I want to ask you if you have ever considered hiring an apprentice for your company and explain to you why an ATG APPRENTICE is a WORK READY Apprentice.
One of the common oppositions that ATG receives from employers is that whilst they would be happy to employ an apprentice, they often feel that the initial few months involves a lot of development and support from the employer in order to get the apprentice up to speed in the job that they were hired to do. This leads to many employers seeking other ‘quick fix’ options, such as using recruitment agencies or other expensive recruitment methods to hire experienced (and more expensive) employees.
This is where a WORK READY ATG APPRENTICE has helped change employers opinions. At ATG, an ATG APPRENTICE is treated like an employee whilst they train with us. From day one, they ‘work’ between 3 – 6 months full time, on a Monday to Friday 8.30am-4.30pm week, and spend 3.5 half days physically working on the practical skills required to do the job in their chosen vocation. This practical experience is backed up by a further 1.5 days a week in the classroom, and in most cases, a varied and diverse two week work experience placement.
Ok, I can see that ATG APPRENTICES are trained differently, but why should my business hire an ATG APPRENTICE?
Many organisations shy away from discussing the key element that most benefits their company. The simple fact of the matter is that an ATG APPRENTICE is a cheap, skilled and effective labour supply.
An ATG APPRENTICE is WORK READY. They can already undertake a large number of job duties in their chosen field and will have already gained a good level of qualification (both a technical certificate and an NVQ level 2.) This means that they require little supervision to get them up to speed and then start generating your business an income.
The cost of hiring and then employing an apprentice is considerably more cost effective than hiring a more experienced employee. If you build in recruitment costs, and the enhanced wages that will pay experienced employees, whilst you will usually see a more immediate return on your investment, the medium to long term return on your investment is dwarfed by the return you would get from investing in the development of an apprentice. You will need to spend some of your time developing the apprentice to meet your company’s needs which does have a cost implication, but in the medium to long term, the financial return will be worth it.
So, if I do decide to hire, what are my commitments to the ATG APPRENTICES’ Further education?
ATG will take care of their further and continued education. All we ask is that you offer them a varied and diverse work experience in a safe working environment and that you allow them a maximum of one day a week over a 14 month period to continue their education in order to further boost their portfolio of useful vocational skills.
What support can I get?
The education of your apprentice is covered by the government. Over a 3 year period, the government will contribute nearly £15,000 to the education of the apprentice. There are periodic incentives from the government and local charity organisations that will offer financial support to employers who wish to hire an ATG APPRENTICE. Visit our website www.atg-training.co.uk for the latest news on these incentives.
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Working in apprenticeships myself I am intrigued to see that the apprentices would already have their tech cert and NVQ. As this is an essential part of the apprenticeship how does this work? We too provide work ready apprentices to employers but on the understanding that whilst in work they will be working flexibly towards completing these qualifications plus thier functional skills. By using online tools such as eportfolios we are able to ensure that the majority of our apprentices are in work 5 days a week. As full time members of staff they quickly gain the skills and confidence they need to become valuable but cost effective members of staff.
We use a funding stream known as Programme Led Apprenticeship which allows us to train learners whilst preparing them for employment and actively seeking employment for them.
In an ideal scenario a Learner would study at ATG, working towards level 2 NVQ and Btec First Diploma. Employment would be found in a suitable field during the six month course. The Learner would then become an Advanced Apprentice, be assessed for level 3 NVQ in the workplace and attend ATG on a day release basis to achieve level 3 Btec National Certificate or City & Guilds 2800. I hope that this sufficiently answers your questions, please feel free to contact me if further clarification is needed.
Hi there,
thank you for asking. It is refreshing to hear that you would like to use the article.
We are happy for you to republish this, all we ask in return is that you credit us for the content.
All the very best
ATG Training
Thank you Randall. It is Apprenticeship Week starting today. We will be very busy, but hope to post some news updates during the week
Aloha man! I quite accept your ideas. I must say i appreciate what you’re doing here. Get back to your blog post per week
Thanks for the tip Erma. Note to self, write each week.
“Over a 3 year period, the government will contribute nearly £15,000 to the education of the apprentice.”
I suppose that’s a good thing, but it seems a little pricey.
But that is just a part of the cost Bob. Engineering Apprentices need equipment that costs £100,000′s for each machine they train on, and then the skills of an experienced and qualified engineer whose salary is above average. We live in a tough financial climate, so the Government is right to continue to fund the futures of the UK youth in this writer’s humble opinion.
The word “apprentice” seems to be something that we rarely here in the work world of today. Seems like an old concept. However, I think hiring apprentice is very valuable even now. It is a very good way to get real world experience even after a formal education.
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Aloha! Nice idea presented!
A compelling argument – thanks for taking the time to put it together.
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