National Apprenticeship Week takes place between 7 to 13 February 2022 - a week where apprentices and employers can come together to celebrate the positive impact apprenticeships have on individuals and businesses, as well as the economy.
An apprenticeship is an excellent way to help the younger generation enter the workforce instead of seeking further education. It is a great opportunity for those who are:
- Early in their career
- Looking to upskill their current job
- Looking for a career change
- Not in full-time education
In the current recruitment climate, where there is a skill shortage in a large number of industries, many companies are turning to apprenticeships to train and guide a new generation of valued employees. If your company hasn’t offered apprenticeships before, you may be wondering what they entail. According to the government website:
“An apprenticeship is a paid job where the employee learns and gains valuable experiences.
Alongside on-the-job training, apprentices spend at least 20% of their working hours completing classroom-based learning with a college, university or training provider which leads to a nationally recognised qualification.”
If you are thinking of launching an apprenticeship scheme, there are a few things to consider - recruiting apprentices is vastly different to a typical recruitment campaign. We’ve put together a few tips to help you launch a successful campaign.
TAILOR THE JOB DESCRIPTION TO THE AUDIENCE
Most apprentices have never been in the workforce before so, don’t expect them to have years of experience - the majority of applicants will be straight out of education.
Make sure that your job description is positive, honest, and accurate. Remember to include all the important details about the job without it being too lengthy - it needs to be as attractive as possible.
Tell them why an apprentice will strive within your business, what is the culture like and what you can offer apprentices - recruitment is a two-way street - apprentice-seekers want to know what you can offer them as much as you want to find the perfect apprentice for the role.
THINK OUTSIDE THE ADVERTISING BOX
Conventional advertising will not be as effective with 16-21-year-olds. The majority will not be combing the job boards or other conventional recruitment channels, so they may not see your advertisement. Therefore it’s time to look at alternative ways to reach potential apprentices - think where do people from the younger generations spend their time? The answer is quite simply social media!
You may find that posting content and advertising on social media platforms like TikTok and Instagram is more effective than traditional routes. The great thing about social media is that you can showcase your company by using video alongside image-based content - just make it scroll stopping!
There can be no better way to get your name out to potential apprentices than attending career fairs and engaging with schools and colleges. By working with educational institutes, you can build solid relationships and get the attention of young skilled people in your local areas. By going directly to the source of potential apprentices, you can create strong brand recognition and show that you will go above and beyond to nurture and grow talent.
CONSIDER THE NEEDS AND UNDERSTANDING OF YOUR APPLICANTS.
You need to be able to bust the myths regarding apprenticeships by making the most of your website - show testimonials, days in the lives and any further information needed to get across what is expected of apprentices. Will they be assigned a mentor? How much time will be spent learning? How does an apprenticeship differ from going to university?
Potential apprentices must have all the information needed when applying.
We understand that organising an apprentice campaign can take a lot of time and effort, especially when you are trying to fit it in with your other day-to-day duties, it can seem overwhelming - this is where Reach can help you! We can offer a dedicated response management team who will communicate with candidates throughout the initial stages of the recruitment process, from organising and conducting interviews to progressing and informing candidates to the next stage. Your response management team will work to your guidelines and be an extension of your department.
To find out more about response management call 01527 574408 or email email@example.com