Why SMEs should reconsider apprenticeships
Posted on: 13 November, 2024
If you’ve considered launching an apprenticeship scheme but have reservations, here are a few reasons why now is a great time to reconsider.
The popularity and awareness of apprenticeships is on the rise. With the ability to provide professionals with a clear development pathway and the chance to learn while they earn, they offer a variety of benefits for employers and employees alike.
However, uptake of apprenticeship schemes among SMEs has been falling in recent years. This can be put down to the many myths surrounding apprenticeships, such as them being overly complicated to set up and only suitable for 16-to-18-year-olds – despite the fact that they’re available to people of all ages.
As a result, the number of apprentices starting in SMEs fell 49% in the four years after the Apprenticeship Levy was introduced.
If you’re a small business that has reservations about apprenticeship schemes, here are several reasons you should reconsider:
1. They can help close skills gaps
It’s no secret that the built environment is suffering from a shortage of crucial skills. From digital proficiency and technical knowledge to sustainability literacy, new competencies are urgently needed to fulfil the demands being placed on the sector in the coming years. In fact, according to a UCEM survey of 300 built environment professionals, 88% stated that their industries are desperately short of talent.
So how can apprenticeships help to address these skills shortages? Firstly, the flexibility of apprenticeship models like UCEM’s and the ability to work and learn simultaneously can give your SME access to a wider talent pool for recruitment. This can bring forth new ideas and perspectives, particularly in areas like sustainability that require innovation.
What’s more, employers can also take on apprentices for specialised programmes and pathways, such as a Sustainability Business Specialist.
2. The workforce is ageing
The skills gap isn’t the only looming challenge facing the built environment. By 2031, 41% of the construction workforce are predicted to have retired, and with the number of employees aged over 60 growing faster than any other age group, they will leave behind a wealth of invaluable talent and expertise.
Degree apprenticeships can help SMEs attract younger talent who are drawn to the chance to work and learn at the same time, gain experience and keen to avoid the burden of student debt. They’re also ideal for employers, as they can be moulded during their development to fit the standards and expectations of the organisation.
As Sam Cheesman, Training Co-ordinator at AECOM, told us in a recent discussion:
“Apprentices join us as blank canvases full of potential. This means we can mould and develop them easily.”
Learn more: How apprenticeships can help you with succession planning
3. They can support Equality, Diversity and Inclusion (EDI)
Another selling point of apprenticeships for SMEs is the impact they can have on EDI. The flexibility of this learning model can open up opportunities to people from different backgrounds who may have commitments outside of work, as well as those that need an income whilst they study.
The benefits of EDI for businesses are well documented. 75% of consumers say that a brand’s reputation for diversity and inclusion influences the purchasing decisions they make, and a similar percentage (76%) of a Glassdoor survey found that this matters to job applicants, too.
4. They can boost retention
Incoming generations of professionals value development and progression to be essential when considering a new job. According to a survey of Millennials conducted by Robert Walters, 91% view career progression as a top priority, yet over half (53%) admit to having been disappointed by a lack of personal development training when starting a new role.
Development and progression are at the core of the apprenticeship model. At UCEM, apprentices and line managers have regular check-ins with UCEM’s Apprenticeship Outcome Officers (AOOs), who work closely with employers to ensure their academic and professional development aligns with both the needs of the employer and the interests of the apprentice. This can help to boost retention and give employees a clear pathway for how they can progress in their role and wider career.
5. They’re not complex to put together
A common myth around apprenticeships is that they’re complex and difficult to put together, but this doesn’t have to be the case. There are plenty of resources available to SMEs to take them stage-by-stage throughout the process, including on GOV.UK.
Education providers like UCEM offer comprehensive support for apprentice and employer alike throughout the entire apprenticeship process. SMEs can access guidance and support on a number of steps in the process, including funding applications and process reviews with students.
Final thoughts
With the introduction of Skills England and the Growth and Skills Levy, along with the Building Safety Act earlier this year, the built environment is entering a period of significant change and opportunity. For SMEs, now is a great time to make use of the training funds available, and align their recruitment and talent development with the evolving demands of the sector.
With experience onboarding and supporting hundreds of apprentices every year across multiple pathways, UCEM has the expertise to guide you through every stage of the journey. If you’re interested in launching an apprenticeship scheme, find out more: Employer Apprenticeships – University College of Estate Management
