Hiring apprentices can save your business money while helping you upskill your workforce and retain staff.
However, data shows a lack of support from employers is the most common reason for apprentices to drop out. In order for businesses to successfully reap the benefits of apprenticeships, shares Stacey Allen-Hayes, Director of Corporate Partnerships at Arden University, there are things employers should consider.
Have a strong workplace culture
“Developing a comprehensive training plan is needed when you are thinking of onboarding apprentices”, explains Stacey.
“It can really make or break the success of the apprenticeship journey.”
Employers should map out the support they are able to offer and a long-term development plan for apprentices that matches the business’s needs. This also includes making sure that your business can invest in the time to offer learning and development and your workplace culture treats it as a priority.
“It’s important to remember that apprentices won’t be able to hit the ground running like other employees. You need to make sure you can dedicate the time and support. For that reason, I would recommend checking that the workplace culture and environment supports learning and development to ensure apprentices will thrive”, adds Stacey.
This would mean looking at employee workloads, making sure there are appropriate measures to prevent burnout and effective support if employees start to feel overworked.
Recruit with intention
“Finding the right person is a crucial part of the process”, explains Stacey.
“Of course, you want your apprentice to gain the recognised qualifications to support their career and your business. But, ideally, you also want to select someone who wants to be employed by your business for the long-term.”
For that reason, it’s important to have a team that will source the right employees. If it’s part of the recruitment process, it’ll be vital for HR to know exactly the expertise the apprentice will need to gain and whether or not the business can truly support the career goals of those interviewing for the role.
If it’s an internal recruitment process, learning and development teams should speak to employees, host information sessions to find out who would be the right fit and speak to line managers to establish who will benefit most from an apprenticeship.
Locate the right training provider
“Finding the right training provider to partner with means your efforts and financial commitments do not go to waste, and your apprenticeship scheme is set up for success”, shares Stacey.
In this instance, there are many things to consider. Stacey adds: “Make sure your education provider can support your employees in the best way.
“In some instances, it will be more beneficial for employees to have flexible or remote learning. For example, many of the companies we partner with prefer the remote learning option we offer as it allows those with offices across the UK to get the same teachings to ensure consistency throughout the business”,
“If in doubt, check to see if the provider offers taster courses. These can ensure both line managers and employees are aware of the apprenticeship process, what is expected of them and how best to prepare for success.”
Have a mentor
Stacey suggests that assigning a dedicated mentor or supervisor to provide guidance to apprentices is a must. In a lot of instances, line managers can play the mentor role.
“Having the right support makes sure that current learners are looked after and that your business has the right learners on the course that best suits them and their career goals. For this to work, however, mentors also need to be trained on how best to support employee learning.
A mentor should take an active role in the regular progress reviews of apprentices. Stacey explains: “A mentor plays an important role in encouraging apprentices to talk to senior stakeholders to ensure their learning promotes business needs while boosting their confidence to be a potential future leader.”
Having a dedicated team member who can support apprentices and promote courses is also important. It will make sure you attract the right people to your company if you are using apprenticeships to help with talent attraction.
Don’t forget off-the-job learning
A key part of apprenticeship success is making sure that learning is paired with on-the-job experience. It helps employees to practice what they are learning, boost their confidence, and hopefully better retain and understand the information they learn in seminars.
“Time away from day-to-day work enables apprentices to absorb fresh knowledge, consider new ideas and experiment with innovative ways of doing things”, says Stacey.
“Helping to schedule off-the-job training demonstrates your support and eases the learner’s stress and it’s important time is made for this.”
For this to work, employers should make sure that their apprentices have access to the necessary tools, equipment, and learning materials. Off-the-job learning will also help you to plan how the apprentice will be integrated into the existing team and workflow and allow apprentices to feel confident they have a long-term spot at your company.
“According to a recent study by the Skills Funding Agency, 80% of employers reported that their retention rates improved as a result of hiring apprentices, making it an effective way to hold onto talent during a tough market”, shares Stacey.
“Apprenticeships – especially degree apprenticeships – are a highly effective way of attracting, retaining and upskilling staff.
“Taking the above five steps will help apprentices follow through to the end of their education journey – hopefully reaching their personal career goals, while supporting your business”,
