How to get more out of apprenticeships in your business

1. Decide what you want to achieve

You’re more likely to succeed if you have a clear idea of the role apprenticeships should play in your business. For example, will you use them to recruit new employees, upskill existing ones, or both? And what kinds of positions will you use them to fill?

Apprentices aren’t a quick fix for skills gaps as they take time to nurture. So don’t just think about the roles you need to fill right now; instead, consider your long-term objectives and the jobs that will help bring these to life. You can then develop skills that will be vital to the organisation in a few years’ time, rather than those you need urgently.

When it comes to measuring success, this goes beyond your apprentice passing their end-point assessment. True success might be reflected in the proportion of apprentices who are still thriving five years later, and the things they’ve helped the business achieve.

2. Recruit the right people

Don’t set apprentices up for failure by recruiting candidates who are a bad fit for your organisation, the role, or the apprenticeship itself. Instead, ensure each apprentice has the potential to accomplish great things.

The right attitude is more important than technical knowledge at this early stage. Consider the traits they’ll need to succeed, such as being a good team player and fitting in with your organisational culture. And as apprenticeships take at least two years to complete, check candidates are committed to developing their skills and enthusiastic about a career with you.

Many training providers will manage recruitment for you, but ensure they’re aware of your goals before they begin the process. Get in touch with us for further support with your apprentice recruitment.

3. Let apprentices know what to expect

Help your apprentices settle in quickly by giving them clear expectations of what’s to come. Armed with the right information, they can prepare themselves both practically and mentally for the journey ahead.

From the very beginning of their programme, your apprentices need to know the requirements of their apprenticeship standard, how long it’s likely to last, and how they’ll be assessed.

They should also understand the practicalities of their programme, such as how and where any classroom learning will be carried out, and how they’ll achieve the right amount of off-the-job training. Work with your training provider to iron out the logistics so that your apprentice feels well-prepared from day one.

It’s a good idea to give each apprentice a thorough induction to help them feel confident and excited about their learning journey. Speak to us if you’d like us to deliver this training on your behalf, either virtually or at your premises.

4. Support apprentices throughout their programme

Apprenticeships take up to five years to complete, so it’s vital to keep apprentices motivated along the way. Work with your training provider to ensure that both you and they have regular check-ins with each learner to keep them on track with their individual learning programme. During these meetings, encourage apprentices to be open about any problems so that you can tackle them head-on.

As well as checking in regularly with your apprentice, make sure their job role provides consistent opportunities to develop the knowledge, skills and behaviours required on their apprenticeship standard. Roles often adapt to changing needs, but your apprentice’s day-to-day responsibilities should continue to reflect the things they’ll be assessed on.

In its Apprenticeship Outcomes and Destinations report, The St Martin’s Group found that 37% of apprentices who withdrew from a programme put this down to a lack of support from their employer. In contrast, 26% said it was due to a lack of support from their tutor.

This just goes to show that even though training providers are responsible for developing apprentices’ skills, employers have the biggest impact when it comes to keeping them engaged. Want to learn how to support your apprentices more effectively? Our bespoke training for employers helps you feel confident about everything from line managing your apprentice to meeting off-the-job training requirements; get in touch to find out more.

5. Provide a mentor

Apprentices are there to learn from others, so what better way to make this happen than assign them their very own mentor? This is especially valuable for apprentices who are new to your organisation and may feel isolated at first. It’s also another great way to keep them engaged throughout their programme.

Despite the best intentions, colleagues might struggle to spend quality time with your apprentice. A mentoring relationship makes this an official responsibility for a particular employee, and it offers a framework for your apprentice to get the support they need.

Separate from the apprentices’ line manager, a mentor models successful behaviours, shares technical knowledge as well as general career advice, and can even provide pastoral support. Choose someone who’s willing and able to dedicate enough time to the apprentice and build a strong, supportive relationship.

6. Prepare apprentices for end-point assessment

It doesn’t matter how well you support an apprentice throughout their programme if they’re not prepared when it comes to end-point assessment (EPA).

As an employer, you’ll work with your training provider to decide when each apprentice is ready for EPA, and it’s helpful to include the learner themselves in this decision. But rather than relying on gut instinct, check that the apprentice has the knowledge, skills, and behaviours required on their apprenticeship standard before putting them forward for their final assessments.

Curb any anxiety and help your apprentice enjoy the EPA experience by giving them a clear idea of what to expect, as well as plenty of time to practice and prepare. This means making room within their workload for EPA preparation so that it’s not competing with other responsibilities.

Your provider can offer mock assessments that boost your apprentice’s confidence and flag areas for development early on. As an employer, you can help by providing opportunities to strengthen any weaknesses within the apprentice’s day-to-day role. At Roemer Barnes, we’re always on hand if you’d like expert independent advice on preparing your apprentices for EPA – just send us a message.

Want support with getting the best return on your Apprenticeship Levy investment? We’re here to demystify apprenticeships and advise on everything from funding to selecting the right training provider. Find out more about our Apprenticeship Levy support service.