Recently we read a report suggesting that students following the Apprentice pathway could earn up to £50,000 more in their lifetime than other students who decide to take the University path (the exception being qualifications gained at the UK’s top universities). Is this challenging new ideas or telling us something we already knew?

Are Apprentices the key to a positive and profitable future?

So now we (and I am sure students) are asking “so what is really valued by employers?” Do they want their new employees to have theoretical knowledge underpinned by a Degree or theory, practical and vocational experience – or all three?  

The next question is does the type of industry make a difference?

Sharing some of our experiences, we were involved in an exceptionally successful programme called SkillStart a work and learn programme, the brainchild of Coca-Cola & Schweppes (CCSB) recruiting 100 young people on an annual basis (aged between 18-22 years) to work across Manufacturing and Distribution whilst studying for a recognised qualification specially designed for them in conjunction with Loughborough University and City & Guilds. 

What could candidates expect at the end…?  A recognised qualification, two year’s work experience, learning what the ‘real working’ world is all about (and yes the shift working did cause some shocks!) and a blue chip brand name on their CV!   Is this the way to start your working career?

How does this compare to the University experience?  Targeted and focussed learning, independence, time-management, life-skills and learning to juggle multiple priorities?  

At B2P we have experienced an array of roles recently where customers have a preference for qualifications over experience and vice versa.  Certainly some roles require specific entry level qualifications as a prerequisite to undertaking certain professional qualifications or accreditation.

On the flip side we have customers who have struggled to fill vacancies due to the lack of both qualifications and experience – especially prominent in the engineering sector.  Which has been  echoed in the market place this week with Jaguar/Land Rover announcing that they have just recruited 200 Apprentices.

Congratulations your new employee has arrived, what are you planning next?  

Irrespective of the route you have chosen to engage your new employee – the most important thing now is to look after your investment – their arrival was planned in your budget and forecast – they are now here to support the future growth of your Company.  

Here are a couple of suggestions: –

  • Ensure you have a robust induction programme planned and in place – align this to education programmes where practicable. 
  • Invest in them; training and development and exposure to practical applications.
  • Develop a mentoring programme and assign them a mentor.
  • Pay and reward them well.
  • Offer recognition and praise for a job well done.
  • Give them ‘proper’ work to do so they can gain vital knowledge and experience to ensure that they undertake a ‘proper job’ for you in the future’.

If you need any further advice on recruiting your next new team member, support with designing an in-house induction or mentoring programme or how to align education and work needs – our experienced hands are here to help, support and provide guidance – so give us a call.

01908 274189