls for a structured, scalable model that links learning to labour market realities. Apprenticeship offers such a model. The infrastructure exists. The need is urgent. The need of the hour is consistent execution and shared commitment across sectors.

The writer is Founder and CEO of TeamLease Edtech.

Why apprenticeship-based learning should be encouraged