APPRENTICESHIPS: A TOOL FOR STAFF OF ALL AGES

With many industries facing skills shortages, most employers recognise the importance of retaining existing staff and attracting new employees of all ages. Apprenticeships can play an important role here.

They have long been a valuable way of recruiting and training school leavers at entry level. But they can also be used to develop skills in older and higher-level employees, whether they are new recruits or existing staff.  

Apprenticeships are the perfect tool for developing existing staff of all ages. Offering them as a job benefit can increase retention and boost the number of applicants for unfilled vacancies. They also reduce staff development costs as the apprenticeship levy or government funding pays for training.  

Employment Trends 

Since COVID, there has been a notable decline in the number of applicants for many vacancies advertised. It is unclear exactly why, but evidence suggests one reason is because of the number of foreign nationals who left the UK after Brexit. In addition, the situation is exacerbated by the increase in mental health challenges experienced by many younger people who do not feel equipped to work. Furthermore, the end of the pandemic lockdown saw some people leave their jobs to start small lifestyle businesses, and many who could afford it took early retirement. 

Employers now actively encourage people of all ages to apply for their vacancies when planning a recruitment drive. For example, Easyjet recently advertised for cabin staff over the age of 50. This is a growing trend which has its roots in the launch of the 2022 Ways to Work campaign which actively promoted the benefits of recruiting and retaining older workers. Now, in 2024, employers know just how valuable their older workers are.

Apprenticeships for All Ages

By 2045, we expect that 25% of the UK population will be over 65. And apprentices are already getting older:

• In the last three years, it is estimated more than 46% of apprenticeships in England were started by individuals aged 25 and over
• Only one in five apprentice starts is aged 18 or younger

Savvy employers are already tapping into apprenticeships to retain older staff who possess maturity, a strong work ethic, and valuable insight and experience. These existing staff will understand how the business works and can quickly adapt new skills they acquire in ways that suit established ways of working. All these are great reasons to invest in older employees to fuel promotions and bolster succession planning.

Older Apprentices

Earlier this year, Mersey Ferries enrolled 41-year-old Mihai Muntean [https://www.liverpoolcityregion-ca.gov.uk/news/cruising-into-a-new-career-with-mersey-ferries] in a three-year Marine Engineering apprenticeship. Mihai had already undertaken some mechanical training and had spent time in the Romanian Merchant Navy before moving to Wirral to be with his wife, whom he met at sea. 

Starting with a summer job on the Royal Iris and Dazzle Ferry, he was soon offered a permanent role. This role includes enrolment in an apprenticeship while he works towards a level 3 Marine Engineer qualification. 

Another example of an older apprentice is Joseph Carroll, who completed his five-year horticulture-focused apprenticeship with Glendale Liverpool over a decade ago. He was 52 years old when he joined the scheme, making him one of Glendale’s and the region’s oldest apprentices at the time.

There is no upper age limit to apprenticeships; today, the UK’s oldest apprentice start is thought to be 78 years old!

Climbing The Ladder

Apprenticeships offer a route for climbing the career ladder. Many firms enrol existing or new employees—sometimes a whole group—onto level 2 apprenticeships. Those who show the most promise can then progress to level 3. 

Apprenticeships are also a good strategy for boosting self-confidence in employees who display potential but lack self-belief. Here, the apprenticeship can be used to underpin existing skills whilst developing new ones, which will put staff in prime positions for promotion and taking on more responsibilities. It’s a great way to recognise and motivate employees and make them feel valued.

Fit to Compete

A robust apprenticeship programme will help firms remain resilient and competitive. Apprenticeships can be woven into strategic planning; upskilling employees prepares them for future vacancies that arise due to growth or retirement, contributing to a pipeline of homegrown talent that employers can rely on. 

Find out how apprenticeships can help you upskill and retain your existing workforce. Take the first step today by registering for the Liverpool City Region Skills Brokerage Service [https://lcrbemore.co.uk/employer-support-brokerage-support/#howitworks]