Why Apprenticeships Can Make Your Business Stronger

During National Apprenticeship Week, you'll come across plenty of insights on the what, why, and how of apprenticeships. Case studies will be shared, surveys released and opinion pieces on how government can, and should, do more to encourage take up. The most valuable insight I can provide as a PR agency MD, apprenticeship advocate and employer of PRCA’s Apprentice of the Year, is to give you the business case for apprenticeship adoption.

1. Grow your own - the saying goes ‘an investment in knowledge pays the best interest’ by bringing apprentices on board you can grow your own talent, ensuring that not only are they trained by external professionals but from day one are learning on the job and adding value directly to your business. Most of their skills and knowledge will be formed by time in your company, resulting in experienced employees tailored to your business needs.
2. Valuable talent - recruiting great talent is hard regardless of whether it’s an employee or employer market. Rather than fight the fight with competitors over candidates, create your own pipeline of future talent through apprentices and at the same time you will reduce your reliance on external hiring and negate expensive recruitment costs to boot.
3. Continual growth - the industry is moving fast and continual learning can be expensive. Currently there is a tax of 0.5% per cent on all companies with a salary bill over £3 million and it’s this money which supports apprentice training. Although levy spend restrictions may change with the new government, right now the levy can be used across differing levels of apprenticeships to support various skill levels and career progression. In short, it is a cost-effective way to develop your team. It can be used for upskilling existing teams as well as bringing in new talent as levels range from Intermediate (Level 2) to Degree (Level 6/7). There is a misconception that apprenticeships are for entry-level only when they can be instrumental in building management, leadership and technical expertise in your business.
4. Diversity of thinking - it’s proven that diverse teams lead to better innovation, more effective problem-solving and creativity plus a better understanding of what resonates with a broader range of audiences. With 62% of PR practitioners holding an undergraduate degree and only 2% attaining an apprenticeship (PRCA PR & Communications Census 2024), we have a long way to go in addressing diversification in educational background in the industry. Apprenticeships can be your pathway to building a more diverse team by broadening your talent pool and making a career in PR more accessible.
5. Productivity injection – apprentices bring new ideas, different perspectives, fresh enthusiasm and a willingness to learn, all of which can only support productivity across the entire team. This is never more important than in smaller teams, yet a recent study by Dodds & Law found that 72% of large companies offered apprenticeships compared to 4% of small businesses. The concern from small businesses is often focused on the time required to support apprentices, but dividing up responsibility, maximising online training support and getting a good apprenticeship provider on board will help minimise the impact of time investment.
6. Loyalty effect - apprentices who complete their training with you are more likely to stay in turn reducing recruitment and turnover costs. You have invested in them and conversely they will invest in you. Apprentices develop a strong sense of loyalty and connection to your business, so if you provide structured development opportunities and reward growth it really is a win-win.