We first introduced our five-year apprenticeship scheme about six years ago as a way to get a variety of talent through the door.
Since then, we have had between 70 and 100 school leavers with good A-level grades studying with us to gain an Association of Accounting Technicians qualification, 17 of which were taken on this year.
The success rate in undertaking the two-year course, which acts as a starting point to entering the accountancy profession, has been very high and a total of 50 students still remain with us.
AAT is a well-recognised vocational qualification within the sector and provides a good basis for both working in a financial role and progressing to further study. Not only does it include basic accountancy modules in the curriculum, but it also provides students with an insight into the professional ethics and legal standards that will be required in the real world.
We have chosen to become an AAT-accredited employer because we believe it is important to demonstrate our commitment to the scheme and to our trainees. But we also support learners in undertaking a further three years of chartered studies in order to complete their training, although some opt to go on to university after having gained their AAT qualification.
We find that school leavers are generally very enthusiastic as they don’t tend to have preconceived ideas about the workplace. They may need training in a wider variety of areas than a graduate would, but they are usually hard-working, keen to learn and want to get on career-wise.
Nonetheless, it can be a struggle to find people to sign up because too many still believe that university is the only possible path – when, in reality, it truly isn’t. In fact, we would go so far as to say that a professional qualification such as AAT gives trainees a head-start over graduates in that they are taught relevant workplace skills from the outset.
All of our students take part in the apprenticeship scheme. An obvious benefit to us is that such training is government-funded, which makes it very cost-effective. We also find it to be a really practical way to train people with the skills and experience to truly fit our business and corporate culture.
Our advice to any employer considering whether to introduce an apprenticeship programme would be to:
1. Understand that taking on an apprentice is a long-term investment – if nurtured, learners can develop the skills to suit your specific business requirements, but you do need to have a strategy in place to ensure that they are managed, mentored and trained properly
2. Speak to the National Apprenticeship Service – a representative can guide you through the training providers that would work best for your business as well as the candidates that they have available. The organisation’s website is a good initial port of call for any general enquires
3. Optimise the interview process – we use psychometric testing, which enables us to get a good handle on candidates’ personalities and attitudes to ensure that they fit in a cultural sense. But also think carefully about the type of people you need in advance and don’t be afraid to hold more than one interview
4. Provide the right training – spend time investing in the right qualifications to ensure that your apprentices get the best from their experience and, therefore, add more value to your business
5. Expect a few hiccups at the start – getting things right can take time, but remember that, because apprenticeship programmes are now part-government-funded, in most cases they are cost-effective and a great way to get your hands on talented individuals that are eager to learn.
Helen Bloodworth is training manager at accountancy firm, Baker Tilly.
