(650) 332-8623HVAC Apprenticeship: The Ultimate Guide to Hiring New HVAC Pros
Looking to hire top HVAC apprentices? Check out the best tips and places to find the right talent for your team!
The cost of replacing HVAC employees equals 30-50% of their annual salaries.
With an HVAC apprenticeship, you can build a pipeline to a more loyal, committed, and reliable workforce, so you can always keep up with client demand without stressing over employee turnover.
After all, you can’t expand your operations if you constantly have to deal with HVAC employees jumping ship the first chance they get. And if you keep hiring new workers with no sense of loyalty to your company, you’ll keep circling back to the same problem, costing your business thousands in recruitment and training expenses.
An HVAC apprenticeship offsets this by giving you access to a rich supply of younger mechanically inclined individuals eager to learn (and stay with your company longer).
Over 63,846 HVAC apprentices are employed across the country, and potentially more are willing to join the workforce, with 75% of recent high school graduates expressing their desire to get vocational training.
In this guide, we’ll break down everything you need to know about bringing on HVAC apprentices effectively.
You’ll learn where to find the best candidates, how to train them without derailing your business, and proven strategies to retain your hires long enough to see a return on your investment.
- Learn where to discover promising HVAC apprentices eager to learn and grow with your business.
- Understand what skills and qualities to look for to ensure you’re making the right hire.
- Get insights on efficient training methods and navigating legal requirements.
- Explore ways to keep your apprentices engaged and loyal, minimizing turnover and maximizing your return.
- Discover how to use HVAC business software to manage your apprentices and track their job performances in the field.
What is an HVAC Apprenticeship?
An HVAC apprenticeship is a structured program that allows individuals to gain hands-on experience and training while working under the guidance of experienced HVAC technicians.
HVAC apprenticeships benefit your business through
- Bridging the Skills Gap: With the shortage of skilled technicians on the rise, bringing in apprentices lets you train them on the tools, techniques, and standards specific to your business.
- Cost-Effective Talent Development: HVAC apprentices generally require less initial investment, giving your business room to grow while allowing these newbies to get their foot in the door.
- Retention-Focused Workforce Investment: By taking these rookies under your wing and instilling your company culture in them from the get-go, you can foster a sense of loyalty that will prevent them from becoming another employee turnover statistic.
The Bureau of Labor Statistics (BLS) reports available HVAC jobs are projected to grow by 9% a year from 2023 to 2033 – faster than the average for all occupations. Still, many of these openings remain unfilled, worsened by an estimated 25,000 technicians leaving their companies each year.
Basic Facts about HVAC Apprenticeships
Before bringing an HVAC apprentice into your business, there are a few key facts you should know to make the most informed decision.
1. What makes HVAC apprentices better than those from HVAC trade schools?
Apprentices gain hands-on experience while learning on the job, making them more adaptable to real-world situations specific to your business.
Unlike trade school graduates, who might have only classroom knowledge, apprentices are trained under your supervision, ensuring they meet your standards from day one.
2. How long is the HVAC apprenticeship?
Typically, HVAC apprenticeships last between 3 to 4 years, depending on the program. During this time, apprentices gain both technical skills and on-the-job experience, providing a comprehensive foundation for their careers.
3. How much is the starting pay for HVAC apprentices?
Starting pay for HVAC apprentices is typically half a fully qualified technician’s wage.
This translates to an annual salary range of $26,000 to $43,000 or an average hourly rate of $16.38. As they gain more experience and skills throughout the program, their pay gradually increases, offering an affordable way for businesses to develop talent.
4. What’s the difference between union and non-union HVAC apprentices?
Union HVAC apprenticeships offer standardized training, negotiated wages, and benefits, ensuring consistent pay and support. Non-union apprenticeships provide more flexibility in training and schedules but pay and benefits can vary significantly based on the employer.
For business owners, the choice depends on whether they value structure and benefits (union) or flexibility and potentially lower costs (non-union).
5. Who is qualified or eligible to work as an HVAC apprentice?
Most programs require applicants to have a high school diploma or GED, a valid driver’s license, and the physical ability to perform the job’s tasks.
Note that qualifications for HVAC apprenticeships can vary by state and program. To find the exact requirements, check local HVAC trade unions (e.g., UA, IBEW), state Department of Labor websites, or apprenticeship programs offered through local community colleges or technical schools.
You can also reach out to regional HVAC associations or contractors’ boards, which usually list apprenticeship opportunities and requirements for your state. These resources will provide details on the qualifications, including age, education, and any additional assessments required.
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Where to Find HVAC Apprentices
Below are some of the most effective ways to find and hire HVAC apprentices in the U.S., both online and offline.
1. Industry Associations and Unions
Organizations such as the United Association (UA), Sheet Metal Workers, and the Air Conditioning Contractors of America (ACCA) have networks of budding professionals.
Reach out to local chapters of these associations to connect with vetted candidates who are already developing their skills and showing interest in the HVAC field.
- United Association (UA): A multi-craft union that provides HVAC workers with apprenticeship programs and training resources.
- Sheet Metal Workers (SMART): Trade union offering training and networking for those in the sheet metal and HVAC industries.
- Air Conditioning Contractors of America (ACCA): National HVAC association connecting contractors with training resources and skilled workers.
- Plumbing-Heating-Cooling Contractors Association (PHCC): Provides apprenticeships and education to those in the HVAC and plumbing industries.
- Build connections with union reps and industry contacts to stay updated on apprenticeships, training programs, and placement-ready candidates.
- Attend association meetings, union events, and trade shows to network with union reps, trainers, and apprentices, making it easier to spot talent.
- Use association and union job boards for apprenticeships by posting openings or reviewing candidates to access skilled workers quickly.
2. Online Recruiting Platforms and Digital Job Boards
Platforms like Indeed, LinkedIn, and ZipRecruiter are excellent for posting specific HVAC apprenticeship listings.
To increase your chances of finding great talent, write clear and concise postings, detailing the skills and qualities you’re looking for, the benefits you provide, and any training opportunities.
- Indeed: A broad job-search platform where you can post HVAC apprenticeship listings and reach a wide audience.
- Glassdoor: A recruiting platform where you can post jobs and share your company culture to attract apprentices.
- CareerBuilder: A platform to post HVAC job listings and recruit apprentices looking for hands-on work experience.
- Don’t underestimate the power of keywords; use terms like “HVAC apprenticeship,” “entry-level HVAC tech,” and “on-the-job HVAC training” to increase visibility.
- Seasoned recruiters advise reaching out directly to individuals whose profiles stand out — sometimes, the best apprentices are just waiting to be discovered.
3. Social Media Sites
Facebook, Instagram, and TikTok are fantastic platforms for recruiting younger talent. You can post engaging content about your work environment, daily operations, and success to attract quality candidates from the following sources:
- Facebook (Job Postings & Groups): Use the job feature and join HVAC-specific groups to connect with potential apprentices.
- Instagram (Business Page): Share company culture and job openings to attract young talent with a visual representation of your business.
- LinkedIn (Company Profile & Job Listings): Post professional opportunities and network directly with candidates looking for HVAC roles.
- Create engaging short videos demonstrating HVAC skills (like thermostat installs or AC servicing), adding popular music or trending challenges, and a call-to-action like, “Want to learn this? We’re hiring apprentices!”
- Share LinkedIn videos or testimonials highlighting current or past apprentices’ career growth. Tag them and describe their progress to humanize your business and attract new apprenticeship candidates.
4. Word-of-mouth Referrals and Employee Recommendations
Your current employees can be a powerful resource for finding high-quality HVAC apprentices. They are likely to have connections with others who are passionate about the trade or looking to break into the industry.
- To maximize this opportunity, establish a referral program where employees are incentivized to recommend potential apprentices. For instance, you could offer financial bonuses, extra paid time off, or other perks for successful referrals.
- Encourage technicians to talk about their work experiences openly, whether in casual settings or on social media and to keep an eye out for individuals who may have a strong interest in HVAC. This organic approach taps into networks that are more likely to yield motivated candidates who understand the nature of the job.
- Use software that facilitates tracking and managing referrals, such as BambooHR or Greenhouse, which also allow you to set milestones for referral bonuses (e.g. after an apprentice completes a probation period).
- You can also set up an internal communication channel, like Slack or an email group, where employees are kept informed about open positions and referral incentives.
- Implement tiered referral bonuses (e.g., for hiring and after 90 days) to encourage high-quality, long-term referrals.
- Feature current apprentices or referral hires sharing their journey in newsletters or on social media to boost morale and inspire more referrals.
- Set up a referral leaderboard in the office or on internal channels to recognize top referrers and spark friendly competition.
5. Community and Youth Programs
Many local communities have programs like SkillsUSA and Job Corps, focusing on vocational training and job placement for young people. By connecting with these organizations, you can find apprentices looking for hands-on experience in the HVAC industry.
High school career counselors can also be valuable contacts to reach students interested in a trade career straight after graduation.
- Job Corps: A government-run program providing free career training and apprenticeships for eligible youth.
- SkillsUSA: National organization connecting students to trades like HVAC, with training and apprenticeships.
- Apprenticeship.gov: A government resource to find state-specific apprenticeship programs in HVAC.
- YouthBuild USA: Offers education, training, and work experience for youth entering trades like HVAC.
- Local High School Career Centers: Contact high schools directly to connect with students interested in pursuing an HVAC career.
- American YouthWorks: Offers training programs and work experience opportunities for youth interested in the HVAC field.
- Offer to host informational sessions or workshops to engage with young talent. Many business owners find that building relationships through mentorship increases the likelihood of hiring dedicated apprentices.
- Consider sponsoring local events or participating in community activities to create a brand presence among those seeking opportunities in skilled trades.
How to Recruit and Hire Great HVAC Apprentices
When recruiting and hiring HVAC apprentices, the goal is not just to fill an open role but to find a motivated individual who fits well with your business and is likely to stay long-term.
Below, we’ll cover what to look for in candidates, how to write job descriptions that promote retention, and how to navigate the legal landscape when hiring apprentices.
Step 1: Identify What to Look for in a Candidate
Hiring the right apprentice is about more than technical skills. It’s about mindset, adaptability, and finding someone eager to learn and grow with your business.
Key Traits to Look For in an HVAC Apprentice:
- Mechanical Aptitude: Basic understanding of how tools and machines work.
- Problem-Solving Ability: Able to think on their feet and troubleshoot issues.
- Positive Attitude & Work Ethic: Willing to learn, reliable, and takes initiative.
- Strong Communication Skills: Comfortable asking questions and communicating progress.
- Adaptability & Physical Ability: Able to work in different environments and perform physical labor.
Conduct working interviews. Invite top candidates for a “day-in-the-life” shadowing session. It allows them to experience the work environment and to assess their hands-on potential and attitude in real-world settings.
Step 2: Craft a Compelling Job Description with Retention in Mind
A well-written job description not only attracts the right candidates but also sets the stage for long-term retention. It’s important to clearly outline the role, expectations, training process, and any benefits that come with the apprenticeship.
Focus on selling your business as a place where they can grow, learn, and eventually have a stable career. Remember, your future apprentice is also evaluating you as an employer.
Components of a Strong Job Description:
- Job Title & Summary: Clearly define the role (e.g., “HVAC Apprentice – Entry-Level Technician”) and provide a concise summary of what they’ll do.
- Responsibilities & Tasks: List daily duties and expectations, such as assisting technicians, performing equipment maintenance, or learning diagnostic techniques.
- Qualifications & Traits: Highlight desired skills, like reliability, eagerness to learn, and teamwork. If specific education or certifications are preferred (e.g., EPA Section 608), mention them.
- Growth Opportunities: Outline the training process, certification pathways, and career advancement (e.g., progressing to a full technician role).
- Compensation & Benefits: Be upfront about wages, wage progression during the apprenticeship, and any benefits like health insurance, tool allowances, or tuition reimbursement.
- Company Culture & Values: Share what makes your business unique—a supportive work environment, team camaraderie, or focus on customer service.
Focus on career growth. When candidates see a pathway from apprentice to skilled technician, they’re more likely to commit to the long haul. Include stories or testimonials from past apprentices who grew with your business and are now full-time techs.
Step 3: Navigate Regulatory and Liability Concerns
Hiring HVAC apprentices involves adhering to state and federal regulations, particularly around licensing, supervision, and safety. Understand these legal requirements to avoid potential liability issues and ensure a smooth, compliant hiring process.
a. Navigating Licensing and Supervision Requirements
Every state has its own rules for HVAC licensing, so check local requirements before hiring.
In most cases, apprentices are required to work under the direct supervision of a licensed HVAC technician. This means you, or a member of your team, must be available to oversee their work and provide guidance.
Some states also require apprentices to register with a state licensing board before they begin work, which may involve a small fee or proof of employment.
b. Ensuring Safety and Reducing Liability
One common concern with apprentices is liability. Because they are unlicensed and inexperienced, it’s important to implement safety protocols and provide appropriate training to reduce the risk of accidents.
Not only does this protect your business, but it also ensures apprentices learn best practices early on.
Best Practices for Minimizing Liability and Complying with Regulations
- Document Training & Supervision: Keep records of all training, certifications, and on-the-job supervision provided to the apprentice.
- Comprehensive Onboarding Process: Ensure the apprentice understands safety procedures, company policies, and expectations from day one.
- Pair Apprentices with Skilled Technicians: Assign apprentices to experienced technicians who are capable and willing to mentor, train, and supervise their work.
Proactively reach out to your state’s licensing board or labor department to confirm requirements and stay updated on any regulatory changes regarding apprenticeships.
Maximizing the ROI of HVAC Apprenticeships
An HVAC apprenticeship program can be an excellent investment in your workforce, but like any investment, you’ll want to ensure you’re maximizing its return.
This section covers how to address skill development, minimize turnover, and create a sustainable program that benefits both your business and your apprentices.
1. Tracking Progress to Address Skill Gaps and Retention
Setting measurable benchmarks for your apprentices is key to ensuring their development aligns with your business needs. This will help you assess their progress, identify any gaps in skills, and make targeted adjustments to training.
a. Set Clear Milestones & Benchmarks
Break down your training program into milestones that apprentices must achieve, such as completing a certain number of service calls or mastering specific HVAC systems. Establish a timeline for each milestone and review it regularly with both the apprentice and their mentor.
b. Regular Performance Reviews & Feedback
Consistent feedback is crucial. Schedule weekly or bi-weekly check-ins to review progress, discuss challenges, and provide positive reinforcement.
Make these sessions a two-way street—encourage apprentices to share their feedback on the training and any areas where they need more support. Not only does this enhance performance, but it also makes apprentices feel valued, increasing job satisfaction and reducing turnover.
c. Skill Assessment & Adjustments in Training
Conduct regular skills assessments. This can include hands-on evaluations or written quizzes to measure technical knowledge. If an apprentice struggles in a specific area, adjust their training to address those gaps.
For example, if they’re struggling with diagnostics, consider shadowing a senior technician known for troubleshooting complex issues.
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2. Retention Strategies to Minimize Turnover Post-Training
Retention is a common concern when it comes to apprenticeships. After investing in their training, you want to ensure apprentices stay with your business long-term.
Here’s how you can retain them beyond the apprenticeship period:
a. Offer Career Advancement Opportunities
Clearly outline a career path for apprentices, from entry-level positions to advanced roles within your company. Promote continued learning through advanced certifications or specialized training, such as becoming an EPA-certified technician.
When apprentices see a tangible future with your business, they’re more likely to stay.
b. Provide Competitive Wages & Benefits
Apprentices expect fair compensation as their skills develop. Offer wage increases based on skill milestones and work experience. Additionally, provide benefits like health insurance, tool allowances, and even bonuses tied to performance or loyalty to incentivize apprentices to remain in your company.
c. Create a Positive Work Culture
Work environment matters. Foster a supportive culture where apprentices feel they’re part of the team. Recognize their achievements publicly and include them in team activities or celebrations.
A strong sense of camaraderie can be a powerful motivator for staying with the company.
d. Contractual Agreements for Post-Training Employment
To encourage apprentices to stay on after their training, consider offering a post-training employment contract. This can include a commitment to stay for a certain period in exchange for additional benefits, bonuses, or pay raises.
Wrapping Up
While investing in apprentices requires time and resources upfront, the payoff is a steady stream of reliable, competent technicians that can help you save money on recruiting and labor costs over time.
To further streamline your business operations, consider using HVAC-specific software like Workyard that makes managing your workforce easier.
With features like accurate GPS time tracking, real-time job progress monitoring, and job costing, Workyard allows you to stay on top of labor expenses and maximize profitability.
Not only does this help you manage your team effectively, but it also ensures that the time and effort you invest in training apprentices is tracked accurately and efficiently.
See how Workyard efficiently tracks HVAC apprentices’ productivity, or sign up today for a 14-day free trial to see the difference it can make.
Yes, you can! Many HVAC apprentices start with little to no experience in the trade. What matters most is finding candidates who demonstrate strong mechanical aptitude, problem-solving skills, and a genuine interest in the HVAC field.
A candidate’s work ethic, reliability, and willingness to learn are more valuable than technical skills, which can be developed over time. If your business has the resources to provide thorough training and mentoring, then someone with zero experience but the right attitude and dedication can be a strong hire.
To maximize the benefits of an HVAC apprenticeship program, structure training to align with your business needs. Start with a defined curriculum that covers fundamental HVAC skills and gradually builds up to more advanced work, like troubleshooting and system installation.
Assign a licensed technician as a mentor to each apprentice, ensuring hands-on training and guidance. Set measurable milestones, such as skill achievements and safety certifications, and offer incremental pay increases as apprentices reach them.
Regularly evaluate progress to address skill gaps, while providing constructive feedback to boost morale and engagement. Offering clear paths to career growth—such as transitioning from apprentice to lead tech—can improve retention and ensure you develop long-term, loyal team members.
Before hiring your first HVAC apprentice, consider your business’s capacity for training and supervision. Ensure you have experienced technicians who can mentor and oversee the apprentice’s work.
In addition, familiarize yourself with local regulations, as states often have specific requirements for apprentice licensing, supervision, and work restrictions.
Assess your training needs and be prepared to allocate resources like tools, safety gear, and instructional materials. Apprentices will need time to learn, so anticipate an initial productivity dip before they become a valuable asset.
Finally, think about your long-term hiring goals—bringing on apprentices is an investment that requires a clear plan for growth within your company.
Balancing training while maintaining workflow efficiency involves strategic planning. Pair apprentices with experienced technicians during less complex jobs to ensure they can learn without significantly slowing down the work.
Schedule routine training sessions—either before or after standard work hours—where apprentices can practice new skills without affecting job timelines.
Encourage apprentices to gradually take on more responsibility as they develop their skills. It’s also crucial to communicate clearly with your team about workflow expectations, so both mentors and apprentices understand how to balance learning with job completion.
An HVAC apprenticeship contract should cover the terms of employment, including start and end dates, hours of work, and pay structure (including raises tied to milestones).
It’s important to include a clear training plan detailing skills to be developed, required certifications, and supervision guidelines. Address any non-compete or non-disclosure clauses if you want to protect business information or prevent apprentices from joining competitors immediately after training.
Finally, outline the conditions for termination and any expectations for post-apprenticeship employment, such as a commitment to remain with the company for a certain period.
To track the ROI of your HVAC apprenticeship program, compare the costs of hiring and training apprentices with the value they bring to your business over time.
Start by tracking direct costs like wages, training materials, and mentor time. Then, monitor productivity gains as apprentices grow into their roles—consider job completion rates, customer feedback, and the reduction of subcontracting costs as they take on more work.
Also, track retention rates; keeping apprentices long-term saves on recruiting and training expenses for new hires.
Using software like Workyard can help track labor costs accurately through GPS time tracking and job costing, making it easier to measure the program’s financial impact.
