In the modern business environment, recruiting apprentices and school leavers is more than a fleeting trend; it's a strategic approach that offers tangible benefits. With GCSE and A-Level results days approaching, employers must consider the opportunities and the challenges associated with recruiting this young and ambitious talent pool. In this guide, we'll explore how businesses can effectively attract GCSE and A-Level talent through apprenticeship schemes, the benefits, the costs, and the ways GLP Training can support your efforts.
Why Recruiting Apprentices and School Leavers is Vital
Today's school leavers are tomorrow's innovators. Recruiting apprentices provides an opportunity to tap into this potential early, moulding their skills according to your business needs. This investment pays off in various ways:
Fresh Perspective: Apprentices bring a fresh, often tech-savvy perspective that can spark innovation in various aspects of your business.
Customised Training: Apprenticeship programs allow you to customise training to align with your specific industry requirements, ensuring a perfect fit for your business.
Enhanced Loyalty: Research indicates that apprentices often develop a profound loyalty to their employers, as they appreciate the investment in their future.
However, it's worth considering that recruiting apprentices involves some costs, such as training expenses, which vary depending on the apprenticeship scheme. Regular monitoring and mentoring require time investment from existing staff.
Apprenticeship Finance: Levy, Non-Levy, Co-Investment, and 16-18 Incentive Payments
Financing apprenticeships is a critical aspect for employers, and understanding the various avenues available can substantially impact the decision to recruit apprentices.
Levy Payers: Employers with a payroll of more than £3 million fall into the Levy category. They pay 0.5% of their payroll into the Apprenticeship Levy, which can then be used to fund apprenticeship training within their organisation. Unused funds expire after 24 months, encouraging businesses to make the most of this investment in training.
Non-Levy Payers: Smaller employers not paying the Apprenticeship Levy are categorised as Non-Levy payers. They can still engage in apprenticeships by co-investing with the government. Typically, the employer pays 5% of the training costs, with the government covering the remaining 95%. This co-investment scheme makes recruiting apprentices accessible for businesses of all sizes.
16-18-Year-Olds Incentive Payments: Recognising the importance of investing in younger talent, the government offers additional incentives for hiring apprentices aged 16-18. This includes extra funding to help cover the unique training and support these younger apprentices may require.
Additional Support for Specific Groups: There may be extra funding for hiring apprentices who are 19-24 years old and have an Education, Health and Care (EHC) plan provided by the local authority.
These financing options provide various pathways for organisations to invest in apprenticeships, making them accessible to businesses of all sizes and industries. The strategic use of Levy funds, engagement with co-investment opportunities, and incentives for recruiting younger talent can help organisations build a highly skilled workforce without an overwhelming financial burden.
Whether you are a Levy or Non-Levy payer, understanding these financial aspects is key to successfully recruiting apprentices and maximising the return on investment. GLP Training's free apprenticeship recruitment service is here to help guide you through these options and support your efforts in recruiting apprentices and school leavers.
Strategies for Attracting Top GCSE and A-Level Talent
Attracting top talent requires thoughtful planning and execution. Here's how you can make your apprenticeship program appealing:
Showcase the Benefits: Beyond the immediate appeal of earning a salary, apprenticeships offer a path for career growth and on-the-job learning. Emphasise these benefits in your marketing and outreach.
Engage with Educational Institutions: Forge relationships with schools and colleges, offering workshops or talks to present apprenticeships as an attractive alternative to traditional higher education.
Offer an Appealing Package: Consider providing mentorship, clear career progression paths, and attractive salaries to entice potential candidates.
How GLP Training Can Help
GLP Training understands the dynamics of recruiting apprentices, and our free apprenticeship recruitment service is here to support your efforts. We offer:
Tailored Recruitment Strategy: Our team will work closely with you to understand your unique needs and find the ideal candidates.
Guidance on Funding and Co-Investment Payments: We can assist you in accessing government funding, including co-investment payments for 16-18-year-olds.
Ongoing Support: Our commitment doesn't end with recruitment. We provide ongoing support throughout the apprenticeship, ensuring success for both the apprentice and your organisation.
Recruiting apprentices and school leavers represents a forward-thinking approach to building a skilled and dedicated workforce. The potential benefits, especially when leveraged through apprenticeship co-investment payments for 16-18-year-olds, can outweigh the initial investment. With the tailored support from GLP Training, recruiting apprentices becomes a streamlined process, empowering your organisation to unlock the immense potential lying within the next generation.
Reach out to GLP Training today, and let us guide you through the exciting and rewarding process of recruiting apprentices.
Comments