{"id":131404,"date":"2023-08-16T08:37:09","date_gmt":"2023-08-16T07:37:09","guid":{"rendered":"https:\/\/www.pbctoday.co.uk\/news\/?p=131404"},"modified":"2023-08-15T14:42:49","modified_gmt":"2023-08-15T13:42:49","slug":"apprenticeships-in-the-built-environment-secret-higher-retention-lower-recruitment-costs","status":"publish","type":"post","link":"https:\/\/www.pbctoday.co.uk\/news\/hr-skills-news\/apprenticeships-in-the-built-environment-secret-higher-retention-lower-recruitment-costs\/131404\/","title":{"rendered":"Apprenticeships in the built environment: The secret to higher retention and lower recruitment costs?"},"content":{"rendered":"

Are apprenticeships in the built environment being undersold? That\u2019s the view of Felicity Allerton, who looks after a cohort of building control apprentices at Socotec<\/h2>\n

With ten apprentices currently enrolled on degree-level apprenticeships in the built environment at UCEM, as well as a number of apprentices gaining qualifications in other specialisms, Socotec has plenty of experience from which to draw when analysing the benefits \u2013 particularly the cost benefits \u2013 of company apprenticeship schemes<\/a>.<\/p>\n

The apprenticeship levy, introduced in 2017, requires organisations with an annual pay bill of over \u00a33m to contribute 0.5% to the apprenticeship service account.
\nAs Felicity points out: \u201cYou have to pay into this levy pot, so why not draw down on those funds and actually use them?\u201d<\/p>\n

The cost benefits of hiring apprentices in the built environment<\/h3>\n

Expanding on the cost-benefits of running a company apprenticeship scheme, Felicity explains that young people embarking upon apprenticeships at the very start of their careers do not have the same salary expectations as more experienced professionals, yet they quickly become productive.<\/p>\n

\u201cEven the very young apprentices who come in at 18 years of age very quickly become an asset,\u201d she says.<\/p>\n

\u201cThey\u2019re not necessarily direct fee earners, as we wouldn\u2019t send them out to client meetings on their own straight away. But they do very quickly become productive in a financial sense, much more quickly than people might imagine.\u201d<\/p>\n

They\u2019re not just productive in isolation, either.<\/p>\n

\u201cNot only are we bringing in these young enthusiastic people who just are like sponges, it has this knock-on effect in the teams that we place them within. Everybody has a part to play in their development. They will have a technical training supervisor, and that person will be a project manager with their own work to deliver, who has an attitude and willingness to pass on their knowledge and experience. And that then upskills them as well.\u201d<\/p>\n

Filling skills gaps through an apprenticeship programme also enables organisations to save money on recruitment costs \u2013 especially as apprenticeships in the built environment<\/a> can be an attractive CPD option for existing, as well as new, staff, offering a way to progress from a general role within a business into a more specialised area.<\/p>\n

This internal talent development approach fosters loyalty among employees. When an organisation is able to offer opportunities for professional development, employees are less likely to look for roles elsewhere. This, in turn, decreases staff turnover and its associated recruitment costs.<\/p>\n

As Felicity points out: \u201cMost larger companies have CSR targets around staff retention. I think that stakeholders within any business will look at those statistics, and if staff retention is not particularly good, they\u2019ll start to question why. So yes, I think adding in a training piece can really help with that.\u201d<\/p>\n

Choosing the right provider<\/h3>\n

Felicity is very clear that the key to a successful apprenticeship programme is partnering with the right provider, and she speaks highly of the team at UCEM, with whom she has worked for the last five years.<\/p>\n

\u201cThey\u2019re so enthusiastic, and they truly believe in the service that they\u2019re offering. They put so much thought into that support piece. Each apprentice has an Apprenticeship Outcomes Officer, who will meet with them and is in constant contact with them. And they link in with the business, so I\u2019m always aware of what\u2019s going on. It\u2019s one of my favourite professional relationships.\u201d<\/p>\n

UCEM\u2019s teaching is 100% online, which offers a great deal of flexibility both to the apprentices in the built environment (who are saving money and carbon on a commute) and to businesses, who do not need to disrupt their operations to accommodate their employees attending lectures in person at fixed times.<\/p>\n

Apprentices: An asset to businesses of all sizes<\/h3>\n

Businesses that do not have an annual payroll bill of at least \u00a33m do not pay the Apprenticeship Levy, but they can still draw from the aggregated funds to enrol their own apprentices: usually paying only a relatively small sum out of pocket.
\nOften, for small businesses, it\u2019s logistical rather than financial considerations that get in the way of launching an apprenticeship scheme, especially if there is no HR or L&D department to run it.<\/p>\n

A highly supportive apprenticeship provider is extremely important, as Felicity explains: \u201cWe used to be quite a small company ourselves [before being acquired by Socotec], and we couldn\u2019t bring on lots of apprentices, but we were able to bring on one or two because we were supported.<\/p>\n

\u201cThe collaboration with UCEM is brilliant, and they will support businesses to get set up on an apprenticeship programme as much as they can.\u201d<\/p>\n

Felicity believes collaboration between organisations could also help encourage businesses of all sizes to hire apprentices: \u201cI\u2019m sure I speak for lots of larger organisations when I say we would be willing to help the smaller ones. So if they can\u2019t provide all the experience and tick off all the competencies that the apprentice needs, they only need to ask for some help.<\/p>\n

I\u2019m sure that larger companies would gladly have their apprentice for a week or provide some training materials. There\u2019s always a way around it, particularly in the built environment sector. I think everybody is well aware of the skills shortage that we have, and I think everybody who\u2019s in a training role wants to collaborate to help solve that problem.\u201d<\/p>\n

Felicity has one simple message for businesses interested in hiring apprentices but worried about the logistics or the time investment: \u201cApprentices very quickly see the time that\u2019s being invested and are very appreciative. You get a lot back from them. A lot back.\u201d<\/p>\n

 <\/p>\n

\"Apprenticeships
Felicity Allerton<\/figcaption><\/figure>\n

For more information on building control apprenticeships:<\/p>\n

University College of Estate Management<\/strong><\/p>\n

m.cawley@ucem.ac.uk<\/a><\/p>\n

01189214390<\/p>\n

www.ucem.ac.uk\/employer-apprenticeships<\/a><\/p>\n

 <\/p>\n

*Please note: This is a commercial profile.\u00a0<\/em><\/p>\n

\n<\/div>","protected":false},"excerpt":{"rendered":"

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