Finding Life Science Talent In Non-Traditional Places
My first July article explores frequently overlooked career preparation options.
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Opportunities in the life science industry exist for more than those with advanced science and engineering degrees. The 2023 Life Sciences Workforce Trends report reminds us that “the life sciences industry is an advanced manufacturing center that employs thousands across production, technician, transportation, material moving and handling, logistics, healthcare, and other occupations. . . .” Lower or middle-skilled positions account for a little more than half of the roles, meaning they can be filled by persons with less than a 4-year degree. [1] However, skills and subject matter expertise remain critical. How can employers find workers with the right competencies? This article explores two options – nontraditional career credentials and modern apprenticeships.
Part 1 – Nontraditional Career Credentials
The traditional path to a career role starts with a degree from high school or college. But a degree tells us a candidate could persevere through the program and says little about their talents or skills. There are many ways to develop competencies outside of degree programs via online learning, public libraries, and working with a mentor. Furthermore, some specialized skills are not available in post-secondary programs. Nontraditional career credentials, like certifications and micro-credentials, can be used to fill all these needs. This section will look at two types of nontraditional credentials, why they are valuable, and how they could boost talent development in our communities and skill development for our employees.
Career credentials (outside of formal degree programs) fall into two main types - certifications and micro-credentials. These differ in timespan and focus. Micro-credentials, sometimes called badges, are offered through flexible formats, take less time, and focus on a narrow skillset. Many micro-credential programs allow learners to create a custom program to develop competencies as needed while saving time and money. Teachers and education professionals quickly adopted this type of program, which is now rapidly expanding into other fields. Some well-known micro-credentials are for Microsoft Office skills. Certifications are more structured programs that cover a wider body of knowledge in a particular area. Progress in certification programs often requires work experience in a related role along with professional instruction. Many professional and industry organizations offer certification programs for their members. One of the best-known is the Project Management Institute’s PMP certification. Both types include examinations to prove mastery of the knowledge and skills inherent in the certificate. Some organizations (like PMI) offer both types of credentials.
The value of a nontraditional career credential depends on the granting organization, the learner, and the employer. Certificates from accredited organizations, professional associations, or technology providers may have more credibility but aren't necessarily better. Time is an essential component of value for earners. Many find they need a faster path to a job or promotion than a traditional degree. For example, certificates can help new graduates translate the knowledge and skills from secondary STEM programs into starting career roles. However, the actual value is in the fit of talent to the specific position. Employers frequently value certain certifications (such as computer network or human resources certifications) more than a degree and will list them as desirable elements on job descriptions. Certificates in the skilled trades and health professions can lead to new opportunities and advancement in the relative fields. Formal attestation of skills mastered through job experience can help structure career transitions. Even inexpensive or free badge programs can provide a structured path to individual skill development for people wishing to test the waters in a new field or role. Critically, these credentials also foster continuous learning, moving us away from the outdated one-and-done degree mindset.
Career experiences don't follow a single template, and experts are studying ways to use nontraditional career credentials to improve talent development. Soft skills like communication via email, ethical behavior, or decision-making are in demand everywhere, but college courses frequently don't address these skills. Credential programs may be a more adaptive approach for learning topics like digital transformation, data analytics, and technology applications, where progress outpaces the speed of traditional course development. Post-secondary institutions are exploring the concept of mosaic degrees, which offer a custom path to a conventional degree using a combination of certificates, micro-credentials, and online or hybrid courses for learners to use at their own pace. Employees will adapt their career goals as their life situations change, and innovative leaders and companies leverage certificates and micro-credentials as concrete evidence of capabilities and development potential. A significant gap in adapting career development to nontraditional credentials is position descriptions, often narrowly prescribed and tending to filter out candidates rather than filter in capabilities. Companies will need HR process improvements and more inclusive description content to bridge this gap.
It's no longer true that career success requires a degree. However, it certainly requires the ability to learn and master new knowledge and skills. Nontraditional career credentials like micro-credentials or badges and certifications provide a flexible and learner-selected path to demonstrate capabilities. They also encourage innovative thinking about the definition and acquisition of mastery, particularly in rapidly evolving spaces. So whether you seek to develop yourself or your team, give serious consideration to using these credentials in your strategy.
Part 2 – Modern Apprenticeships
When we think of apprenticeships, we often think of skilled trades, like construction or automotive technology. However, the modern apprenticeship model is now successfully used in many industries, including healthcare, bioscience, and IT. They’ve come a long way from their roots in the medieval craft guilds. They are internationally recognized as a path to help young people enter the workforce and address historical equity and access gaps. In this section, we’ll look at the components of a modern apprenticeship, how they help both the apprentices, their sponsor companies, and communities, and look at how state and federal governments and industries are expanding apprenticeships to help underserved populations improve their economic footing.
The basic definition of an apprenticeship is simply a legal arrangement where one person learns an art, trade, or a job by working for another. The modern apprenticeship combines paid work-based learning opportunities alongside structured classroom training to deliver both education and hands-on experience in an occupation.[2] Registered apprenticeships are formally approved by their governing body (US Department of Labor or state apprenticeship agency) after meeting appropriate criteria to maintain quality and protect the apprentices. They differ from internships in that they are structured and emphasize skill and knowledge improvement over time through close interaction with a mentor. Many apprentices earn an industry-recognized credential and convert to regular employees at the end of the program. Some programs even offer a degree option. The program length can vary (most are 1-6 years), may require a minimum number of on-the-job hours, and some include competency frameworks with milestones based on demonstration of skills mastery.
A modern apprenticeship offers benefits to the worker, their sponsor companies, and the wider community. The apprentice has the opportunity to learn skills and knowledge directly from experienced industry practitioners. They can earn while they learn, with an average annual wage of $37,107 upon program completion [3] and increased lifetime earnings. An industry-recognized credential or degree enhances both self-image and career options. Employers face a direct cost that varies based on the program elements, with the apprentice compensation the primary charge. The return on investment often requires several years [1] and depends mainly on the length of the program. Direct benefits include savings on overtime expenses, increased revenue and productivity, and lower recruitment costs. A 2016 study sponsored by the US Department of Commerce found the benefits include increased production with a decreased error rate, reduced turnover and improved recruitment, development opportunities for the mentors, improved employee engagement, greater problem-solving ability, and reduced need for supervision.[4] Critically, few companies in this study noted they lost apprentices from poaching by other companies, which demonstrates the intrinsic value of these training programs. Communities benefit by having members who can contribute to and grow within living-wage jobs, potential lifetime career roles, and thriving industries.
Many states and the federal government support the expansion of modern apprenticeships to serve a more diverse set of people and industries. The US Government Accountability Office (GAO) recently found at least 26 federal programs supporting what they term “earn and learn opportunities,” which include registered apprenticeship programs. [5] States like Massachusetts, Utah, Iowa, Maryland, New Jersey, and Washington invest in their registered apprenticeship programs. These programs also include specific goals to address the well-known gender and racial group gaps in apprenticeship participation. Companies are also using apprenticeship programs to meet their corporate DEI goals. Multiple states have also invested in inclusive apprenticeships which provide skills training to people with disabilities.[6] The Society for Human Resource Management notes apprenticeships with virtual components help employers flexibly meet new training and engagement challenges arising post-pandemic.[7] However, like all hiring programs, apprenticeship programs must be intentionally designed to ensure diversity and inclusion.[1]
A thoughtfully designed and updated modern apprenticeship program can help companies meet their long-term talent needs with committed, engaged employees. However, misconceptions about apprenticeships remain, which are easily overcome by available data. Employers can learn more about the business case for modern apprenticeships from the resources cited in this article. In addition, prospective apprentices should search for local, state, and federal apprentice support programs and on major company websites for opportunities.
The Take Home
Accepting nontraditional career credentials and actively supporting modern apprenticeship programs are two proven ways for employers to find and develop motivated and prepared team members. An excellent way to get started is to search for relevant career credentials through your state’s Office of the Superintendent of Public Instruction or your regional industry organizations. Research the credential to ensure it provides a robust measurement of knowledge, skill, and aptitude for your roles. Many states and industry partner have programs to help employers start modern apprenticeship programs. An excellent place to get help is through your state’s NIST Manufacturing Extenstion Partnership. [8] Don’t let antiquated modes of thinking prevent you from accessing valuable talent before someone else snaps them up!
References
[1] Teconomy Partners, “Coalition of State Bioscience Institutes 2023 Life Sciences Workforce Trends Report.” June 2023, p. 11. Accessed June 23, 2025. https://www.csbioinstitutes.org/_files/ugd/dd6885_61b783096bb64884916c682034d8345c.pdf
[2] Annelies Goger, Chenoah Sinclair, and Aaliyah Dick, “An apprenticeship FAQ: What employers need to know about talent development.” Brookings Institution, March 1, 2021. Accessed June 24, 2025. https://www.brookings.edu/articles/an-apprenticeship-faq-what-employers-need-to-know-about-talent-development/
[3] Chris Kolmar, “Apprentice Salary by State: Highest-Paid Apprentices by State [2024].” Zippia.com, March 20, 2024. Accessed June 24, 2025. https://www.zippia.com/advice/apprentice-salary-by-state/
[4] S. Helper, R. Noonan, J.R. Nicholson, and D. Langdon, “The Benefits and Costs of Apprenticeships: A Business Perspective.” Case Western Reserve University & U.S. Department of Commerce Office of the Chief Economist; November, 2016. Accessed June 24, 2025. https://files.eric.ed.gov/fulltext/ED572260.pdf
[5] J.D. Sawyer and Sarah Kaczmarek, “Apprenticeship: Earn-And-Learn Opportunities Can Benefit Workers and Employers.” U.S. Government Accountability Office, Report No. GAO-25-107040 (Accessible Version), April 28, 2025. Accessed June 24, 2025. https://www.gao.gov/products/gao-25-107040
[6] The Council of State Governments, Disability Employment Policy/Apprenticeships website. Accessed June 24, 2025. https://seed.csg.org/policy-curricula/apprenticeships/
[7] The Society for Human Resources Management, “Modern Apprenticeships Offer Young Adults On-the-Job Training with Pay.” www.shrm.org; October 10, 2020. Accessed June 24, 2025. https://www.shrm.org/topics-tools/news/organizational-employee-development/modern-apprenticeships-offer-young-adults-job-training-pay
[8] National Institute of Standards and Technology (NIST), Manufacturing Extension Partnershp web page. Accessed July 2, 2025. https://www.nist.gov/mep
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