Enthusiasm, skills and commitment – these are just a few of the qualities apprentices bring to the workplace. Whether you want to upskill or retrain current employees, or take on a new member of staff, there are big benefits in taking on an apprentice. We spoke to managers who run apprenticeship programmes for some of the biggest companies in the country to find out how they help apprentices achieve their full potential – and the benefits they bring in return.
Start with the end in mind
Before you get going, it’s a good idea to consider what your business objectives are, how apprentices can meet your skills needs and where you need to add value. Are you aiming to increase revenue, attract new customers, develop new products, reduce waste or improve customer service? Apprenticeships should be planned to boost your human resources and help you to increase your productivity. “You need to think about what business projects you can get them involved with when you design the programme,” says Kathryn Marshall, who leads on apprenticeships at Lloyds Bank. Select the job roles that will make the biggest difference.
Look beyond the CV
You need to find the best people, and they may not be the most obvious ones. Becca Thurston, early careers manager at Wessex Water, says it’s important to be open-minded and to think outside the box when recruiting apprentices. Candidates who struggle to write a CV, but might be perfect for the role, can apply to Wessex Water by sending in a video, or a personal statement, before being invited to a practical assessment day. “This enables us to find a diverse group of apprentices,” says Thurston.
Establish a good relationship with your training provider
“It’s good to have a really strong relationship with your training provider,” says Robert Brooks, strategic workplace development manager at Moorfields Eye Hospital NHS foundation trust. “We did an assessment day supported by our training provider. They’ll work closely with you to bring in new talent with the right skills and values.”
Ease your apprentices into their role
The first few months will be the most important for the apprentice. “Make sure your line managers are well-prepared for apprentices coming into their team,” says Rachael Gillett, chief people officer at BGL Group. Invest now and it’ll pay off later, she says. “Provide the support to ensure they get a good start and continue to be successful.” It can also help to get apprentices who are new to the organisation together for an induction day, where they can bond with peers and learn who their key points of contact are, as well as what support is available.
Give projects that challenge, intrigue and add value
“Really consider what work-based projects you can include as part of the apprenticeship programme,” says Marshall. “That way you’re bringing value back into the organisation. It’s about getting the design right.”
Be supportive and flexible
If you provide challenging work in a supportive environment you will benefit as an employer. “We try to build in some flexibility, so [more experienced apprentices] can investigate areas they are interested in,” says Sally Edwards, equality, diversity and inclusion lead at Nottingham city council. “Once they get comfortable, we can give them stretching tasks.”
Get support from the government
As well as putting your levy contribution to use, you can receive further guidance and financial support from the government. “Work with the National Apprenticeship Service, the government agency that coordinates apprenticeships,” Gillett says. “This will help you understand exactly what’s involved in an apprenticeship and how any particular apprenticeship standard might align to one of your roles.”
Provide a mentor and a buddy
A mentor is normally someone senior in the organisation who works with an apprentice. A buddy is someone who is more experienced, who can guide them as a peer, for example a former or current apprentice within the organisation. “When apprentices join us they get a mentor and a buddy,” says Alison Galvin, HR director of Invotra. “The buddy is dedicated to giving time and support. So if they have any questions, they have someone to go to.”
Get social
One way to improve the experience for your apprentices is to provide them with a forum to connect with others. “We created an apprentice community on Google Plus,” says Clare Frost, apprenticeships support specialist at the RSPCA. “It’s a forum where they can chat to one another and ask for advice from others in the organisation. They can also talk to people who have already done the course.”
Provide training opportunities
Lauren Carroll, vocational learning attraction manager at pubs group Mitchells and Butlers, says her tip to get the most out of hiring apprentices is to help them develop their soft skills. “Our apprentices can go to workshops that help them to develop as a person,” she says. “For example, we run one on resilience. We’re open to change, so we love it when our apprentices have ideas about how we can do things better,” Carroll says.
Offer progression
According to Gary Pluck, director of business development at BB Training, the best way to get the most out of apprentices is to offer them progression or a career path. “You then have the opportunity to mentor, support, and guide them in the process and to help them come out the other side.” Apprentices are an asset, and the businesses that invest the most and treat them well retain their apprentices and reap the greatest returns.
Recognise achievements
Alexander Ingram, 20, has just completed his apprenticeship at car dealer Lookers. His biggest piece of advice to employers is to support apprentices like him to make them feel like part of the team.
Fire it up
Engineering, food, fashion – if you can think of it, there’s probably an apprenticeship available. From large corporations to agile startups, everyone’s getting involved. Excited? Visit apprenticeships.gov.uk
This article was amended on 24 January 2020 to attribute a quotation correctly.
