Apprenticeships: A Solution to Recruitment Difficulties?

In the modern, competitive workforce, many organisations are struggling to recruit and secure talented employees. However, as young people now are required to remain in education until they are 18, many are seeking out alternatives to continuing with traditional education.

By offering meaningful apprenticeships to those aged 16 and over, your organisation can provide this differing means of education whilst also addressing any recruitment difficulties you may be facing. 

 There are many benefits of effective apprenticeship schemes. The top three are:

A CIPD report in 2014 found apprentices often increase productivity within their organisations. Apprenticeships on meaningful schemes bring high levels of dedication and commitment to their roles, which can revitalise the workforce. Alongside the differing minimum wage requirements for apprentices in their first year, this provides a means for organisation to expand their team at a more cost-friendly rate. 

By advertising your apprenticeship schemes, you may reach new groups which would not normally have considered applying to your vacancies. This can generate a more diverse workforce, bringing new skills, energy and ideas to your organisation. 

Moreover, by establishing a reputation as a good employer for young people or others starting out their careers, you can begin to create a pipeline of new recruits ready to fill vacancies as they arise. 

One of the most appealing aspects of apprenticeships is the opportunity to develop new staff to suit your needs. Apprentices often have limited experience of the workplace, and so organisations are able to shape their skills, mindsets and attitude to align with the culture and requirements of your organisation. 

However, the potential of apprenticeships to generate the above benefits is often restricted by the quality of the schemes themselves. Apprenticeships must be viewed as training programmes in their own right and should not be regular roles masquerading as apprenticeship schemes to cut costs. Schemes must ensure school-based learning is transferred into the workplace and offer further practical training when at work to ensure the apprentice is developing and excelling in all areas. Moreover, the apprentice must understand and recognise the benefit of the qualification they are working towards. 

Most importantly, apprentices should not be judged or assessed against other employees. Apprentices are trainees, and as such allowances should be made if they are not performing to the standard of experienced employees. The impetus must always be upon progression and development and apprentices should not be made to feel inadequate or inferior to other staff members.