How to build a successful tech apprenticeship programme remotely

It’s National Apprenticeship Week, which is the perfect time to highlight the importance of offering tech apprenticeship programmes. Even with many companies working remotely, building an apprenticeship programme can be a great way to attract both young talent and experienced professionals who want to switch careers and move into the industry.

Although we may associate apprenticeships with school leavers, according to National Statistics, 45% of those starting apprenticeships were over the age of 25. For those who have already entered the world of work, an apprenticeship provides the opportunity to retrain, learn new skills and begin a career in a new sector.

The DWP website has an insightful case study that shows how a telephone advisor switched careers to become a software engineer.

According to KPMG’s latest Tech Monitor report, last quarter, the UK’s tech sector expanded at a stronger rate than the entire private sector and is set to reach a four-and-a-half year high in 2021. This presents a unique opportunity for tech companies to leverage apprenticeships to attract talent and close the skills gap.

The BBC reports that employers across all industries are failing to use hundreds of millions of pounds that was intended for training apprentices. Employers need to leverage the apprenticeship levy and build training programmes that truly support career changers to get into tech. Beyond the levy, tech companies can take simple steps to help people gain tech skills and start their careers.

A step-by-step approach

The key to building a successful apprenticeship programme remotely is to have a flexible and supportive approach. Tech companies need to consider what the enrolment and onboarding process will look like to ensure apprentices will feel a part of the company.

The way apprentices are assessed may look differently too. Even during lockdown, apprentices will need to complete assessments and meet deadlines. To ensure they stay on track, tech companies should work closely with their regulators to agree a flexible schedule that allows for remote invigilation.

Here’s our step-by-step guide to building an apprenticeship programme remotely:

1. Align the programme with company values

The first step to creating an apprenticeship programme is to ensure that it is representative of the company as a whole. It can be useful for companies to review their brand values and consider their ethos before developing the programme. Trainers should understand what makes the company unique and deliver these messages as part of the training#

2. Commit to the programme

It’s important that employers don’t underestimate the commitment that’s required to make an apprenticeship programme a success, especially when delivered remotely. Companies should take the time to ensure they have the correct infrastructure in place to support apprentices throughout the entire process.

 3. Set clear communication channels

Companies need to have regular reviews with their trainers and apprentices to ensure the programme is on track and that everyone is meeting their targets.

4. Capture data and encourage feedback

A successful programme needs reliable data and reports to understand learner progression. Reporting tools should include the ability to map progress against targets and to forecast levy spend. Data capture is also important when it comes to entering apprenticeship awards, as companies need evidence to back up any claims. Companies should also ask apprentices for feedback throughout the programme so that any issues can be addressed early.

How to ensure tech apprentices trust the programme

Companies need to create the best experience possible, which can be challenging in the current landscape. As well as offering regular support, virtual meetups and attractive company benefits can help gain apprentices’ trust and ensure companies don’t lose out the competition.

For more advice on how to create a great employee experience, take a look at our post on employee experience design.

CWJobs’ tech candidate survey reveals that 36% of tech job candidates say a lack of transparency in the application process is the most frustrating aspect of their job search. Companies should therefore conduct regular reviews of their recruitment and selection process. This includes reviewing job adverts, providing a step-by-step application process and asking for feedback.

Including case studies in recruitment materials that showcase the experiences of new employees can instil confidence in would-be apprentices. Learning about a programme first-hand can often provide the most valuable insights.

How to make a programme stand out from the competition

Our tech candidate survey also reveals that 23% of candidates want to know what learning and development opportunities are available with a company. Having a development programme in place where newly-qualified apprentices can continue to gain skills can be a big draw. Companies that demonstrate their commitment to learning and development show they care about their employees and will invest in them over the long-term.

Apprentices need to feel like they’re a part of the company and are valued team members. This can be achieved by providing apprentices with the opportunity to provide feedback and self-asses their own performance.

Companies should also consider allocating a workplace learning mentor to apprentices to further enhance their experience and provide them with the motivation to achieve their goals.

At CWJobs, companies can promote their apprenticeships on our National Jobs database. They can also build company profiles that showcase the benefits of working with the company.