You need skilled trades workers. The pipeline is dry. Job boards send you people who quit in three months or never show up at all. Meanwhile the workers you do have keep aging toward retirement. This is the trades labor problem, and most midsize employers feel it every single day.

A registered apprenticeship fixes the pipeline at the source. You stop fighting over the same small pool of already-trained workers. You build your own. And veterans are one of the best starting points you have.

Here is why. Many veterans leave the military with real trade skills already. Electricians, welders, mechanics, equipment operators, plumbers. They learned a trade on military gear that costs more than your whole shop. They show up early. They follow a process. They train the next person without being asked.

This guide is for the employer building a trades workforce. Not the job-seeker. We will walk through what a registered apprenticeship actually is, why it pairs so well with veteran talent, how the GI Bill helps pay your apprentices, and how to set it all up. If you want candidates ready to start now, that is where BMR comes in.

What Is a Registered Apprenticeship?

A registered apprenticeship is a paid job that trains a worker while they earn. The U.S. Department of Labor approves the program. The worker learns the trade on your job site and in a classroom at the same time. When they finish, they hold a credential that works in any state.

It is not an internship. It is not free labor. The apprentice is a paid employee from day one. They just start at a lower wage and step up as they prove skill.

The Department of Labor builds every registered program around five core parts:

• Employer involvement: You drive it. The program is built to your shop and your trade.
• On-the-job training: The apprentice learns by doing real work, guided by an experienced mentor.
• Classroom instruction: Related technical training backs up the hands-on hours.
• Progressive wages: Pay goes up as the apprentice hits skill marks.
• A national credential: They finish with a portable, nationally recognized certificate.

There are more than 27,000 registered programs running across the country right now. They cover construction, manufacturing, energy, IT, and healthcare. The trades are the heart of it. This is a proven model, not a new idea you have to invent from scratch.

For midsize employers, this matters. You may not have a big corporate training department. The registered apprenticeship gives you the structure. You bring the work and the mentor. The framework is already built.

Why Do Veterans Fit Trade Apprenticeships So Well?

Veterans walk in with habits most apprentices have to learn the hard way. They show up. They respect a chain of command. They work safe because unsafe got people hurt. These are not soft claims. They are how the military runs every day.

Many also bring the trade itself. A Navy Construction Electrician wired buildings. An Army Plumber ran water and fuel systems in the field. A Marine Engineer Equipment Mechanic kept heavy machines running with no parts store nearby. These workers already know the trade. They just need your certification path to make it count on the civilian side.

Here are a few military jobs that map straight into trade apprenticeships:

• Navy Construction Electrician for electrical work
• Army Plumber for plumbing and pipefitting
• Air Force HVAC and Refrigeration technician for HVAC roles
• Marine Engineer Equipment Mechanic for heavy equipment and diesel
• Army Carpentry and Masonry Specialist for carpentry and construction

Even when the trade does not match one-to-one, the work ethic does. A veteran who ran a supply yard or a flight line learns a new trade fast. They are used to training to a standard and getting tested on it. That is exactly what an apprenticeship is.

How Does the GI Bill Help Pay Your Apprentices?

This is the part most employers miss. The GI Bill can pay your veteran apprentice on top of the wage you pay. That makes a lower starting apprentice wage land softer for the veteran. It helps you keep them through the lean early months.

Here is how it works. A veteran in an approved on-the-job training or apprenticeship program can draw a monthly housing allowance from the VA while they train. With the Post-9/11 GI Bill they can also get money for books and supplies. The veteran is earning a wage from you and a benefit from the VA at the same time.

The veteran signs a training contract for a set period. When they finish the hours, they reach journeyman status. The catch for you is approval. Your program has to be approved so it shows up in the VA's GI Bill Comparison Tool. A registered apprenticeship is built to clear that bar.

Active-duty service members cannot use this benefit. It is for veterans, reservists, and in some cases spouses and dependents. So the GI Bill angle works once the service member has separated and joined your team.

What Does an Apprenticeship Pipeline Save You?

The case for building your own pipeline is money, not just goodwill. The numbers from the Department of Labor are clear.

Employers see an average return of $1.44 for every $1 they put into an apprenticeship program. That comes from lower turnover, less time spent rehiring, and workers who are trained your way from the start. And 90% of apprentices stay employed after they finish. You are not training someone who walks out the door.

Compare that to the open market. The trades shortage is real and it is not going away. The Bureau of Labor Statistics projects about 649,300 openings each year in construction and extraction jobs over the decade. For electricians alone that is around 81,000 openings a year. Plumbers add another 44,000. You are fishing in a pond everyone else is fishing in too.

An apprenticeship lets you stock your own pond. You bring in a motivated veteran, train them to your standard, and keep them. That is cheaper than paying a premium for a journeyman who may leave for fifty cents more an hour next year.

How Do You Set Up an Apprenticeship Program?

You do not have to figure this out alone. The Department of Labor built tools for employers who want to start. Here is the path in plain steps.

The DOL even runs a dedicated effort to connect veteran talent with apprenticeships. The VETS office at the Department of Labor has a page built for employers who want to bring veterans into apprenticeships. Use it. The government wants this to work as much as you do.

One more channel worth knowing. Helmets to Hardhats is a nonprofit that links transitioning service members and veterans to building trades careers. It is a candidate-facing program, so it can feed your apprenticeship from the veteran side. Pair it with your own sourcing and you cover both ends.

Where Do You Find Veterans Ready to Apprentice?

Setting up the program is half the job. You still need bodies to fill it. This is where most employers stall. The trades pool is small. The veteran trades pool feels even smaller until you know where to look.

A few channels work well together:

BMR sits in that third spot. We add 1,000+ new veteran profiles every month and we have built 60,000+ resumes for the military community. Many of those veterans come from trade jobs. They are looking for the exact apprenticeship you are building.

If you want a deeper read on related pipelines, these guides cover the rest of the trades and field hiring picture:

• Recruiting Veterans for Skilled Trades and Field Operations
• How to Hire Veterans for Manufacturing Roles
• How to Hire Veterans for Energy and Utilities Roles
• How to Hire Veterans for Aviation and Aerospace Roles

How Do Apprenticeships and SkillBridge Work Together?

SkillBridge and an apprenticeship do two different jobs, and they stack well. SkillBridge lets a service member train with you during their last 180 days of service while the military still pays them. Think of it as a tryout that costs you nothing in wages.

Run them in sequence. A service member does a SkillBridge stint at your shop. They learn your work and you learn them. The day they separate, they roll straight into your registered apprenticeship as a paid employee with GI Bill support. No gap. No cold start.

That sequence solves the biggest worry employers have about apprenticeships. You are not betting on a stranger. You already watched them work for months. Two of our guides go deeper on this:

• How to Become a SkillBridge Host Company
• Hire Transitioning Service Members Before Separation
• Transition Programs as a Veteran Sourcing Channel

Can You Stack Other Hiring Incentives?

The GI Bill is not the only money on the table. Many states offer tax credits for registered apprenticeships. Some offer extra credits for hiring veterans. These can stack on top of each other.

The Work Opportunity Tax Credit has long applied when you hire certain veterans. It is a federal credit that lowers your tax bill for a qualifying veteran hire. As of publication the credit expired on December 31, 2025, and Congress has not yet reauthorized it. It has been renewed retroactively many times before, so check the current status on the IRS WOTC page before you count on it. We break down the full picture here:

• Veteran Hiring Incentives Beyond WOTC

When you add it up, the math gets strong. You get a trained worker, GI Bill support easing the early wage, possible state apprenticeship credits, and possible veteran hiring credits. Few hiring strategies come with that many ways to lower your cost.

Build Your Trades Pipeline With Veterans

The trades shortage is not going to fix itself. The workers retiring out are not coming back. The fight over the small pool of trained journeymen only gets harder each year.

A registered apprenticeship is the way out. You stop competing for finished workers and start growing your own. Veterans give you the best raw material for it. They bring discipline, safety habits, and in many cases the trade skills already. The GI Bill helps you carry them through the early months. The retention numbers prove they stay.

You build the program. You need the people to fill it. That is the piece BMR handles. We add 1,000+ new veteran profiles every month and have built 60,000+ resumes for the military community. Many of those veterans come straight from the trades and want exactly what you are offering.

Ready to fill your apprenticeship seats with veteran talent? Partner with BMR to reach a steady flow of veterans built for the trades.