Build a stronger future: 6 reasons to run an apprenticeship scheme

The UK’s built environment and construction sector is facing a talent crisis. According to a report by the Construction Industry Training Board published in May 2024, the sector will need 251,500 extra construction workers by 2028 to meet the expected levels of work. Much of this is due to an ageing workforce that is now retiring, as well as difficulties in enticing people into the sector. “There are also new skills needed for sustainability and the technology required to build greener buildings,” says Dee Marquis, business development manager at University College of Estate Management (UCEM). One solution to the looming talent shortages is apprenticeships. There are many reasons why organisations might want to consider running such schemes. Here are just six of them: 1. Apprenticeships tend to attract young people While anyone can apply for apprenticeships, they typically attract people in their late teens to early 20s, and this means you can start to develop a pipeline of talent that will help fill those future skills gaps. With the high cost of going to university, more people than ever are considering this as an option. “Apprenticeships can give people exposure to different skills and careers that they previously may not have considered,” says Marquis. 2. Content is tailored to specific industries Apprenticeships expose people to specific skills required by a certain industry or job role, meaning employers can effectively build the precise skills they need. There are two ways in which employers can influence content, says Marquis. “Apprenticeship standards are employer-led, so employers come together at a national level through trailblazer groups to understand where the current and future skills gaps are – and what programmes, knowledge, skills and behaviours will be needed to fulfil those,” he says. “But at an individual level, employers can often speak to providers and tailor courses themselves,” he adds. This might be requesting some modules over others, or even developing new ones, which can help address specific issues in that organisation, he explains. 3. Online options ensure uniformity of trainingWhile content will be largely the same for all apprenticeship standards, bar tweaks made by employers themselves, national businesses may worry that the quality of teaching will differ across the country. Online apprenticeship training, though, can ensure all employees receive the same standard of education. “At the end of the apprenticeship, the apprentice needs to demonstrate that they’ve met the required criteria, but the quality of delivering that and supporting the learners can vary,” says Marquis. “An online offering means that it’s standardised across the whole workforce, no matter where they are in the country.”Online apprenticeships can also help organisations improve their potential talent pool, by not excluding people who are not based near a training centre. “If someone has to do day release and the centre is two hours away then that individual will be less likely to sign up,” he says. “Online training makes it accessible to anyone, wherever they are in the country.” 4. They’re a good investment While there are costs associated with running an apprenticeship scheme, including paying an affordable salary, apprenticeships remain a cost-effective way of building talent for the future. For organisations that qualify to pay the apprenticeship levy, this will cover the cost of the training itself. Those that do not qualify for this will only have to pay 5%, with the remaining 95% covered by the government. In addition, the government will fund 100% of the apprenticeship training fee for 16 to 21 year olds if the employer has 0 -49 employees.There are also government grants available to help cover the costs of taking on an apprentice, including a payment of £1,000 for apprentices aged 16-18; those with an education, health and care plan; and those who have been in care. “You have to balance out the investment with the return,” advises Marquis. “You’ll get an individual who will be trained in the way that you want, with the relevant knowledge, skills and behaviours. Many of our clients are surprised at how productive apprentices are so early on in their career, because they are acquiring new skills and putting them straight into practice.” 5. Upskilling existing staff Apprenticeships aren't just for bringing in new talent. “For example, staff who might be in an administrative support role may be eager to develop new skills and take on more responsibilities.,” says Marquis. Apprenticeships offer a structured and supportive pathway for these individuals to advance their careers. This can lead to higher job satisfaction and retention, as employees feel valued and see clear opportunities for growth within the company. By investing in the professional development of current staff, organisations can address skill gaps internally and build a more versatile and capable workforce.6. They create a loyal and appreciative workforceIndividuals who have been invested in, and can see opportunities to develop their career further, are more likely to show loyalty to their employer, so retention rates should improve. “It creates loyalty because you have given a great opportunity to someone to develop their career,” says Marquis, “we see apprentices stay with their employers for longer.”This means employers can not just fill skills gaps that exist today but also ensure there’s a pipeline of talent for the future. “This is what apprenticeships are for,” he says. “You get fresh talent coming in, develop those skills and create a career pathway for them where they become a team leader or manager. They can see a clear progression path and it helps employers with succession planning.” To find out more about how UCEM can help you develop an effective apprenticeship scheme in the built environment and construction space, go to ucem.ac.uk/apprenticeship-programmes/.

Build a stronger future: 6 reasons to run an apprenticeship scheme

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