Debunking Common Myths about Apprenticeships

At Anderson Financial Management, we have been employing and training apprentices for five and a half years. A third of our team are either current or former apprentices and they have and continue to add immense value to the team. It is without a doubt that they are an integral part of the business when it comes to shaping the future direction of Andersons.

As points of entry into the world of work have shifted, there has been less of an emphasis on a traditional, academic education route. Apprenticeships are becoming a more sought-after option by would-be students. Providing opportunities for professional qualifications, with on-the-job experience and without the degree price tag. The treatment of university students during the pandemic has crystallised this sentiment as students paid upwards of ￡9,000 for online lectures, partially-occupied accommodation and no social experiences.

However, we have noticed that there are misconceptions about apprenticeships. They are often misunderstood as a possible career pathway, by both potential candidates and employers alike.

Since apprentices have brought so much to Andersons, we wanted to help debunk some of the common myths surrounding them. And show you how they could add great value to your business by welcoming an apprentice on board.

Myth 1: Apprenticeships are for students who couldn’t get into university

FALSE

It is a common misconception that apprenticeships are seen as a ‘lesser’ education pathway than a university degree. However, apprenticeships are for anyone who wants to earn a salary and work towards an industry-recognised qualification while gaining valuable experience in their workplace of choice. As less of an emphasis has been placed on university education over the years, in tandem with a growing recognition of other learning backgrounds, industries and employers have begun to see the value in having both theoretical knowledge and hands-on experience.

Apprenticeships are for anyone who wants to earn a salary and work towards an industry-recognised qualification while gaining valuable experience in their workplace of choice.

Our very first apprentice, Becky Keep, acknowledges this as a key reason as to why she explored the apprenticeship route:

“I was keen on getting practical experience rather than sitting in a classroom for three or four years. I didn’t want to go to university unless it was for a specific role.

“I knew I wanted to explore the finance industry but didn’t have a specific role in mind. Apprenticeships were a great option for me as I could learn about the industry whilst experiencing it. I think it’s worked out well for me. I’m now the Practice Manager after 5 years with Andersons and I have 5 more years of industry experience than my friends who went to university.”

Within this misconception is another: that apprenticeships are only for 18-year-olds. In fact, apprenticeships are incredibly popular for those in the over-25 age bracket. Including those exploring a change in career or further training in a role they previously held. Data released for the 2019/20 academic year shows that those aged 25 and over comprised 46.8% of those starting an apprenticeship during that period. In fact, school leavers (16-18) were the smallest percentage of new starters, with 23.7%.

Myth 2: Apprenticeships are only available in traditional manual labour industries

FALSE

When you think of an apprentice, who do you picture? An apprentice wearing a hard hat, a high-vis vest and steel toe-capped boots? You could be forgiven for doing so, as it is a common perception that construction, engineering and agriculture are the industries where apprenticeships are most popular.

It is true that apprenticeships are common in these sectors as they are traditionally hands-on industries. They lend themselves well to the combination of on-the-job training and theoretical learning. However, apprenticeships are more prevalent in other sectors. Business, Administration and Law, and Health, Public Services and Care are dominant sector subject areas. Comprising 68.1 per cent of starters in 2019/20.

Myth 3: Offering apprenticeships is an opportunity to employ cheap workers

FALSE

Much like internships and some entry-level roles, apprenticeships should definitely not be a way to employ cheap labour. While apprentices can be paid below the national minimum wage, this, for us, feels intrinsically wrong. We see many businesses who disregard the potential value that apprentices can bring. Instead, treating them as cheap labour; paying their minimum salary and devoting a minimum of time contributing to their training.

While apprentices are technically there to learn and grow from you, it’s an opportunity for you, as a business owner, to learn and grow yourself as well.

Rather, businesses should regard apprenticeships as the development of a long-term relationship and as a great opportunity to onboard employees who will grow with your business. And they should be treated accordingly. Listen to their ideas and value their opinions while developing them and paying above their legal minimum wage. While they’re technically there to learn and grow from you, it’s an opportunity for you to learn and grow yourself as well.

Myth 4: “I don’t have time to train my apprentice.”

FALSE

Onboarding any employee into your business can be a time-consuming process, regardless of their seniority. Apprentices should not need any more time or resource devoted to training than any other new team members.

Even in a remote setting brought about by COVID-19, our experience is that apprentices are highly enthusiastic and capable to work without constant supervision or monitoring. Because of the high demands of apprenticeships – balancing a full-time job and studying concurrently – we’ve found our apprentices to be incredibly self-motivated, determined and organised. Why wouldn’t you want those qualities in a team member?

In fact, our very own Victoria (who is currently working towards a Level 3 Business Administrator Apprenticeship with us) started just two weeks before the first lockdown in March 2020. Beginning her career with Andersons from home. We couldn’t be happier that she’s begun her journey with us – albeit in a slightly more unorthodox way!

Myth 5: “I don’t know where to start with offering an apprenticeship – it’s all so confusing!” 

TRUE

Apprenticeships can seem like a daunting offering as there are many routes to go down as a business. However, the general process involves forming a partnership with a local college or training provider. They will interview the candidates and submit CVs for your job role – much like when hiring through a recruitment company for any other role. The apprentice will complete their qualification study through that college or training provider but work with you in choosing units that will benefit both their future job role and your business as a whole.

Learn how to take your first steps towards hiring an apprentice by visiting the Government’s official Apprenticeships website. Find information regarding how to fund your apprenticeship, choosing the right training provider, training your apprentice and more.

Apprenticeships have a myriad of misconceptions surrounding them. We hope that we’ve been able to debunk a few of them and show you how apprenticeships can be a viable hiring option for you and your business. In general, apprenticeships are a great opportunity to bring bright, enthusiastic young people into your business who are ready to develop and grow with you. I wouldn’t hesitate in recommending other business to explore the apprenticeship route.

Are you thinking about starting an apprenticeship? We’re always on the look out for enthusiastic and determined individuals to join the Andersons team to help grow and shape our business. If you’re interested in finding out more about career opportunities with us, please contact Becky Keep DipPFS, Practice Manager on [email protected]. You can also click here to read our previous piece on why we love apprenticeships so much and why they’re such an asset to any business, big or small.