Five ways to embrace new inclusive apprenticeship recruitment opportunities

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by Samuel Pordengerg Mar 13, 2023 News
Five ways to embrace new inclusive apprenticeship recruitment opportunities

More doors have been opened by the new apprenticeship funding rules, cementing opportunities for asylum seekers and opening up apprenticeships to prisoners who want to upskill.

It is clear that the rules offer a new level of inclusion not seen before.

The learning support guidance issued by the government, which outlines adjustments for those with a learning difficulty or disability, could be a significant step forward for apprenticeship provision.

There is a question about what makes a good apprenticeship.

A practical guide to apprenticeships.

Is apprenticeships a good way to future-proof your workforce?

As an industry, we need to actively embrace these opportunities to see real change. There are five ways that we can support the change.

This is the first thing. Time to understand the rules.

Lack of awareness is the first barrier to reaping the benefits. There were a lot of changes to the funding rules, one of which was the impact for training plans.

The changes must be examined through the lens of D&I. We can discuss how to reach people who wouldn't have considered an apprenticeship through this.

There are two It's a good idea to spread the word.

In the short term, we can get the word out to our network of friends and associates. We can make these new audiences aware that they could be eligible for an apprenticeship if we widen out our networking opportunities in the future.

It is important to inform everyone in the organization of the new rules and to support them in considering a wider audience when recruiting.

There are three. Consider the risks.

Some of the groups now eligible for apprenticeships won't have been targeted for recruitment before, and so understandably there could be some reluctance internally around changing recruitment strategies or apprenticeship delivery to suit this wider audience

The greater business benefits of more inclusive apprenticeships are communicated by our role as HR professionals. It is possible to fill skills gaps with new talent and achieve a competitive edge over those who haven't adjusted their strategies.

There are four. Marketing channels need to be updated.

Creating marketing content around these changes will likely raise awareness for the target groups as they search online or scroll through social media. Updating websites and marketing materials will help create more awareness.

There are five. Ask for more.

The changes aren't the best for apprenticeships. More can be done from the top down, even though the courses open the door for training to those who may not otherwise be able to access it.

If the government could encourage employers to direct more of their levy funds to non-management positions, there could be more pathways to progression for lower-level apprentices.

A wider variety of people could benefit from embracing these new opportunities. We need to keep talking and think about ways to make apprenticeships more inclusive.

The director of audit and compliance is Crossland.