Feature 2
Apprenticeships, Skills & Training
Planning. They focus on the firm’s skill needs today and in
the future and look at what their succession planning looks like to fully understand where they need to grow their own talent to ensure they have a sustainable pipeline of well trained staff. Many organisations are facing a
predicted future skills challenge, where they know and can accurately predict they will lose skills and knowledge from their staff due to an ageing workforce reaching retirement age. Many of the businesses we work with have developed their apprenticeship schemes to ensure that they can retain this invaluable set of knowledge and skillset by growing their own talent and developing programmes where more experienced staff mentor and support the less experienced team members.
3
Attraction. Attracting the right talent into a business at any
level is a daily challenge for many organisations, as recruitment becomes more and more competitive and challenging. Many firms address this by
investing significantly in their recruitment plans, devising creative marketing campaigns to promote vacancies and selling the culture of
the organisation at all stages of the recruitment process. Businesses that have strong
apprenticeship programmes give just as much robust planning and consideration to recruiting apprentices as they would do for an experienced hire, with well thought-out, competitive job descriptions, open and engaging interview processes and timely responses to candidates.
essential. We see some fantastic best practice among our client base who give well thought out consideration to how they will on- board apprentices, ensuring that from day one they feel as an integral part of the team and not simply “the apprentice”. From creating an apprenticeship
4
networking group that helps internal apprentices share their experiences and learning with each another, to specific induction plans (designed to help younger staff in particular) often including an assigned coach or mentor, to help them understand the working culture of an organisation - whatever the tactic might be, the messaging is unmissable: “Welcome to the team, you are valued”.
‘Businesses that have strong apprenticeship programmes give just as much robust planning and consideration to recruiting apprentices as they would do for an experienced hire’
Welcome! A strong, warm, professional welcome is
Once employed, the value of an apprentice really starts to become engrained in the business, as organisations are able to grow their own talent. By supporting staff to gain the skills and knowledge that they need to meet the business demands - and by working with a training provider to provide relevant technical and industry training while embedding the firm’s culture, procedures and visions in the practical application of the job - firms are able to develop their own talent from within.
72 CHAMBERLINK February 2020
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