Offering Training and Entry Points Into Print

It is impossible to escape the fact that many industries and workplaces are struggling with the challenges of skills and employment right now. The raft of issues that have hit different parts of the world in recent years have led to stagnated growth, development, and investment.

In the print industry, a big challenge has been addressing the skills shortage and loss of talented workers due to reasons like retirement, business closures, and changing technologies.

With this in mind, many organisations are trying to ensure the print industry remains relevant and can thrive with the involvement of the next generation of printers and business owners. Here, Print Monthly takes a look at the training and entry points available that can help tackle the hurdles stopping people joining the print industry.

Embracing New Talent

BPIF Training, a partner company of the British Printing Industries Federation (BPIF) and the British Office Supplies and Service Federation (BOSS), says it is the largest supplier of apprenticeships in the UK print industry.

Max Walkington, operations director at BPIF Training, reaffirms: “Print businesses are facing a clear skills challenge. A large part of the workforce is nearing retirement age, and many companies are finding it difficult to attract new recruits. Training and clear entry routes are essential to keep the industry strong – not just to fill current roles, but to bring in new energy, fresh ideas, and digital skills that will shape the future of print. Without investment in people, the industry risks falling behind at a time when it's evolving faster than ever.”

When it comes to the changes BPIF Training is seeing, Walkington says there is encouraging growth in the number of businesses taking on apprentices and structured training. “We also know that we’ve only engaged a small proportion of the industry so far,” says Walkington, who adds: “There’s still a lot of untapped potential, and many businesses that could benefit from apprenticeships which aren’t yet involved. That’s why we launched the Apprenticeship Champion Network – to bring employers together, share best practices, and work collectively to strengthen the future talent pipeline across the whole sector.”

The network was launched as part of this year’s National Apprenticeship Week 2025 in order to create a place for members to mentor apprentices, and advocate for skills development within the industry.
Business coach and consultant, Marcus Clifford, also believes it is important for several different organisations to come together to solve the issue of recruiting new talent into the industry. Clifford says: “It’s time now for all trade associations, suppliers to the sector, and allied stakeholders to collaborate on a joint action plan, with a bold vision and a coordinated approach. Someone needs to take ownership, set the tone, and bring the parties together.”

Clifford highlights recent initiatives by the likes of the Independent Print Industries Association’s (IPIA’s) ‘New Narrative for Print’ to shift the perception of print and encourage young people into the industry.
“The print industry stands at a fascinating crossroads – a sector rich in heritage but deeply embedded in modern creative communications, marketing, and visual media. No longer defined solely by ink on paper, today’s print businesses are sophisticated service and manufacturing enterprises."

Clifford raises the question of how print businesses will fill skills gaps in areas like IT, marketing, process improvement, and enterprise management – skills not traditionally associated with the industry.
“Attracting good people into your business involves having a holistic strategy. It’s part of your mission: your environment has to create meaning and purpose and opportunity,” says Clifford who uses business service company, Paragon, as an example of an organisation which is offering scope and opportunities.

The company says: “At Paragon, we believe that our greatest asset is our people. To stay at the forefront of our industry and ensure long-term sustainability, we continually invest in the development of our workforce, processes, systems, and infrastructure.” Paragon offers learning opportunities, an apprenticeship scheme, and senior leadership programs.

When it comes to what BPIF offers, Walkington says: “There are a number of practical resources available to both employers and those exploring a career in print. BPIF Training offers apprenticeships from Level 2 to senior leadership courses at Level 7, alongside free workshops for apprentices on topics such as manufacturing, customer service, and colour management.”

Without investment in people, the industry risks falling behind at a time when it's evolving faster than ever

Walkington adds: “We also provide tailored career guides and frameworks to help employers connect with local schools and colleges. These tools are designed to make it easier to attract new talent, build internal capability, and promote long-term career development in the industry.”

A recent success story via the BPIF apprenticeship scheme was at digital printing firm, Ronset, which celebrated James Long becoming a certified printer at the company. The company said it was incredibly proud of Long who worked “diligently” throughout his apprenticeship, finishing the course early and ahead of schedule.

Chris Durham, commercial director at Ronset, commented: “James is technically very good with an eye for detail, a smashing lad, and a credit to himself.”

Rewarding New Talent

Elsewhere in the UK, Print Scotland has long been known as a voice for the Scottish graphic communications industry. Each year the organisation recognises apprentices in print with the Scottish Apprentice of Year Awards.

Last year’s ceremony awarded a variety of winners in pre-press, press, and post-press, who, according to Print Scotland, have all overcome a number of challenges and hurdles to get where they are today. Speaking at the time of the awards, Garry Richmond, director of Print Scotland, said: “Refreshing and enhancing our talent bank of printing expertise is vital as an increasing cohort of highly experienced print professionals reach retirement age.

“With this new stream of print apprentices present today, whose ability, aptitude, and potential we recognise in the distribution of these awards, we can be cautiously optimistic about the future of our industry.”

Speaking recently to Print Monthly, Richmond says: “We are currently facing a skills gap with a great number of skilled workers going into retirement. Some estimates predict we will be at a 9% deficit on skilled labour force requirements; therefore, we need robust succession plans to secure the future of the industry.”

When it comes to employing new talent, Richmond advises: “Engage with local schools and use a three-to-six-month probation period to ensure they will stay the course as an apprentice. If they are based in Scotland we can assist with the selection process, ensuring the candidate has the right qualities to succeed.”

When it comes to advice for new starters into print, Richmond suggests young people need to “stick with it” as many are put off in the early days of starting a job, as their heads get turned by higher paying opportunities, despite the fact those jobs don’t provide them with real skills and development opportunities.

Across the pond, PRINTING United Alliance, a trade association for the global printing industry, has also seen the new challenges facing print businesses when taking on new starters.

Joe Marin, senior vice president of member services at PRINTING United Alliance, says:
“There’s definitely a shift happening. Companies are recognising that generic training isn’t enough. What we’re seeing now is a move toward tailored learning paths – training that’s specific not just to printing, but to each person’s role and goals. Employers want onboarding tools that work, and employees want learning opportunities that are meaningful and lead to something tangible, like a certification.”

Marin’s advice for employing new talent is to not assume new hires will pick things up as they go. “Printing has its own language, workflow, and way of doing things – and it can be intimidating for someone coming in from the outside,” says Marin, adding: “Invest in onboarding that introduces not just the ‘how’ but the ‘why.’ Explain what the industry is, how the process works, and how their role fits into the bigger picture.

“Also, create opportunities for growth from the start. Let new employees see a future with you. Offering structured training and certifications doesn’t just improve performance – it sends a strong signal that you’re invested in their development, which goes a long way toward keeping them on your team.”

Building the Future

A company that has recently highlighted its dedication to attracting the next generation of printers is Manroland, a producer of sheetfed offset printing presses, which recently hosted a VIP event at Potts Print in Newcastle.

Gitika Hariyan, who works in sales and marketing at Manroland, says: “Today’s youth are more inclined toward careers in tech, digital media, and other fast-moving industries, often overlooking print as an exciting professional pathway. Manroland is focused on changing that perception, demonstrating that print offers both innovation and stability, with a wide array of career opportunities ranging from hands-on technical roles to strategic business positions.”

At Manroland Sheetfed UK, Michael Harding, senior sales manager and print demonstrator, plays a “crucial role” in offering hands-on-training and guidance to newcomers, according to Hariyan. “Michael’s interactive demonstrations and in-depth technical insights offer a real-world understanding of the sophisticated technologies that are shaping the future of print. This approach ensures that young professionals are not only trained in the latest equipment but are also equipped with the skills to drive the industry forward.”

As Clifford stressed earlier, it is the role of all parts of the industry to come together and showcase the potential of the print industry and develop various entry points and development opportunities. Here, Manroland is doing that by offering lifelong learning for both new and existing employees in order to develop their skills.

Hariyan says: “This dedication to continuous professional development guarantees that the workforce remains adaptable, skilled, and ready for the challenges of tomorrow’s print industry.

“With the right investment in training and talent, we believe the print industry can become an even more attractive career choice for young individuals seeking meaningful, long-term opportunities, in a dynamic and innovative field.”