Once you’ve curated an apprenticeship programme and posted the first vacancy, the hard work is only just beginning for employers and HR teams.
From attracting the right candidates to navigating the complexities of the application process, employers must be prepared to address a variety of hurdles.
In this article, we’ll take a look at some of the most common challenges for apprenticeship recruiters and what you can do about them. Despite these potential roadblocks, successfully recruiting apprentices is crucial for building a skilled workforce, fostering talent development and driving business growth. The right candidate really can be the driving force behind future business success.
1. Lack of awareness of apprenticeship benefits
Apprenticeships are growing in popularity, but there’s still a lack of understanding surrounding what types of apprenticeship opportunities are available, the skills on offer and the career paths learners can take. A few outdated perceptions still linger, such as the idea that apprenticeship qualifications are less valuable or viable than university degrees. This mindset is truer amongst mature learners, who might feel ‘too old’ to get stuck in the books.
Solution: Emphasise that there’s no age limit on upskilling, and apprenticeships provide the springboard many people need to take their careers to the next level. After all, apprentices aren’t just for those starting out in the world of work.
2. Attracting diverse talent
Apprenticeship employers must actively reach out to diverse communities, particularly when recruiting young people from low-income backgrounds. For example, underrepresented groups might lack access to information about apprenticeship opportunities, mentorship or the means to submit a strong application.
Solution: Start by reviewing your recruitment materials and processes to ensure they are free from bias; diversity and inclusion training is an excellent addition. You can also showcase the success stories of apprentices from diverse backgrounds to inspire others and challenge stereotypes.
3. High quantity of low-quality applicants
Your HR team might wake up to fifty ‘new applicant!’ pings, but it could just be a needle-in-the-haystack scenario. Many apprenticeship employers receive large volumes of submissions that don’t fit the bill, which makes recruiting time-consuming, slow and frustrating.
Solution: Clearly define the required skills and qualifications in the apprenticeship job advert – you can also split these between ‘must-haves’ and ‘nice-to-haves’. Investing in an applicant tracking system can streamline and automate the process, and you’re dealing with too many applicants on a regular basis, you could add pre-screening assessments to filter out the best suited.
4. Competing with university pathways
The university versus apprenticeship battle is fierce for learners and employers alike. Just as apprentices struggle to decide which pathway to take, employers face challenges in tempting learners from one camp to the other.
Solution: Remember that the main draw of apprenticeships is the hands-on learning experience – something that can only be achieved in the workplace, not in a university lecture hall.
Showcase the clear career progression opportunities within your company and how you’ll prepare apprentices for the real world of work. Another key value to emphasise is the financial opportunity for apprentices – they can earn while they learn and avoid heavy student debt, which is particularly relevant for younger people.
5. Engaging Gen Z candidates
Gen Z, who have grown up in the digital age, have different communication preferences and career aspirations than previous generations. Connecting with and attracting this demographic requires an approach that resonates with their values (such as work-life balance and diversity initiatives) and expectations (such as favouring technology-focused companies).
Solution: It’s all about proving how your company will embrace and nurture the talents of Gen Z apprentices rather than constrain them. Consider whether your company’s work environment aligns with their interests in flexible or hybrid working; younger people also value learning & development opportunities and career progression. Remain as clear and transparent as possible when discussing these factors, as Gen Z are also extremely engaged by employers who are honest about what’s on the table.
6. Geographical and location limitations
Sometimes, remote apprenticeship opportunities are the way to go. In other instances, you’ll need your team to be on-site together, and the logistics can get tricky if employees have a lot of travel involved. However, limiting your recruitment search to the pool of local applicants is a perfect example of what not to do – otherwise, how will you find the best people?
Solution: Of course, the most straightforward strategy is to add an extra requirement to the apprenticeship job advert: a drivers’ license. Factor in financial support for learners in addition to their salary, such as subsiding fuel costs or relocation efforts.
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Recruit the right candidates for your apprenticeship vacancies by getting in touch with us today.
