Employers often ask this question when they are considering taking on an apprentice. Cambridge Marketing College has trained over 1000 marketing and public relations apprentices. I explain why this idea is misguided.
The reasons for the increase in popularity of apprenticeships are easy to see. The Big Apprentice Survey in 2024 of more than 2000 apprentices showed that apprentices value the chance to gain work experience and a qualification while also gaining access to career opportunities. Other less commonly mentioned benefits include the opportunity to network with other people in similar roles and the alternative path to higher education.
These programmes are often used by younger apprentices, and those with disadvantaged backgrounds to gain access to their desired sector or company when other options may not be available. Apprenticeship programmes enable companies to recruit talent from all backgrounds, regardless of age and circumstance. Career paths that would normally be reserved for graduates can now be made available, increasing social mobility.
What are the benefits for employers?
CMC believes that companies that hesitate to hire apprentices due to initial costs overlook the significant medium and long-term benefits. CMC, however, believes that companies who hesitate in hiring apprentices because of initial costs are overlooking the medium and long-term advantages. The companies should reconsider their doubts about apprenticeships, and see them as an investment.
Many employers do not know that employees can be trained as apprentices while still working. The facilitation of apprenticeship programmes for existing employees is a structured way to develop the workforce, and allows organizations to improve their team’s competencies. This approach supports career advancement for employees by providing formal training and nationally recognised qualifications.
According to statistics from apprenticeships.gov.uk, 78% of employers reported that taking on apprentices helped them to improve productivity, while 74% said apprenticeships helped them improve the quality of their product or service. The increase in productivity and quality can naturally lead to an increase in revenue and customer satisfaction.
Apprenticeships are often heavily subsidised. The government will fund at least 95% of the costs for an employee to complete an apprenticeship, depending on the size and scope of an organisation’s payroll. This will increase to 100% if the wage bill is higher. CMC has found that many larger companies don’t realize they have money set aside for this.
Estimates vary depending on the industry and the organisation. However, after subtracting the costs of an apprentice’s wages, training and other expenses, the net value is estimated to be PS2,496 for their entire training period.
Closing skill gaps
Apprenticeships can be a great way to fill specific skill shortages across industries. Companies can improve their skills by training apprentices from within the workforce, or even new hires.
Apprentices are a great source of innovation and fresh perspectives. They can bring new ideas and approaches to business. Each apprentice will bring their unique set of skills, and this new energy can improve internal processes. As an example, young people may have a digital-first approach while older employees can benefit from their experience.
Apprentices will need help to maximize their potential. It is important to set aside a time at work or home for studying and respect it. One of the most common problems is the pressure to prioritize between work and studying, especially during the first few weeks. Apprentices need to have regular reviews with their employer and training provider in order to get the feedback and guidance that they require, especially if it is their first time working. It can be very beneficial to have contact with other people.
CMC has found that the majority of employers agree that apprenticeships are a great way to develop skills for their business. By investing in apprenticeships and training them internally, companies can develop a workforce that is tailored to their needs. This reduces the need for expensive external recruitment. The company can grow the talent it needs from within, and create a more loyal staff.
Employers who invest in their employees’ development are more likely than others to retain them, since a skilled and motivated workforce is less likely look elsewhere for better opportunities.
