When approached correctly, particularly where younger employees are concerned, apprenticeships can be a strategic investment in workforce sustainability and culture, while at the same time helping ensure the skills pipeline remains healthy.
HR company CE People has teamed up with another Northamptonshire organisation, early careers specialist The Right Track Consultancy, to stage an event to help businesses understand more about the apprenticeship route to recruiting and training a new employee.
Emma Thompson from CE People, said: “Taking on an apprentice can be an incredibly cost-effective and beneficial way of bringing a new person into the team, but we feel there are businesses out there that don’t know enough about the scheme.
“With the right support, taking on an apprentice can be transformative, bringing in someone new, with creative thoughts and ideas, and adding a whole new perspective, to complement the existing team. That is why we have teamed up with The Right Track Consultancy, to organise an event that will give business leaders a clearer picture of what is involved.”
Apprenticeships allow businesses to educate and inspire young people while strengthening their own workforce and allowing for growth.
Younger people often bring new ideas and a different cognitive approach to work and while their employers benefit from someone who has no pre-conceived ideas how things have ‘always been done’,
it’s also an opportunity to shape someone to embrace the company ethos and approach alongside experienced and skilled colleagues.
Claire Butcher, Emma’s fellow director at CE People, said: “For some businesses it just needs a change of mindset, to get away from any old-fashioned ideas about an apprentice being used for menial tasks.
“Young people have grown up in a digital age with a greater understanding of technology and different values, and they can add so much to a workspace. It not only makes financial sense, but if you are willing to give apprentices a safe environment that allows them to experiment, question and contribute ideas, you might well end up finding your new shining star.”
The benefits to the apprentice include gaining a meaningful entry point into the workforce – one that will see them gain practical hands-on experience of the world of work as well as a formal qualification at the end. It combines paid employment with structured training as well as practical knowledge of how organisations operate day to day, making the apprentice more employable in the long term.
Apprentices will also learn how to communicate effectively, build relationships, hold professional conversations, and present themselves in group or networking settings; skills that are often seen as just as valuable as technical competence.
HR involvement, though, is essential to ensure compliance and quality. Apprentices have specific employment rights and are typically employed on fixed-term contracts, so organisations should always seek guidance to ensure appropriate procedures are in place. Just as importantly, HR teams should help leaders plan the time, resource and mentoring required to support an apprentice effectively.
A well-managed apprenticeship provides consistent support, feedback and mentoring. Clear processes around contracts, progression and expectations are essential to ensure the apprentice ensuring the apprentice is treated fairly and with respect.
For the employer, an apprenticeship is a commitment to helping a young person gain valuable experience while getting a foot on the career ladder. It also allows businesses to grow the skills base within its own organisation and its sector by helping to train the workforce of tomorrow.
Bringing in new members of the team can also have a positive impact on the morale generally, showing that the company is prepared to invest in the future, while bringing a new perspective and encouraging wider engagement.
Emma said: “Many young apprentices arrive with strong digital literacy and familiarity with emerging platforms, tools and communication channels. From an HR standpoint, this can create opportunities for reverse mentoring, where apprentices support and upskill more experienced colleagues.
“Apprentices are, by nature, at the beginning of a new chapter in their lives and careers, so they can bring high levels of energy, enthusiasm and adaptability.”
Claire added: “What we would say to businesses is, firstly, take the decision alongside your HR team. An apprentice may not be right for you, and that’s fine, so it is important to think it through carefully.
“Secondly, when you’re thinking about the longer term, remember that if you’ve found your next shining star, great, you’re going to want to keep them on. But if you don’t, perhaps there’s no role for them within the business once they’ve finished their apprenticeship, then that’s fine.
“It’s fixed-term contract that you should think of as a period of training, just like a college course, but where that person has not only gained a qualification but you’ve given them the hands-on experience and social skills to move on to a new challenge with a background that will be inviting to their next employer.
“As well, companies need to consider the financial benefits. If you are turning over more than £3m, then you’re paying an apprenticeship levy anyway, so why not get the benefit of that? If you’re turning over less than £3m, then there are funds available through the levy to help you with the cost of an apprentice, so why not take advantage?
“Either way, it can make good financial sense, while giving young people a step onto the career ladder. Changing your mindset about apprentices and what it involves could lead to you to a cost-effective way of finding a young person who will become a valued and skilled member of your team.”
For more advice, contact CE People on 01604 805634, email enquiries@ce-people.co.uk or visit the website here
