Using marketing to bust apprenticeship myths
An increase in apprenticeship starts could also lead to a change in underlying (sometimes negative) perceptions of apprenticeships. It is therefore critical that apprenticeships are embedded into the workforce planning and training providers work with employers to secure senior and line management engagement to ensure learners are fully supported.
Showcasing your organisation's apprenticeship opportunities by using marketing and communications, internally and externally, can raise the profile of apprenticeships, bust any myths and encourage more candidates to apply.
It may be that you face core organisational challenges, which are holding your organisation back. There may be little support for apprenticeships and perceptions around them may be negative.
There is still a lot of work and myth busting to do to demonstrate the real value of apprenticeships but outreach programmes such as events at schools and colleges and engaging with people and sharing success stories and inspiring case studies and sharing data to demonstrate business value and impact does have a significant impact on changing perceptions. Find out how Lifetime Training can help your marketing and recruitment drives.
By focusing the benefits of apprenticeships, you can attract new candidates to roles and inspire your existing workforce too. Showcasing success stories and how an apprenticeship can provide an alternative to traditional career routes will improve confidence and engagement of apprenticeship training as a great option. According to the Research Report 1004, NHS trusts were most likely to have already used this to boost apprenticeship starts.
This is your chance to bust some of those persistent myths and get your organisation up to speed on the benefits of apprenticeships. Sharing this load with training providers is one way, or even other sector organisations who have implemented apprenticeships successfully.
The value of Level 2 Apprenticeships
According to the Research Report 1004, some public sector organisations are concerned around the viability of standards at Level 2 and feel this is holding them back from meeting the target. This is especially true after the removal of the Level 2 Business Administration Framework, with some public sector organisations feeling there would be less options to recruit and no suitable replacement.
To solve this requirement for NHS Trusts, Lifetime Training developed supporting modules to enhance the Customer Service Practitioner Level 2 to become a viable option in replacement of the Business Administrator Level 2 Framework. We are on the Health Education England preferred provider framework for this Standard across all NHS Trusts.
Where your organisation can offer Level 2 apprenticeships like these, there is the chance to open inclusion, diversity and work towards social mobility targets too. Whilst there are still misconceptions about Level 2 apprenticeships not being advanced enough and therefore attracting a ‘riskier’ type of candidate who may not be as committed, it is important to remember that these programmes are the key alternatives to more traditional educational routes such as university.
So not providing Level 2 apprenticeships means you could miss out on a large pool of candidates eager to try an alternative career and those from less advantaged or BAME candidates. When misconceptions are quashed, this is an area where organisations can really boost their apprenticeship starts and meet the target.