The government's decision to introduce an apprenticeship levy from April 2017 is a positive move that, if tackled effectively, will help many businesses address their skills needs for the future.

The initiative comes following many years of schools, colleges and parents encouraging young people to go to university, regardless of their suitability or need for a  purely academic education. This drive has resulted in an influx of university graduates seeking employment in the UK. Unfortunately, whilst these young people may be degree educated, it has been widely reported that many lack the training or transferrable skills to be effective in the workplace. As a result, more and more educated young people are struggling to find employment, whilst positions with great career prospects lie unfilled. And for those of us that are parents, there is an additional worry about the significant debt that these young people are building up so early in life.

In my day job as the CEO of The Emerging Talent Group (part of the GetMyFirstJob Goup), I frequently hear the struggles employers face trying to recruit young people into a wide range of roles in businesses of all sizes. It is my hope that the publicity generated by the levy will encourage more businesses to consider apprenticeships as a key part of their hiring strategy, and through this encourage more young people to start their careers with the unique blend of ‘real' experience and qualifications that only an apprenticeship can deliver.

Media coverage, the Government's GetInGoFar campaign and industry initiatives  surrounding the levy has started to address some of the uninformed stigmas that apprenticeships are for those who could not get in to university. Many large organisations from Engineering to Financial Services are leading the way with a fresh approach to recruitment; bringing young people in post ‘A' level and using higher or degree apprenticeships to provide high quality education aligned to the businesses' needs. These options are not just open to big business. Increasingly SMEs are following this path as a cost effective way to addressing their need for future skills and talent.

The benefit of being able to earn whilst gaining a qualification, rather than pay significant university tuition fees, means that more and more bright and talented young people are looking for apprenticeships. We have certainly witnessed a boom in applications on our candidate web site GetMyFirstJob.co.uk, of which we handle over 32,000 applications a month with 290,000 candidates registered with us.

With the increasing rise in the popularity of apprenticeships and with the boost businesses will receive from the apprenticeship levy, the apprenticeship marketplace is becoming even more central to business planning for SMEs and larger businesses.

When the levy comes into force it will affect all businesses, public and private, big and small, yet only those with annual bills over £3 million are obligated to contribute financially (to the sum of 0.5%) to the initiative. Rather than funding the entire bill for apprentices, SMEs will benefit from 90% contribution towards funding, unless the employ less than 50 people in which case no contribution is needed for apprentices who are between 16-18.  This is a significant window of opportunity that is likely to change as the levy evolves in coming years.

Therefore, if you are a new or small business employer, you have nothing to lose and huge amounts to gain from using an apprenticeship programme to enhance the skills of your team. By following these simple guidelines, you can ensure that your apprenticeship programme will be a success:

1.       Consider your existing team

Taking on an apprentice can have a big impact on an SME's team dynamic, far more so than in a large corporation. As so many of your employees are likely to work closely with the apprentice, ensuring that all members of your staff are on board with the scheme and see its benefits before you start is crucially important. Involving team members in the planning process will also ensure the best training for your chosen candidate.

2.       Establish your intentions early on

Successful businesses rely on a clear vision and a robust business plan. Creating a successful training programme relies on the same factors. It relies upon organisations having a clear understanding of how apprentices will benefit their business in the short and long term.

Make sure your intentions are set out clearly and coherently. By doing so, it is not only easier to recruit the right candidate and the appropriate training provider to run the scheme but it will also give you a benchmark by which to evaluate the overall success of the apprenticeship scheme.

3.       Find the right training provider

After defining a clear rationale for your training scheme, your next step will be to choose the appropriate training provider. Taking time to research providers, their specialisms, whether they have worked on similar programmes and what outcomes they have achieved is crucial. At GetMyFirstJob, we support employers of all sizes with this process. The world of registered apprenticeship training providers can appear complex with Ofsted, completion rates, awarding bodies and many other factors to consider. Ensuring a good fit is a huge step towards the establishment of a high quality, worthwhile scheme for all. 

4.       Build a strong partnership with your training provider

The best training providers will tailor their advice to your specific values, needs and desires, as set down in your apprenticeship plan. This requires a ‘partnership' approach where engagement and openness from all concerned will lead to the best outcome. The most successful apprenticeship programmes I have seen have always been founded on a strong relationship and clear communications and reporting between employer and training provider, working together to deliver the best and most relevant training for each individual candidate and business.

5.       Take an active role in apprentice recruitment

Just as you invest time in the establishment of a high quality programme and the right provider to implement it, it is equally important to be as involved as possible in apprenticeship recruitment. These candidates will be entering your business like any other employee. You need to ensure you find the right person - not just one to stick out the duration of the course, but one that will become a long-term, valuable asset to your organisation.

Being clear on your selection criteria is vital. Within GetMyFirstJob's database we have over 290,000 candidates, but the trick is to identify the best 5 to be interviewed for your vacancies, not just the first 5 that apply. One of the common failure points for an apprenticeship is a lax recruitment process where candidates are not a good fit for the organisation. Often selected in haste, these candidates may have the potential to complete the educational elements of an apprenticeship, but if they are not going to be productive employees, they won't stand the test of time.

Establishing a high quality, worthwhile apprenticeship scheme can be challenging but choosing the right partners and focusing on recruiting the right people for the long term are a worthwhile investment. Time and time again we hear how this investment delivers for the business and the young person, starting them off on a rewarding and fulfilling career.