Shortage of apprenticeship spots is crippling the technical sector: a downward spiral looms

The tech sector is crying out for workers, and it is precisely this labor shortage that threatens to hinder the growth of a new generation of skilled professionals. Companies are so busy that time to mentor students is becoming increasingly scarce.

At the start of the new academic year, this is a painful paradox: tomorrow’s technicians are desperately needed, but where can they still learn the trade? It’s time to take a closer look at the situation on the ground. How pressing is this problem, and above all: how do we solve it?

Paradox

According to Dick Reijman of Techniek Nederland, there’s a clear explanation for this paradox. “Companies are incredibly busy due to an aging workforce and staffing shortages. Technicians and on-the-job trainers have packed schedules and therefore have less time to mentor apprentices. Ironically, the companies that need people the most often have the least capacity to train new skilled workers.”

According to Techniek Nederland, there is no nationwide figure for the shortage of apprenticeship positions. The situation varies by region and program. However, the trade association notes that not every student looking for an apprenticeship position is able to find one.

Everyone is struggling to find a placement

When asked, Deltion College in Zwolle explains that, for now, it is still able to provide its students in the Technology and Built Environment department with an internship or apprenticeship. The question is, however, for how much longer, as the vocational college also acknowledges that it is becoming increasingly difficult to place everyone.

According to a spokesperson for Deltion College, companies’ capacity to provide guidance is also the main cause. “Skilled professionals are desperately needed on the job, and at the same time, we need those same professionals to serve as on-the-job trainers or mentors for the next generation. That creates tension.”

But the training center in the eastern part of the country cites yet another reason. Deltion College is seeing a change in its student body. “The increasing diversity of the student population sometimes demands more from workplace supervision. For example, we’re seeing more students who speak other languages and students who don’t yet have a sufficient command of Dutch when they enroll. It can be particularly difficult to find a suitable placement for that group—which requires more and more intensive guidance.”

In terms of enrollment, there is a silver lining, albeit a small one. “We’re seeing growth in a number of our technical programs, such as electrical engineering, infrastructure engineering, and mechatronics.” Techniek Nederland also reports a slight nationwide increase in the number of new students. According to the trade association, however, this is by no means enough. Due to an aging population and growing societal challenges, there is a structural need for more young people and career changers.

Looming downward spiral

The solution that’s often quickly proposed is “getting more young people interested in technology.” According to Reijman, that’s only half the solution. If the capacity to subsequently train them, mentor them, and—above all—allow them to gain practical experience doesn’t grow along with that interest, a new bottleneck will arise.

Reijman therefore warns of a self-reinforcing problem. “If we do nothing, we’ll end up in a downward spiral; we’ll get busier, which means we’ll train fewer and fewer people, which in turn will make things even busier.”

New, more flexible approaches to training

To stay ahead of these problems, Techniek Nederland sees opportunities in alternative training methods. Reijman: “For example, students could gain experience at multiple companies through regional partnerships, training companies, or joint practical training centers. Smaller companies might be able to share on-the-job trainers with one another. You could also have upperclassmen assist with mentoring.”

Deltion also advocates for more flexible forms of training and closer cooperation between education and the business community. According to the training center, this isn’t just about young people. “Career changers, retraining, continuing education, and lifelong learning are also becoming more important.” According to the school, Bol, BBL, customized programs, and modular tracks will increasingly need to coexist.

Consequences extend beyond the engineering and installation sectors

According to Techniek Nederland, the situation is urgent. Reijman notes that a persistent shortage of technical personnel will ultimately affect more than just construction and installation companies. “Without enough technicians, the energy transition, housing construction, grid upgrades, making buildings more sustainable, climate adaptation, and the replacement of outdated infrastructure will be delayed. Wait times will increase, projects will become more expensive, and companies will have to turn down more jobs. Ultimately, this will affect not only the technical sector, but also the economy and the societal challenges facing the Netherlands.”

According to both Deltion and Techniek Nederland, the solution requires collaboration between the education sector, the business community, and the government. Companies will need to set aside time and resources for mentoring; the education sector must continue to provide practice-oriented training; and the government must invest heavily in technical education and the BBL pathway.

Reijman: “If we don’t invest in technical training programs now, the labor shortage will only get worse.” According to him, this also places an important responsibility on companies that offer apprenticeship positions: “Don’t view training as an extra expense, but as an investment in the future—both for the company and for the entire sector.”