EMPLOYERS: ATTRACT AMBITIOUS SCHOOL LEAVERS THIS SUMMER  

An increasing number of school leavers with strong GCSEs and A-levels are opting for apprenticeships over other routes into employment. For many, developing professional skills while earning a wage is preferable to accumulating university debt. Some of the region’s brightest young people will be taking up apprenticeships this summer. 

Join the tens of thousands of firms that already employ apprentices. It’s an investment in your business, local community and the next generation of professionals. Opening your door to this summer’s school leavers can help solve skills shortages whilst providing energy and new ideas for your business.

Attracting this year’s school leavers by creating appealing apprenticeship opportunities is a wise business decision. Here are seven reasons why:

Fill skills gaps  

Many industries face skills shortages, and finding qualified candidates is increasingly difficult. Moreover, retaining that talent is a significant challenge. 

Apprenticeships are a cost-effective way of recruiting ambitious young people whom you can develop on the job. Working with the apprentice’s training provider, you can shape the apprenticeship training programme to deliver the exact skill set your firm needs.

New apprenticeship recruits can be developed on a long-term career pathway built on apprenticeships, spanning from entry-level roles to senior positions. Recruiting an apprentice and putting them on a trajectory for growth through apprenticeships is a surefire way to motivate them to succeed. In this way, you can boost staff loyalty and reduce staff turnover. 

Save on training budgets

The training programme that any apprentice undertakes is industry-recognised: it’s been designed by employers who understand the skills required to perform a particular job. If you examine the modules on any given apprenticeship, you’ll find they cover all the skills, knowledge and professional behaviour someone needs to develop to do a job properly. Usually, this type of industry-standard training comes with a hefty price tag, but not when it’s an apprenticeship.

Large firms use their apprenticeship levy to pay for all the apprenticeship training costs. For smaller firms that don’t pay the levy, the government covers 100% of training costs for a 16 to 21-year-old apprentice.

Save on recruitment costs

An apprenticeship provider will help you advertise your apprenticeship vacancy on the Find An Apprenticeship platform. What’s great is that the LCR Be More portal will automatically pull your vacancy onto its platform, putting your apprenticeship vacancy in front of thousands of regional school leavers and individuals looking for new opportunities. Candidates submit applications online, allowing you and your apprenticeship provider to identify suitable applicants. This is free of charge and saves on your recruitment budget and hefty agency fees.

Additional cost savings & funding

Recruiting an apprentice under the age of 25 comes with an exemption on class 1 secondary employer national insurance contributions. On a salary of £20,000, that’s an annual saving of £3000! 

In addition, employers who recruit an apprentice aged 16 to 18 (or between 19 and 24 who is a care leaver or who has an Education, Health and Care Plan (EHC) are entitled to a £ 1,000 grant to use towards supporting that apprentice.

Tech experts  

Could your organisation do with a revamp when it comes to digital technology? The school leavers of 2025 are digital natives. Tech and innovation are second nature to them; their tech skills can help evolve your business in exciting ways.

Boost morale and engagement  

Introducing an apprentice to the workplace often has a positive impact on your existing staff. All apprentices are appointed a mentor, who is an existing member of staff. Often, these mentors discover a renewed sense of pride and accountability at work. They enjoy the opportunity to pass on their knowledge, which boosts team efforts, improves morale, and reignites employee engagement. 

Demonstrate corporate social responsibility  

Creating apprenticeship opportunities for school leavers to thrive is one way to demonstrate corporate social responsibility. When you create an opportunity for a local young person, you are giving back to the community and the region as a whole.

Tips to maximise the success of hiring an apprentice

As a region, we have a responsibility to help our young people launch genuine professional careers, rather than entering jobs with limited prospects.  Here are three tips to ensure your apprenticeship opportunity delivers for the business and meets your recruit’s expectations. 

Offer careers, not jobs 

A school leaver won’t see an apprenticeship as just a job; it’s a chance for them to build a career. When recruiting, make it clear that the apprenticeship marks the beginning of a career pathway within your company. Show recruits how they can climb the ladder through apprenticeships – from a level 2, through to level 3 and beyond as they gain more skills and responsibilities. It’s a real motivator when you provide your recruit with a long-term vision for their development.

Use £1,000 grant to reward commitment

The government offers employers an additional £1,000 grant to support apprentices aged 16 to 18 years old. Why not attract applicants by using this fund to cover the cost of driving lessons or additional courses on completion of their apprenticeship? This shows you’re invested in their future and nurtures loyalty. 

Offer competitive pay 

Competitive pay demonstrates to young recruits that their contributions are valued. By offering more than minimum wage, you attract the stronger candidates, those who are looking for an apprenticeship that will launch a professional career. 

Next steps

Start by looking for an apprenticeship provider who specialises in your industry sector. Not only will they train and support your apprentice so they develop the skills your organisation needs, they will also help you navigate the funding, recruitment and administrative processes.

If you are not sure where to start, request support from a Liverpool City Region Skills Broker who can provide further information and put you in touch with local apprenticeship providers.