Author: Natasha Blanthorn

Apprenticeships offer a fantastic opportunity to access emerging talent, introduce fresh perspectives to your team, and address skills gaps effectively. Their distinctive ability to provide personalised training ensures that apprentices develop the specific skills your team needs. However, hiring an apprentice requires careful planning and consideration to ensure a smooth and successful process. 

This guide will walk you through the key points to consider when hiring an apprentice, offering expert insights aimed at hiring managers, heads of departments, and business owners looking to elevate their teams.

Hiring an apprentice

Hiring an apprentice is a strategic decision for any business. Unlike more experienced hires, apprentices combine on-the-job training with off-the-job structured education. This ensures they receive the latest industry knowledge through their provider while giving you the autonomy to shape their on-the-job training in line with the business’s needs. Whether you’re a small business seeking cost-effective support or a larger organisation aiming to create a pipeline of future talent, apprenticeships offer the opportunity to invest in people.

Before diving into the process, it’s important to understand what hiring an apprentice involves. 

As the hiring manager responsible, you should:

• Understand apprenticeship basics: you don’t need to be an expert (we understand hiring managers are busy!). However, it’s helpful to familiarise yourself with the basics. For example, apprentices are employed under a contract and divide their time between work and study, developing skills relevant to their role. As an employer, it’s your responsibility to support their learning and development.
• Know your business needs: which areas of your organisation would benefit most from additional support or specialist skills? Apprenticeships are available in various areas, from digital marketing and software development to live event support and customer service. Once you’re clear on this, you can define the specific responsibilities the apprentice will take on. From there, you can determine their line manager, assign a mentor or ‘buddy’ (if your organisation provides one), and establish the criteria for measuring their success.
• Research providers: contacting a reputable apprenticeship training provider is essential, as they will deliver the training and support the apprentice in various ways. This includes being a key point of contact for their wellbeing, safeguarding, additional learning support, and overall progression throughout the apprenticeship programme. Look for one that aligns with your requirements and offers support throughout the recruitment and training process. Access Industry, for instance, has extensive experience in delivering apprenticeship programmes to employers of all sizes and across various industries, adapting training and support to meet employer needs while ensuring the apprentice’s development.

Apprentice hiring checklist

Here’s a checklist to help you prepare before your apprentice starts:

• Establish the role: clearly outline the apprentice’s duties, the skills they’ll learn, and how their work will contribute to your business objectives. This clarity not only attracts the right candidates but also sets expectations for both parties.
• Set a budget: apprenticeship wages are typically lower than standard salaries, but you must comply with the national minimum wage for apprentices. Factor in the costs of training, tools, and potential mentorship time. Also, consider any other hidden costs.
• Check eligibility for government incentives: businesses of all sizes can benefit from the apprenticeship levy, which helps to offset training costs. Research the financial incentives available to your business, or get in touch with Access Industry who will be happy to answer your questions. 
• Prepare your team: ensure your existing team understands the role of an apprentice and their responsibilities. In addition to their line manager, assign someone to help them by providing guidance and regular feedback.
• Consider long-term goals: think beyond the apprenticeship period. Ideally, your apprentice will transition into a permanent role, contributing to business growth long after their training.

Checklist for hiring staff

Hiring any new staff member requires diligence, and apprenticeships are no exception. 

This comprehensive checklist ensures you’re well prepared:

• Write an exciting job description: how does the copy in your job ad measure up? For example, something like ‘working with a range of stakeholders’ could instead be replaced with ‘learn from and collaborate with industry experts and key partners’. With more businesses popping up than ever, you’ll want to make your job stand out and excite young people or entry-level candidates. According to the NatWest and Beauhurst New Startup Index, over 900,000 new companies were launched in the UK in 2023, marking a record year for new business starts. Highlight the unique opportunity an apprenticeship offers, including the chance to learn, earn, and grow within your organisation. Emphasise your company culture and growth potential.
• Promote the vacancy: Use the relevant channels that appeal to young talent. Our expert recommendation is to leverage platforms such as Instagram, TikTok, and Facebook. Whilst these may be your primary focus to attract a younger audience, don’t forget about job boards specialising in apprenticeships, social media, and your training provider’s resources.
• Screen applicants: look beyond academic achievements. Assess the candidate’s enthusiasm, adaptability, and alignment with your company values. Apprenticeships are about potential, not just experience.
• Conduct interviews: use interviews to gauge a candidate’s curiosity, appetite to learn, and capability to work in a professional environment. Prepare scenario-based questions to evaluate problem-solving skills.
• Legal compliance: ensure you’re meeting employment law requirements, including contracts, health and safety regulations, and working hours. A training provider like Access Industry can often assist with these aspects.

Recruitment checklist

Recruitment is more than just filling a vacancy, it’s about finding the right fit for your company’s culture and goals. 

To ensure a smooth recruitment process, you should:

• Engage with an apprenticeship provider: a good training provider will not only help with recruitment but also handle much of the administrative burden. They’ll help identify candidates whose skills and interests marry up with your needs.
• Use online platforms: Platforms like the government’s apprenticeship service or job boards can help you reach a broader pool of candidates.
• Focus on employer branding: showcase why your business is a great place to work. Highlight opportunities for growth, flexibility, and innovation to stand out from competitors.
• Plan your onboarding: a structured onboarding process ensures your apprentice feels welcome and supported from day one. Provide clear instructions, set early goals, and encourage an environment where questions are encouraged.

Apprenticeship Recruitment

To attract the best talent, consider the following:

• Work closely with your training provider: Providers like Access Industry specialise in connecting businesses with enthusiastic candidates eager to learn and contribute.
• Leverage local networks: network with local schools, colleges, and community groups to raise awareness of your apprenticeship opportunities.
• Communicate career pathways: be transparent to candidates about what’s next after the apprenticeship. Offering a clear progression plan can be a significant motivator for candidates.

How To Recruit The Right Apprentice

The final step is to secure the right apprentice for your business.

You should prioritise passion over perfection. The ideal apprentice isn’t always the most qualified on paper. Look for someone with a strong work ethic, and a clear desire to grow.

Make sure you set clear expectations. From the outset inform the candidate of key responsibilities, training schedules, and performance benchmarks. Does the candidate shy away from any of this? Talk through their concerns to better understand if they are a suitable fit.

Hiring an apprentice is more than just onboarding entry-level candidates to support in the immediate, it’s a long-term investment in the future leaders of your business. By following our guidance, you’re not just streamlining the recruitment process but also positioning your company as a leader in nurturing new talent. At Access Industry, we’re here to support businesses every step of the way, from recruitment to training and beyond.

Ready to take the first step? Speak to our apprenticeship experts who can support you in finding exceptional apprenticeship talent.

Apprenticeships are a vital route for employers to develop skilled talent while providing opportunities for individuals to learn and earn. As an employer, understanding the different apprenticeship levels available is essential for choosing the right path for your organisation’s needs. Whether you’re looking to hire new talent or upskill your current workforce, understanding these levels helps you make informed decisions to support growth and innovation.

Apprenticeship levels 

Apprenticeships are structured across levels that align with specific qualifications and skill sets. Each level is tailored to the apprentice’s experience, education, and career progression goals. For employers, understanding these levels is key to finding the right match for the job role, whether that’s an entry-level position or a highly specialised role.

The main apprenticeship levels available are:

• Level 2: Equivalent to GCSEs.
• Level 3: Equivalent to A-levels.
• Level 4 and 5: Equivalent to Higher National Certificates/Diplomas (HNC/HND) or the first year of a degree.
• Level 6 and 7: Degree and postgraduate level.

Level 8: Doctoral level, although these are more specialised and less common.

What level of apprenticeship is equivalent to a degree?

Degree apprenticeships, which are typically Level 6 or 7, offer a unique pathway for apprentices to gain a university equivalent education while working. A Level 6 apprenticeship is comparable to a bachelor’s degree, while a Level 7 apprenticeship is on par with a master’s degree. Degree apprenticeships combine in-depth academic learning with hands-on work experience, creating a practical route for employees to pursue higher education without the cost of traditional university education.

For employers, degree apprenticeships can attract ambitious individuals looking to gain significant expertise in fields like digital, business, or management. They are ideal for roles that demand high-level qualifications but also benefit from practical experience in a working environment.

What are advanced apprenticeships?

Advanced apprenticeships, often referred to as Level 3 apprenticeships, are designed for those who already have some foundational knowledge or skills. Equivalent to A-levels, these apprenticeships are suitable for job roles that require more than entry-level skills but may not demand the same depth of knowledge as higher apprenticeships or degree apprenticeships.

Advanced apprenticeships focus on developing practical skills and are typically suited for positions such as supervisors, administrative roles, or technicians. Advanced apprenticeship programmes often serve as a springboard, allowing apprentices to progress to higher apprenticeships as their skills and ambitions grow.

Level 3 apprenticeship equivalent 

A Level 3 apprenticeship is equivalent to two A-Levels and is perfect for employees looking to develop technical expertise or work in more responsible roles. Some examples of Level 3 apprenticeships, offered by Access Industry, include Level 3 Multi-channel Marketer, Level 3 Content Creator, Level 3 Software Development Technician, and Level 3 Creative Industries Production Technician (Live Event Technician) or (Creative Venue Technician) pathways to name a few.

Apprentices at this level offer employers immediate value, bringing fresh perspectives and an openness to adopt new working styles. As they build academic knowledge and hands-on experience, enrolling current staff or new hires in a Level 3 programme prepares them to handle increasingly complex tasks and drive business performance. These apprentices also have the potential to advance to higher-level apprenticeships or seamlessly transition into full-time roles within your organisation.

Overall, Level 3 apprenticeships offer apprentices the opportunity to grow within a role, often preparing them for promotions into more advanced positions within the company. These programmes are a productive investment for companies looking to build skilled employees from the ground up.

Level 4 apprenticeship equivalent 

Level 4 apprenticeships are equivalent to the first year of a higher education qualification, such as a higher national certificate (HNC). These apprenticeships are typically ideal for individuals who have already completed a Level 3 apprenticeship or have relevant industry experience. Level 4 apprenticeship programmes span across many different disciplines, at Access Industry some of these include Level 4 Sports Coach, Level 4 Software Developer, and Level 4 Assistant Recording Technician. 

For employers, taking on a Level 4 apprentice allows you to nurture the next generation of managers or technical specialists. This level not only helps upskill your workforce but also supports retention, as apprentices can see clear progression pathways within your organisation. 

Professional apprenticeships

Professional apprenticeships are generally recognised as those at Levels 4 to 7 and are often associated with regulated industries requiring specific qualifications or accreditations. Sectors that can benefit greatly from professional apprenticeships include finance, law, healthcare, and engineering.

By offering these structured pathways, professional apprenticeships not only contribute to individual career progression but also bolster an organisation’s commitment to quality and professional excellence. 

Pay rate for a second-year apprenticeship 

Apprenticeship pay rates vary depending on the apprentice’s age and other factors. Employers with apprentices aged 19 or over who have completed their first year must pay at least the National Minimum Wage (NMW) for their age group. 

Up until April 2025, these rates are:

• Aged 18 to 20: £8.60 per hour
• Aged 21 and over: £11.44 per hour

Employers can choose to pay more than these minimum rates to attract and retain talent, especially in competitive industries or roles. Additionally, offering a clear pay progression model can improve motivation and drive apprentices to perform at their best.

Apprenticeship training provider 

Selecting the right apprenticeship training provider ensures that your apprentices not only gain the necessary qualifications but also develop valuable skills through workshops and other learning sessions. Providers such as Access Industry place a strong emphasis on industry needs whilst also offering a tailored approach to meet your specific requirements.

As an apprenticeship training provider, our goal is to connect employers with workforce-ready apprentices, all while ensuring the training provided is relevant, practical, and designed to meet the ever-evolving needs of a variety of industries. 

With group experience of over 30 years operating in the education sector, our support includes bespoke training plans, ongoing progress monitoring, and advice on how to integrate apprentices effectively into your business.

Hire an apprentice

One of the main advantages of hiring an apprentice is the ability to mould them into an employee who is specifically trained in the skills required by your business. As apprentices learn on the job, they fuse into your company’s culture and operations from the start. 

When it comes to hiring apprentices, it’s important to recognise the value of hiring at different apprenticeship levels. Each level offers distinct advantages, depending on your company’s needs and objectives.

Hiring apprentices at various levels allows businesses to address their immediate staffing needs while also planning for future growth. By offering opportunities at different stages of the apprenticeship journey, you can develop a pipeline of skilled professionals who can advance with the company over time. 

Explore your apprenticeship options, and see how Access Industry’s apprenticeships can help you build a brighter, more skilled future for your organisation.

In today’s fast-evolving industries, companies rely on skilled apprentices to bring fresh talent and innovative thinking to the workforce. Off-the-job training (OTJ) plays a pivotal role in developing these skills, equipping apprentices with the technical knowledge and broader competencies they need to succeed. But how does OTJ training work in practice, and how can businesses ensure it delivers maximum impact?

In this article, we’ll explore the fundamentals of off-the-job training for apprenticeships, covering what it involves, its benefits for employers, and key considerations for implementing a robust OTJ training strategy. Whether you’re looking to improve your current apprenticeship program or just getting started, understanding OTJ training is crucial to building a pipeline of capable, future-ready talent.

What is off-the-job training?

Off-the-job refers to the portion of an apprenticeship programme that takes place away from the apprentice’s usual tasks. This includes any learning, training, or development activities that build skills related to their role but occur outside of their standard work responsibilities. Unlike traditional “on-the-job” activities, off-the-job training broadens an apprentice’s capabilities, providing them with knowledge and techniques directly applicable to their industry.

Examples of off-the-job training include classroom-based learning, workshops, online courses, and mentorship sessions. This structured approach ensures apprentices gain well-rounded expertise, facilitating immediate and long-term value for employers.

Apprenticeship off-the-job training

Off-the-job training forms a core component of apprenticeship standards in the UK, as defined by the Department for Education (DfE). This has also been referred to as the ‘20% off-the-job hours’ and equates to 6 hours per week that an apprentice must spend engaging in off-the-job training.

Access Industry works closely with employers to tailor off-the-job training plans to specific roles, serving both the immediate needs of the business and the longer-term professional development of the apprentice. This improves skills and ensures that apprentices meet industry standards and regulatory requirements.

Off-the-job hours for apprenticeships

Managing off-the-job training hours can be strategic for employers aiming to balance productivity with skill building. Rather than seeing these hours as time “away” from work, employers can treat them as periods that boost an apprentice’s ability to perform efficiently. For instance, dedicating time to advanced technical skills or compliance can enhance day-to-day productivity when apprentices return to on-the-job tasks. 

What counts as off-the-job training for an apprenticeship?

Off-the-job training is diverse and can include a range of activities that support an apprentice’s learning goals.

The following are eligible off-the-job activities:

• Workshops and classes: workshops and classes provided by training providers, such as Access Industry, to further an apprentice’s knowledge and practical skills.
• Project work: undertaking projects that are not part of usual duties to develop specific skills.
• Mentorship and shadowing: learning from experienced professionals helps apprentices understand best practices.
• Online courses or e-learning: interactive courses that allow flexibility while covering industry essentials.
• Practical assessments and simulations: scenarios that allow apprentices to apply what they’ve learned in a controlled environment.

What is the difference between on and off-the-job training?

On-the-job training is the hands-on learning that apprentices gain by actively engaging in their daily tasks. It’s the practical application of skills, where they get familiar with the specifics of their role and learn the “ins and outs” of the workplace. For example, when an apprentice is learning a new process, a more experienced team member might demonstrate it first, allowing the apprentice to practise and refine their skills. This real-time, guided experience helps build confidence and competence, directly relating to their job responsibilities.

Off-the-job training, in contrast, complements on-the-job training by focusing on the wider knowledge and skills necessary to excel. As a reminder, our examples of off-the-job training earlier in the blog included online courses, workshops, and classes. This dual approach creates well-rounded professionals who are prepared for the responsibilities of their current role and who possess the skills needed for advancement.

As a trusted training provider, Access Industry works closely with your organisation to help you hire the best apprenticeship talent for your role, and ensure a balanced training plan. We offer dedicated support to help you maximise the value of your apprentice’s contributions while ensuring they receive a quality, comprehensive learning experience. This means both employer and apprentice benefit fully from the apprenticeship.

Apprentice on-the-job work hours

An apprentice’s work hours consist of both on-the-job and off-the-job activities. While the exact distribution may vary by role, off-the-job training typically takes up 6 hours per week of their total hours. On-the-job training makes up the rest of the hours where the apprentice is learning whilst carrying out their responsibilities in the workplace environment. 

Apprentices under 18 or in their first year should work a maximum of 40 hours per week and are generally not allowed to work over 8 hours per day. Apprentices aged 18 or over and beyond their first year can work the same hours as other employees, typically up to 48 hours per week. Apprentices are also entitled to breaks during shifts and at least one full day off each week. The working hours include both on-the-job and off-the-job training.

Do employers pay for off-the-job training?

Employers investing in apprenticeship programmes may wonder about the cost of off-the-job training. For most apprenticeships, government funding covers the majority or, in some cases, the entirety of training costs, with additional incentives available for hiring younger apprentices or those from disadvantaged backgrounds. Access Industry supports employers in navigating funding options and maximising available resources to make apprenticeship training a cost-effective investment.

Hire an apprentice

Hiring an apprentice with Access Industry provides employers access to workforce-ready apprentices who will deliver value. Whether you’re hiring for marketing, digital, events, or business roles, our programmes ensure that apprentices align with your business objectives. Our proven track record with top UK brands, including Disney and the Royal Opera House, demonstrates our commitment to quality and successful outcomes.

Ready to take on an apprentice? Contact us to explore how our apprenticeship programmes can drive your business forward.

Imagine this: you’ve organised an event. The stage is set, the audience is buzzing, the lights are about to dim, and then, disaster. A mic cuts out, the lighting malfunctions, or the video feed stutters just as the keynote speaker takes the stage. It’s the kind of worst-case scenario that every event manager dreads. But with the right live event technician on your team, those nightmare moments never materialise.

It’s high-stakes in today’s high-tech event landscape, and a skilled live event technician isn’t just nice to have… they are your safety net, your problem solver and, often, your unsung hero. Whether it’s a global conference or an intimate live music performance, these technicians are responsible for ensuring that everything runs like clockwork, from sound systems to lighting rigs. And when it doesn’t? They’re the ones fixing it before the audience even notices.

If you’re in charge of hiring for live events, you know the impact a great technician can have on the overall success of an event. In this blog, we’ll break down the top five essential skills that every exceptional live event technician should possess – and why hiring an apprentice may be your smartest move yet.

Live Event Technicians: a crucial role 

When it comes to live event success, the perfect solution is to employ a Level 3 Creative Industries Production Technician apprentice (on the Live Event Technician or Creative Venue Technician pathway). These budding professionals are trained specifically to handle the dynamic world of live event production, blending technical skills with hands-on experience from day one.

Apprentices aren’t just learning the theory behind sound desks, lighting rigs or video walls – they’re mastering it in real-world environments. As part of their apprenticeship, they get in-depth exposure to everything from setting up live stages and managing AV systems to running rehearsals and live shows. This ensures that by the time they complete the programme, they’re more than competent to handle the demands of any event, no matter how large or complex.

Hiring an apprentice means you’re gaining someone trained on the most up-to-date industry standards, while also bringing fresh energy and innovation to the table. Your apprentice will learn under pressure and thrive in it – exactly the type of person you need when the unexpected happens during a live event.

Event Technician Skills

Candidates with a natural curiosity for technology, a passion for the entertainment industry, and strong problem-solving skills are exactly what you need. Oh, and not forgetting arguably one of the most important traits in an events professional, being able to keep a cool head under pressure!

But, don’t just focus on technical potential, consider communication abilities and teamwork mindset. A great live event apprentice isn’t just technically savvy; they’re adaptable, proactive, and ready to roll with the punches when things don’t go as planned.

Here’s 5 skills to look out for when hiring: 

1) Problem solving under pressure

It goes without saying that live events come with unexpected challenges. To name a few: a speaker runs late, a mic cuts out, or the lighting fails. One of the most suited ways of measuring problem-solving skills in an interview is to ask scenario-based questions such as:

• Can you share an experience where you worked on a challenging project?
• Describe a situation where you had to quickly adjust to unexpected changes.

Describe a situation where you faced a problem and how you solved it.

2) Strong communication

Whether it’s coordinating with stage managers, performers, or other fellow technicians, a great apprentice needs to relay information effectively to avoid any missteps during the event. In difficult situations, being able to clearly explain a problem or solution can prevent costly delays or mistakes. To assess a candidate’s communication skills, consider setting them a task that allows them to demonstrate how they convey information under pressure. Additionally, be mindful of candidates with additional learning needs; provide adjustments as necessary to create an inclusive environment. This could include offering alternative formats for tasks or allowing extra time for responses. By creating an accessible interview process, you can ensure that all candidates have the opportunity to showcase their skills fairly.

3) A positive approach to teamwork

What’s communication without teamwork? Event apprentices rarely work in isolation, therefore your apprentice needs to integrate well with your team. They’ll need to work harmoniously with diverse groups and show genuine enthusiasm for teamwork. When you first speak to a candidate, whether it’s a telephone interview, face-to-face, or even online, you should be able to gauge their approach to team working. Ask whether they have worked as part of a team before, whether it’s in a sports activity, educational setting, or previous job role. How did they work with their team to solve a problem? These are all questions that will allow a candidate to show off their teamwork skills. 

4) A passion for events

What drew the candidate to the apprenticeship role in the first place? Perhaps they enjoy attending live events and have always been interested in the setup behind them? Or maybe they thrive working in fast-paced environments? It’s imperative that your apprentice has a real interest in the industry in order to succeed and create memorable, positive experiences. 

5) Attention to detail

An event brings many small details together to create something truly impressive. And from an apprentice’s point of view that’s cool, right? But let’s not forget the most crucial aspect of any event –  health and safety. One wrong move could put someone in serious danger, or even the apprentice themselves. Dealing with electrics and other equipment, and working from heights means that an apprentice will need exceptional attention to detail. A combination of a task and appropriate questioning will enable you to see whether the candidate is able to pay good attention to detail. 

Young event technicians

Although apprenticeships are typically associated with younger people, they’re open to people of all ages. In 2022/23, 48% of apprentices were aged 25 and over. 

Whether you hire a young apprentice fresh out of school or someone making a career change, you’re bringing someone on board with an appetite for learning and a drive to master the live event production space.

Hiring a live event apprentice

Opting for an apprentice is more than just a budget-friendly solution. It’s a strategic move for long-term growth. Apprenticeships offer a two-fold benefit: you’re providing someone with invaluable training, and in return, they’re giving you the latest industry knowledge, fresh energy, and a commitment to learning the ropes of your unique business. With government incentives available, such as the apprenticeship levy, hiring apprentices becomes an even smarter choice for your budget.

Speaking of budget, 53% of event professionals say decreasing budgets are their biggest challenge, therefore an apprentice is a much lower overhead cost than a freelance events worker or an experienced event technician, yielding a salary of around £32,599. 

Alarmingly, 20% of event professionals are most concerned about burnout. Employing an apprentice can alleviate stress and reduce the risk of burnout by improving team capacity, creating a healthier work environment.

By investing in an apprentice live event technician, you’re not only filling an immediate role, you’re building a future in-house expert, someone who can grow into a permanent, highly skilled position within your team.

Enquire about hiring a live event apprentice.

In the fast-paced world of entertainment, running a venue requires juggling countless technical elements. Whether you manage a theatre, concert hall, or other space that hosts events, having the right team is crucial for your reputation and the success of your event. 

One solution that can significantly enhance your venue’s operations while reducing costs is hiring a Level 3 Creative Industries Production Technician apprentice. In this blog, we’re exploring one of the key pathways that apprentices can complete on this programme, the Creative Venue Technician route. 

Hiring a Creative Venue Technician Apprentice

Ideal for permanent venues like theatres, concert halls, studios, and performance spaces, Creative Venue Technician (CVT) apprentices are trained to handle the setup, operation, and maintenance of technical equipment for various productions and events.

The success of an event often hinges on the technical team running the show. Hiring a Creative Venue Technician apprentice means you have a dedicated professional handling the lighting, sound, and audio-visual components of your events. Apprentices offer a unique opportunity: they bring enthusiasm and fresh perspectives while receiving training in line with your venue’s specific needs. According to GOVUK, 86% of employers said that apprentices helped to develop relevant skills for the organisation, and to fill the skills gap.

By hiring an apprentice to support your events, you not only fill a vital role but also develop talent that understands the nuances of your venue. Apprentices receive hands-on training from your team and through structured learning with an esteemed apprenticeship training provider such as Access Industry, guaranteeing they acquire the latest, industry-relevant skills.

Investing in an apprentice allows you to mould their skills to match your venue’s needs while also benefiting from government incentives that make hiring apprentices cost-effective. This means that your venue has consistent technical support while reducing recruitment costs and improving long-term retention. In fact, as many as 85% of apprentices will stay with their employer.

Creative Venue Technician Skills

A Creative Venue Technician apprentice is equipped with an array of vital skills that are integral to the success of events. Throughout their training, apprentices gain a range of skills, including:

• Lighting and sound design: Apprentices learn how to design and manage sound systems and lighting setups tailored to specific events.
• Stage management: From setting up equipment to managing backstage operations, apprentices are trained to ensure every aspect of your event runs smoothly.
• Technical problem-solving: Events can be unpredictable, so apprentices are trained to think on their feet, identifying and solving problems quickly to minimise downtime.
• Health and safety: Safety is paramount in any venue, and apprentices are trained to follow regulations to keep your customers and staff safe.

Creative Venue Technician Apprentice Salary

One of the key benefits of hiring an apprentice is the cost-effectiveness of their salary. Apprentices typically start at a lower wage than fully qualified technicians, with salary rates varying based on age and other factors. However, this doesn’t mean compromising on quality. Apprentices are paid for their time while receiving valuable on-the-job training that turns them into competent professionals.

Currently, In the UK, apprentice wages can start from as little as £6.40 per hour (for those aged 16 to 18, or 19 and over in their first year) and can rise as they progress through their apprenticeship. Many venues take advantage of government incentives, which further reduce the financial burden of hiring.

Additionally, investing in an apprentice Creative Venue Technician can reduce the cost of outsourcing technical support for every event, allowing you to build an in-house team that is both skilled and budget-friendly.

8 Reasons to Hire an Apprentice Technician

• Tailored skill development: Apprentices are trained to meet the specific technical needs of your venue, ensuring a perfect fit for your unique events.
• Cost-effective staffing: As apprentices are typically entry level professionals, their salary is lower. This is an ideal solution for filling key technical roles, with government funding such as the apprenticeship levy available to support training.
• Fresh energy & innovation: Bring new perspectives and creative ideas to your team, with apprentices trained in the latest industry techniques.
• In-house expertise: Gain in-house technical support for sound, lighting, and staging, reducing reliance on external contractors.
• Long-term investment: Apprentices grow with your business, becoming skilled, loyal employees who understand your venue’s operations inside out.
• Hands-on learning: Your apprentice will acquire practical, real-world experience while contributing to the seamless execution of your events.
• Adaptability & problem-solving: Apprentices are quick to find solutions in fast-paced environments and are trained to deal with high-pressure situations.
• Boosted reputation: Show your commitment to developing local talent, and enhancing your venue’s reputation as a forward-thinking, community-driven organisation.

Music Apprenticeship Training Providers

If you’re a concert hall or host live music events and are looking to bring on an apprentice, you’re in the right place. Access Industry, part of the Access Education Group, is a trusted apprenticeship training provider. As the largest independent training provider in the UK, we work closely with music venues and live event spaces to ensure your apprentice’s training is tailored to meet your unique needs, helping you develop a skilled entry-level professional.

Through our strong industry connections, we also provide opportunities for your apprentice to gain real-world experience at major music festivals such as Reading, Leeds, Latitude, and more. Our passionate and experienced trainers stay ahead of the latest industry trends, ensuring your apprentice receives the highest quality, up-to-date training.

Working with an apprenticeship training provider with proven expertise in working with businesses like yours is crucial. Access Industry is committed to supporting your venue with tailored training solutions, helping you benefit from talent that drives the success of your events. 

Event Apprenticeship Training Providers

Just as important as music-specific skills are broader event management and technical skills, especially for multi-purpose venues. Event apprenticeship training providers prepare apprentices for a range of technical responsibilities they will face in live event settings, from lighting rigging to sound desk operation and everything in between.

Whether your venue hosts theatre productions, conferences, or corporate events, a well-trained apprentice can handle the technical aspects. Apprentices learn to manage different types of events, ensuring that every detail, from sound checks to lighting cues, is perfect. Event apprenticeship training providers not only teach technical skills but also emphasise communication and teamwork, building their equally as important softer skills, so your apprentice becomes an integral part of your venue’s event staff.

Event Technician Training

The complexity of modern live events means that the demand for highly trained event technicians is higher than ever. Event technician training focuses on equipping apprentices with the skills they need to manage elements that ensure an event’s success, such as audio-visual systems, lighting rigs, and digital media equipment.

Your apprentice will have the ability to set up, rig, operate, maintain and repair technical equipment used in creative venues. They will also learn to read and interpret technical event information, as well as how to safely use a variety of tools to assemble, install and maintain scenery and equipment for stage and screen.

Having a skilled apprentice on hand means your venue can handle increasingly complex events without needing to rely on expensive external contractors.

What Does a Venue Technician Do?

Creative venue technicians become competent in stagecraft techniques, for example operating stage machinery, performing scene changes and carpentry. This allows them to set up, rig, operate, maintain and carry out basic repairs of technical equipment used in creative venues.

In their day-to-day role, apprentices engage with a variety of different stakeholders. Technicians collaborate with various partners and professionals, including but not limited to venue staff, freelancers, touring crew, technicians from various disciplines, production managers, performers, and community groups, as well as stage management, costume teams, designers, and producers. They also interact with clients, presenters, front-of-house managers, audiences, and the general public.

Your apprentice will take ownership of delivering precise, high-quality work. While they’ll often work independently and within a team, they’ll be supported by a supervisor or manager and may assist junior colleagues along the way. Technicians are hands-on problem solvers, always looking for ways to streamline processes and enhance efficiency. Safety and attention to detail are key, particularly in fast-paced, ever-changing environments. After completing core training, your apprentice will specialise in either the Live Event Technician or Creative Venue Technician pathway, ensuring they meet the specific needs of their chosen role.

Hire an event technician apprentice with Access Industry

If you need more staff at your venue, Access Industry can help. Book a consultation with our team to hire an apprentice that fits your team, your venue and your future business plans!

With GCSE and A-level results recently released, the best and brightest young people are now ready to make their mark in the workforce. For many, apprenticeships offer the ideal path to kickstart their careers while adding immediate value to local businesses. 

Access Industry, a leading apprenticeship training provider specialising in creative, digital, sport and business sectors is calling on businesses across Manchester and beyond to seize this opportunity to recruit top talent and drive growth.

This September sees Access Industry’s largest intake of apprentices, with programme places quickly filling up. These new apprentices will be provided with the skills needed to excel in a range of industries.

With thousands of newly qualified candidates entering the market, now is the perfect time for businesses to harness this fresh wave of talent. Apprenticeships offer a cost-effective way for companies to grow, especially with support schemes like the apprenticeship levy, making it easier than ever for SMEs to participate. Access Industry is proud to work with a diverse range of organisations, from small enterprises to industry giants such as PRG, the Royal Opera House, and the National Trust.

Speaking on the Access Industry programme, leading production and audio-visual company, PRG, said:

“Their bespoke service not only meets but exceeds our expectations, ensuring a seamless and enriching learning experience for our apprentices. Access Industry’s commitment to personalised support and guidance sets the standard for exceptional partnership working in the realm of live event education”.

Hiring an apprentice offers businesses the opportunity to inject fresh ideas and energy into their teams, often leading to increased productivity and innovation. Apprentices can help bridge skills gaps with their up-to-date training while bringing a new perspective. 

Beyond the immediate business benefits, taking on an apprentice also allows companies to give back to the local community and contribute to economic growth. With Access Industry’s next intake in November, now is the perfect time for businesses to onboard apprentices. 

For businesses looking to grow, recruiting apprentices through Access Industry offers a unique opportunity to integrate motivated, well-prepared individuals into your workforce. Whether you’re a small enterprise or a large corporation, now is the time to act and secure the talent that will drive your business forward.

To learn more about how Access Industry can help your business, visit their employers section of our website or contact the team by email.

Finding the right talent to support your business is crucial. Two popular routes for bringing in fresh digital marketing talent are apprenticeships and internships. But which option is best for your business? 

In this blog, we’ll explore the differences between a digital marketing apprentice and an intern, and help you decide which is the right fit for your company. As an apprenticeship training provider specialising in creative and digital sectors, we at Access Industry are committed to helping businesses nationwide harness the power of apprenticeships.

Apprentice vs intern

The terms “apprentice” and “intern” are sometimes used interchangeably, but they represent two distinct pathways with unique benefits and structures. Understanding these differences is key to making an informed decision for your business.

Apprentices typically engage in a structured, long-term training programme that combines on-the-job experience with formal education. This approach ensures that apprentices gain both practical skills and theoretical knowledge. In the UK, apprenticeships can last from 12 months to several years and result in a nationally recognised qualification.

Interns, on the other hand, usually participate in shorter, less formal programmes, often lasting between three to six months. Internships are primarily about gaining work experience and are sometimes unpaid. While internships can provide valuable insights into the industry, they may lack the structured learning and development framework that apprenticeships offer.

Do I hire an apprentice or intern?

When deciding whether to hire an apprentice or an intern, consider the following factors:

• Duration and Commitment: If you’re looking for a longer term investment, a digital marketing apprentice is likely the better choice. Apprenticeships are designed to develop employees over an extended period, providing them with comprehensive training and integration into your company culture. Interns, by contrast, offer a short-term solution and might be suitable for temporary projects or seasonal work.
• Skill Development: Apprenticeships provide a balanced blend of practical and theoretical training, ensuring the apprentice develops a deep understanding. This can be particularly beneficial for roles requiring specific skills and knowledge, such as marketing. For instance, apprentices gain dedicated support to learn about the various tools and systems needed to plan, implement and analyse marketing activities. Internships, while still valuable, may not offer the same depth of training.
• Cost and Funding: In the UK, businesses can benefit from government funding for apprenticeships, making them a cost-effective way to develop talent. Additionally, apprentices earn a salary, which helps to attract dedicated candidates. Internships, while potentially less costly, might not attract the same level of commitment if they are unpaid or offer minimal compensation.
• Integration into the Business: Apprenticeships are designed to integrate the apprentice into your business. This helps to create loyalty – ultimately increasing staff retention. Interns, due to the temporary nature of their positions, may not develop the same level of commitment to the company.

What is a digital marketing apprentice?

A digital marketing apprentice is a professional enrolled in a structured training programme that combines academic study with practical work experience in the field of digital marketing. Apprenticeship programmes such as the Level 3 Multi-Channel Marketer exist to provide apprentices with a broad range of skills, from SEO and content creation to social media management and data analysis.

At Access Industry, our digital marketing apprenticeships are tailored to meet the specific needs of your organisation. Apprentices work alongside your existing team, contributing to real projects while simultaneously working towards a qualification. This method of learning makes them valuable assets to your company from day one.

Hiring a digital marketing apprentice

Hiring a digital marketing apprentice through Access Industry is a straightforward process. We work with you to understand your business needs and help you find the right candidate who will thrive in your environment.

To keep these simple, here are the steps involved:

• Assess Your Needs: We will determine the specific skills and competencies you require. This will help us understand the sort of candidate you would like and enables us to tailor the apprenticeship programme to your business.
• Recruitment: Our team can support by advertising your vacancy if you wish. We have over 5,000 workforce-ready learners nationwide. 
• Onboarding and Training: Once hired, we will begin the onboarding process to ensure a smooth transition for you and your new team member.
• Ongoing Support: Throughout the apprenticeship, we provide continuous support to both the apprentice and your business, ensuring the training meets your expectations and the apprentice progresses effectively.

What is a digital marketing intern?

A digital marketing intern tends to be a student or recent graduate looking to gain hands-on experience in the field. Internships can differ in terms of structure, duration and financial compensation, but they generally focus on providing the intern with practical exposure to digital marketing activities.

Interns may assist with tasks such as creating social media content, conducting market research, analysing data, and supporting marketing campaigns.

Digital marketing apprenticeship providers

Choosing the right apprenticeship provider is crucial to the success of your digital marketing apprentice. At Access Industry, we pride ourselves on delivering high-quality apprenticeship programmes that are tailored to the needs of modern businesses. 

With years of experience in the creative and digital sectors, we understand the specific challenges and opportunities within these industries. Our nationwide reach means we deliver apprenticeships to organisations across the UK, providing access to a diverse pool of talent.

As a trusted apprenticeship provider, Access Industry is here to help you navigate the onboarding of an apprentice and support you in building a skilled and sustainable workforce.

Ready to take the next step? Contact Access Industry to learn more about our apprenticeship programmes.

Creative and digital apprenticeship training provider, Access Industry, hosted an Apprenticeship Curriculum Summit on the 30th and 31st July at New Century, a legendary venue in Manchester’s fast-moving city centre area, which holds a special place in the city’s rich musical legacy. 

The event brought together sister brands of the Access Education Group, partners, and former apprentices. The curriculum has been developed with input from leading employers, including the Royal Opera House and White Light, among others from various creative industries, to shape the future of apprenticeship training.

These organisations provided valuable feedback on Access Industry’s apprenticeship curriculum, ensuring it meets the evolving needs of the creative sector and paves the way for cutting-edge education.

“We are proud to be a leading apprenticeship training provider that deeply cares about the industries we work within. This summit underscores our commitment to developing curricula that add significant value to both apprentices and employers. By working closely with these esteemed partners, we can ensure our programmes remain relevant and impactful.” – Jackson Armstrong, Director of Business Development at Access Industry

The summit featured a series of workshops and discussions, allowing contributions to the enhancement of apprenticeship standards.  This collaborative effort will help Access Industry address critical skills gaps in the creative sector, ensuring apprentices receive high-quality training that provides them with the necessary skills and knowledge. According to DCMS Sector Skills Shortages and Skills Gaps Data, 33% of job vacancies in the creative industries and 30% of job vacancies in the cultural sector are due to skills shortage.

By working directly with employers, Access Industry is ensuring that apprentices receive the most up-to-date, professionally relevant curriculums possible, addressing current skills gaps and meeting industry needs.

To find out more about what apprenticeships can offer your business, email [email protected].  

In today’s fast-paced tech world, the demand for skilled software developers continues to soar. Companies across the globe are constantly on the lookout for newfound talent to stay competitive and innovative. One of the most effective strategies for addressing this need is by integrating apprentices into your software development team.

Apprenticeships offer a unique blend of hands-on experience and theoretical knowledge, allowing your employee to put into practice what they have learnt. The knowledge they acquire is delivered by industry trainers who are highly experienced, so as an employer you can rest easy knowing their standard of training is exemplary. 

Here are eight compelling ways an apprentice can benefit a software development company:

• Bridge generational gaps: Many older workers are not being trained in key future skills. When it comes to computer skills, only 38% of respondents in their 50s and 36% in their 60s are confident with computer skills according to the Prince’s Business Network report. With an ageing workforce, it’s important to engage younger generations to fill key skills gaps.
• Reduce knowledge silos: Training apprentices often requires knowledge and skills to be shared openly and documented well. Therefore, hiring an apprentice will help break down silos within the company and ensure that critical knowledge is disseminated across the team.
• Improved diversity initiatives: Computer science and software related degrees are still popular, but due to the blended learning approach of apprenticeships, learners may broaden their skills faster. By actively recruiting apprentices from varied backgrounds and demographics, companies can enhance their diversity and inclusion initiatives. This could lead to a more innovative work environment.
• Better problem-solving approaches: Typically, an apprentice has no prior experience or knowledge in the role or industry. Therefore, their fresh mind and perspective can often approach problems differently. Apprentices can introduce new problem-solving techniques and creative solutions that may not have been considered by more experienced team members.
• Cross-industry knowledge transfer: Apprentices come from different educational backgrounds, and with that come other knowledge or practices that may benefit a software development company.
• Reduced recruitment costs: Over time your apprentice will become increasingly competent. Apprenticeships can sow the seeds for future leaders in a supportive working environment. By identifying and nurturing high-potential apprentices, software companies can develop a pipeline of future managers and technical leaders.
• Promotion of ethical coding practices: Apprenticeship programmes can emphasise the importance of ethical coding practices and responsible software development. This ensures that such values are ingrained in the company’s culture from the ground up.
• Improved user experience insights: Apprentices, often being closer to the end-user demographic, can provide valuable insights into user experience design and usability testing, ensuring that products are intuitive and user-friendly.

Software Developer Candidates

When it comes to finding software developer candidates, the traditional hiring process can be both time-consuming and costly. However, apprenticeships provide a steady stream of motivated individuals who have an appetite to learn and grow within the industry. These candidates are often selected based on their potential and passion for software development, rather than just their academic credentials.

By reaching out to specialist apprenticeship training providers like Access Industry, companies can tap into a pool of candidates who have already undergone a rigorous selection process. This ensures that only those with a genuine interest and aptitude for software development are chosen, reducing the risk of hiring individuals who may not be fully committed to the role.

Hiring Software Developers

Hiring experienced software developers can be a daunting and expensive task. The tech industry is highly competitive, and attracting top talent often requires significant investment in recruitment efforts, including job postings, headhunter fees, and competitive salaries. Additionally, the onboarding process for experienced developers can be lengthy as they need time to acclimate to the company’s specific processes and culture.

Apprenticeships offer an alternative approach to hiring more experienced software developers. By bringing apprentices on board, companies can develop talent from within, adjusting their training to meet specific organisational needs. This not only saves on recruitment costs but also ensures a better cultural fit, as apprentices are already familiar with the company’s values and work environment.

Software Developer Apprentices

Software developer apprentices bring a fresh perspective to the workplace. They are often more adaptable and open to learning new technologies and methodologies. Unlike experienced developers who may have established ways of working, apprentices are more likely to embrace innovative approaches and contribute creative solutions to intricate issues.

Apprentices are also trained to be versatile and well-rounded professionals. They gain hands-on experience in various aspects of software development, from coding and testing to project management and client communication. This comprehensive training develops a broad skill set that is imperative for any development team.

How Much Does it Cost to Hire a Software Developer Apprentice?

One of the most attractive aspects of hiring a software developer apprentice is the cost-effectiveness. Employers that hire apprentices can also take advantage of the apprenticeship levy and other incentives, making them a more affordable option for companies. Although the salary must be covered by employers, apprentices tend to be on a lower salary due to their lack of experience. Apprentice pay must be at least minimum wage for their age. 

Is it Hard to Hire Software Developers?

The short answer is yes. The tech industry is facing a talent shortage, with demand for skilled developers far outstripping supply. This scarcity makes it challenging for companies to find and retain top talent, leading to intense competition and high turnover rates.

Apprenticeships provide a strategic solution to this problem. By investing in the development of apprentices, companies can create a pipeline of skilled software professionals who are already familiar with their needs and culture. This proactive approach not only addresses the talent shortage but also helps build a loyal and dedicated workforce, reducing the challenges associated with hiring and retention.

Enhanced Productivity and Innovation

Bringing apprentices into a software development team can lead to enhanced productivity and innovation. Apprentices often bring fresh ideas and perspectives that can inspire experienced developers to think outside the box. Their enthusiasm to learn can invigorate the team, creating a collaborative and dynamic work environment.

Apprentices can take on tasks that may be time-consuming for senior developers, such as testing, debugging, and documentation. This allows experienced developers to focus on more complex projects, increasing overall productivity and efficiency.

Strengthening Company Culture

Apprenticeships can play a crucial role in strengthening company culture. By integrating apprentices into the team, companies can adopt a culture of learning, mentorship, and continuous improvement. For example, experienced developers have the opportunity to share their expertise. 

An environment where mentorship is valued not only benefits apprentices but also enhances the skills and leadership capabilities of senior developers. It creates a positive feedback loop where both mentors and mentees grow and thrive. Additionally, apprentices who start their careers with a company are more likely to develop a strong sense of loyalty and commitment, which can positively impact employee retention. 

At Access Industry, we are committed to helping companies harness the potential of apprenticeships. Our programmes are designed to provide apprentices with the crucial skills and knowledge needed to succeed at your organisation. Our software apprenticeship programmes include the Level 3 Software Development Technician and the Level 4 Software Developer. 

Speak to our experts to start your organisation’s apprenticeship journey. 

College interviews can feel nerve-wracking, but they’re also a great opportunity to showcase yourself and learn more about the college. This blog will provide you with ten common interview questions to prepare for after you apply for a course, and what you can ask the college to make a strong impression.

First and foremost, college interviews often begin with a series of questions designed to get to know you. These questions delve into your personality, motivations, and what makes you unique as a student. Make sure to discuss your interests, academic goals, and passions outside of academics. This way, you can highlight your well-roundedness and desire to learn and contribute to the college community. So, dust off your interview outfit (we’ll get to that later) and let’s dive into the top ten college interview questions to prepare for:

College Interview Questions to Prepare For

Get To Know You Questions:

Can you tell us more about yourself?

This is your chance to shine! Give a brief introduction that exhibits your strengths, interests, and academic goals.

What do you hope to study in college, and why?

Colleges understand that students don’t always have their entire career path mapped out. However, during your interview, it’s impressive to demonstrate how your academic interests offer insight into what you may be able to accomplish in the future.

Why do you want to attend college?

Go further than the generic response of just “to get a good job.” Discuss your desire to learn, grow, and contribute to society.

What are you passionate about outside of academics?

Colleges want broad-minded students. Share your hobbies, extracurricular activities, or volunteer work.

What are your career goals?

Think about your long-term aspirations and how this college can help you achieve them.

Think about the subjects you excel in or find most engaging. What sparks your curiosity? How do these academic passions connect to the skills and knowledge you’d need for your dream job, or a particular career field? For example, if you’re fascinated by music production, you could discuss how your love for music has evolved into a desire to understand the technical aspects of creating it. Perhaps you play with music software in your free time, or you’ve even started experimenting with composing your own music. By expressing your passion for music production, you can connect the dots to potential futures in the music industry. 

Maybe you dream of working in a recording studio, or even starting your own independent label? Highlighting your ambitions shows the interviewer that your academic interests (perhaps in music theory or live events) are a springboard for a fulfilling career path in music.

Don’t worry if your career goals aren’t perfectly formed yet. The key is to show how your academic interests are a stepping stone towards a fulfilling professional path.  This demonstrates intellectual curiosity, initiative, and the ability to think ahead – all qualities that colleges value highly. 

Now, moving onto the ‘College Fit’ questions. Interviewers will also use questions to understand your college fit. These questions go beyond your academic record and assess your  alignment  against the specific strengths and programs offered by the college. Demonstrating your research by mentioning unique aspects of the college, like vocational qualifications or leadership programs, shows initiative. Not only that, but also discussing past challenges and showing growth, as well as leadership experiences allows the interviewer to gauge your problem-solving skills, resilience, and potential to contribute to the college community.

Why are you interested in our college?

Do your research! Show the interviewer you know what makes this college unique such as if they have vocational qualifications, apprenticeship programs, or even higher education programs, and how this aligns with your aspirations.

What are your strengths and weaknesses?

Everyone has weaknesses, but focus on your strengths and how you’re working to overcome your weaknesses.

Tell me about a time you faced a challenge.

Describe a situation where you overcame an obstacle. Highlight your problem-solving skills and resilience.

Could you describe a situation where you demonstrated leadership?

Have you held a leadership position? This could be anything from volunteering or any extra curricular activity where you have to step up and demonstrate leadership. Showcase your initiative and ability to motivate others.

The final stage of your college interview is your chance to shine the spotlight back on the college. By coming prepared with thoughtful questions, you demonstrate genuine interest and initiative. This is your opportunity to delve deeper into specific programs, student life, or anything else that piqued your curiosity during your research.

Do you have any questions for us?

“Absolutely!” That should always be your response to this question. Prepare thoughtful questions about the college, academics, or student life. Don’t just ask generic questions! Tailor your inquiries to the college you’re interviewing with. For instance, you could ask about research opportunities in your field of interest, unique traditions or clubs, or career services offered to students.

Remember, the interview is a two-way street. College interviews aren’t just about the college evaluating you. It’s also your chance to assess if the college is the right fit for you. Prepare insightful questions to demonstrate your genuine interest and proactive approach, which leaves a lasting positive impression. Here are some excellent questions to ask colleges in interviews:

• What are the biggest strengths of your academic programs in (your area of interest)?
• How does the college support students in finding apprenticeships or job opportunities?
• What is the college community like?
• What are some unique traditions or events at the college?
• How does the college support students from diverse backgrounds?

The best questions are specific and demonstrate you’ve done your research. By asking thoughtful questions, you leave a lasting impression and show the college you’re a proactive and engaged student.

What to Wear at a College Interview

Finally, first impressions matter on how you present yourself. While you don’t need a suit and tie, dressing professionally shows respect for the college and your own confidence. Here are some tips for what to wear to your college interview:

• Professionalism over Personal Style: Opt for neat, clean, and well-fitting clothes. It’s okay to express your personality, but avoid anything too casual  or revealing.
• Business Casual is a Safe Bet: Think khakis, dress pants, skirts that fall below the knee, blouses, button-down shirts, or sweaters.
• Accessorise Wisely: Keep accessories simple and professional. A watch or tasteful necklace and earrings are all you need, if you wish to add accessories!
• Comfort is Key: You want to feel confident and comfortable throughout the interview. Avoid stiff or uncomfortable clothing that might distract you.
• Check the Forecast: Dress appropriately for the weather. Being too hot or cold can distract you from the interview. And when indoors, make sure you have your coat off!

Here are some bonus tips:

• Iron your clothes: Wrinkles project a sloppy image.
• Minimise strong perfumes or colognes: Some interviewers may have allergies, and when your first impression is a room overwhelmed with cologne, it can leave a really bad impression, even if you were the best possible candidate!

While some college interviews may still be conducted in person, virtual interviews have become increasingly common.  While the pressure to dress to impress might seem less important in a virtual setting, it’s still crucial to present yourself professionally. Here’s how to translate interview attire tips to the world of virtual interviews:

• Up Top Matters: Just because you’re not showing your whole outfit doesn’t mean the top half doesn’t count! Stick with professional attire on top, such as button-down shirts, blouses, sweaters, or turtlenecks in solid colours or subtle patterns.
• Avoid Busy Backgrounds:  Consider what will be visible behind you during the interview. A plain wall or a virtual background can prevent distractions. If you choose to use a virtual background, make sure it’s professional and doesn’t take away from the focus of the interview (which is you!).
• Professional Polish: Don’t forget about overall grooming. Style your hair neatly, and keep makeup minimal.
• Lighting and Sound Check: Ensure you’re well-lit from the front to avoid appearing shadowy. Test your microphone and camera beforehand to avoid technical difficulties during the interview.

The goal is to look polished and put-together without being overly formal. Your outfit should showcase your confidence and professionalism without overshadowing your personality and qualifications.

By preparing thoughtful answers, insightful questions, and a professional appearance (whether in person or virtually), you can ensure a successful college interview that leaves a lasting impression. Remember, the interview is a chance for you to not only learn about the college but also showcase yourself as a well-rounded and engaged student. If you’re passionate about a creative field, consider one of the college courses at ACC!

We offer a variety of industry-focused courses in music, media, games, esports, and computing, all designed to equip you with the skills and knowledge to thrive in your chosen creative career path. Attend an open day to learn more about how Access Creative College can help you turn your creative spark into a successful future.

If you already know which course you want to enrol on, apply online today!

Firstly, let’s briefly touch on what artificial intelligence (AI) is exactly. After all, there is no doubt it will impact your everyday life, and that includes your work life too. Whether you’re actively searching for candidates to support amidst the ongoing AI revolution, or interested in apprenticeships, artificial intelligence is pervading all aspects of life more and more frequently. 

You may sometimes hear artificial intelligence referred to as ‘AI’. In summary, it refers to the simulation of human intelligence processes by machines, and can assist with tasks such as learning, reasoning, and problem solving. 

AI is a field that is rapidly developing and driving innovation across all industries, revolutionising how we interact with technology and perceive the world around us. In this blog, we’ll explore both the negative and positive implications of AI. Particularly when it comes to the job market and apprenticeships.

What jobs will be impacted by AI?

There are already many jobs that use AI to allow certain roles to be executed more efficiently. And it’s no wonder businesses are leveraging AI tools, with one Forbes Advisor survey stating that 53% of businesses apply AI to improve production processes.

In 2024, these are just some of the industries that are using AI and, interestingly, how they’re using them:

• Marketing: AI research giant, OpenAI, launched software ‘ChatGPT’ in November 2022. Ever since, it has significantly transformed the marketing landscape and is supporting marketeers around the world to research, create content, and brainstorm in a matter of seconds. 
• Travel: With fewer brick-and-mortar travel agencies due to the rising demand of online booking, AI is already shaping the way travellers plan their trips. Businesses such as Wonderplan and Layla (Roam Around) claim to quickly serve up travel recommendations and create personalised itineraries. Cool, right? 
• Healthcare: What’s more important than living a healthy life? We’re fortunate that in today’s fast technology-progressing age AI is pivotal in helping the population to live longer, with a better quality of life. AI is currently being used to benefit people in health and care by analysing X-ray images, such as mammograms, to support radiologists in conducting assessments. This allows radiologists to spend more time with patients, or to screen greater numbers of people more quickly.
• Finance: From fraud detection to chatbot assistants, the finance industry is no stranger to AI. Zest AI is an example of an underwriting tool that is being used to help businesses assess borrowers with a lack of credit history. As a banking customer, you’ll be pleased to also hear that many banks and building societies now offer chatbots that can answer some of your questions pretty much instantly… cheers to less of the long waits on the phone!
• Hospitality: Another industry benefiting from the power of AI is hospitality. Hotels for instance are using AI to improve processes by implementing things like contactless check-in, inventory management, and more. Not only does this benefit hospitality organisations from an operational perspective, it also enhances customer satisfaction.

How will apprenticeships be affected by AI?

As well as the traditional job market, AI also has an impact on other forms of learning and employment, such as apprenticeships.

One major way apprenticeships are being affected by AI is through the evolving nature of job roles. As AI automates routine tasks, employer requirements for certain skills may decline while the need for new, tech-focused competencies will likely rise. This shift will undoubtedly result in a reassessment of apprenticeship programs to ensure they remain aligned with emerging job requirements. For instance, apprenticeships in data analysis, cybersecurity, or software development could grow in popularity as many industries increasingly rely on AI technologies.

As you might be aware, apprenticeships involve ‘off the job learning’. This refers to the time that must be spent in either a ‘classroom environment’ or an opportunity that is away from your normal role, where you can build key skills relating to your chosen apprenticeship standard. It’s expected that AI will impact the learning experience associated with apprenticeships, with intelligent tutoring systems and virtual reality (VR) likely to elevate the learner experience. For example, VR can introduce realistic simulations that allow apprentices to carry out tasks and gain experience like they would in the real world. 

What is the negative impact of artificial intelligence on jobs?

There is plenty of praise around AI, however there have also been many concerns regarding the uncertainty of traditional apprenticeship roles due to automation. 

As AI takes over repetitive tasks, apprenticeships in sectors like manufacturing or administration may undergo restructuring or decline. This could mean a focus on reskilling initiatives are required to adapt to changing job markets.

Other criticisms of AI’s impact on job roles include security risks from hacking, data privacy, a lack of creativity and human-like empathy. You may have noticed that some AI tools can produce content that sounds, erm, well, rather robotic…

What about the positive impact of artificial intelligence on jobs?

Do the positives outweigh the negatives when it comes to AI? Well, when it comes to its impact on the workforce, it’s fair to say that there is evidence out there to support both sides of the argument. Whether you’re pro AI or against it, there’s no denying it is and will continue to transform the way we work.

Improved decision making (thanks to complex data being better analysed), risk reduction and increased efficiency are a few of the reasons why workers are feeling positive towards AI. Others applaud AI for its ability to reduce workplace stress and burnout. Employees are able to spend time on more fulfilling and meaningful tasks, which typically leads to higher job satisfaction, and improved overall wellbeing at work.

Hire an apprentice to help your company adapt to AI

Digital apprenticeships are increasing in demand due to AI. Whilst they may automate some of the more monotonous tasks, it’s hard to automate originality and creativity… disciplines such as marketing often involve connecting with your customers on an emotional level, something which humans only have.

Apprentices are often young professionals in the early stages of their careers. With many being digital natives, most are already well-versed with AI tools. By hiring a digital apprentice, you can stay ahead of your competition and ensure your organisation takes a proactive approach to the AI revolution. 

Here at Access Industry, we live and breathe all things digital and creative apprenticeship related! We offer apprenticeships such as Level 3 Multichannel Marketer, Level 3 Content Creator, Level 3 Software Development Technician, Level 4 Software Developer, and more. 

Contact us to discuss digital apprenticeships. 

Are you considering a career in an industry you’re passionate about, but not sure where to begin? Maybe you’re eager to escape the traditional classroom setting and get hands-on experience in a field you love. Or perhaps financial independence and earning potential are high on your priority list.

If any of these scenarios resonate with you, then an apprenticeship might be the perfect path to kickstart your professional journey. Apprenticeships offer a unique blend of on-the-job training, classroom learning, and industry-recognised qualifications, all while earning a salary. It’s a fantastic option for those who want to avoid student debt, gain practical skills, and build a strong foundation for a successful career. If you’re still unsure read our blog on University vs Apprenticeships to give you a better understanding of your options. 

But before you dive headfirst into the exciting world of apprenticeships, it’s important to understand the entry requirements. This comprehensive guide will equip you with all the need-to-know information, from the qualifications typically sought after to the different apprenticeship levels available. 

Apprenticeship Entry Requirements

While the specific requirements for each apprenticeship programme can vary, there are general guidelines based on the apprenticeship level. Here’s a detailed breakdown to help you understand what to expect:

What qualifications do you need for an apprenticeship?

There’s no one-size-fits-all answer. The level of qualifications you’ll need depends on the apprenticeship level (ranging from 2 to 7). Here’s a quick breakdown:

• Level 2 (Intermediate): The minimum age is 16, and employers may look for an interest in the field.
• Level 3 (Advanced): Typically requires GCSEs, including English and maths. Relevant experience is a plus.
• Level 4 (Higher): GCSEs and Level 3 qualifications (like A-levels or BTECs) are expected. Experience in a relevant field is desirable.
• Levels 5, 6 & 7 (Higher): These require progressively higher qualifications and relevant experience. Think GCSEs, A-levels, degrees, and even a master’s degree for the highest level.

These are general guidelines. Don’t be discouraged if you don’t have the exact qualifications listed. Many employers consider other factors like motivation, transferable skills, and a willingness to learn.

Entry Level Apprenticeships & Apprenticeships with No GCSEs

Apprenticeship entry requirements can vary depending on the specific programme, but there’s good news for those without GCSEs. Level 2 apprenticeships, designed as entry points, typically don’t have a formal minimum qualification requirement. 

You can showcase your interest in the field through hobbies, relevant coursework, or extracurricular activities that demonstrate transferable skills. Some employers may even offer additional training to help you achieve the necessary GCSEs while you progress through the programme. 

If you’re still looking for ways in, explore pre-apprenticeship programmes, traineeships, or volunteer opportunities in your chosen field. These can equip you with foundational skills and experience, making your apprenticeship application even stronger. Remember, a lack of formal qualifications is not always a barrier. By focusing on your motivation and potential, you can still find the perfect apprenticeship to launch your career.

Equivalency of Apprenticeship Levels

Curious about what a specific apprenticeship level is equivalent to? Here’s a quick reference:

What is a level 2 apprenticeship equivalent to? 

A Level 2 apprenticeship is considered equivalent to achieving 5 GCSE passes at grades A-C (or 9-4 in the newer grading system). This means that the knowledge and skills you gain through a Level 2 apprenticeship programme are comparable to what you would learn by taking and passing 5 GCSEs in various subjects.

What is a level 3 apprenticeship equivalent to? 

Level 3 apprenticeships are widely considered equivalent to achieving 2 A-level passes. This means the knowledge and skills you acquire through a Level 3 programme are comparable to what you’d gain by studying and passing two A-levels in chosen subjects.

What is a level 4 apprenticeship equivalent to? 

A Level 4 apprenticeship is broadly considered equivalent to a foundation degree. This means that the knowledge and skills you gain through a Level 4 apprenticeship programme are comparable to what you would learn by taking a foundation degree course. But, there are some key differences to understand:

• Learning Style: Foundation degrees are typically offered at universities or colleges and involve a blend of classroom learning, coursework, and independent study. Level 4 apprenticeships, on the other hand, combine classroom learning with a significant portion of on-the-job training and practical experience. 
• Time Commitment: Foundation degrees are usually full-time programmes lasting for two years. Level 4 apprenticeships can vary in length, ranging from 18 months to 4 years, depending on the specific programme and industry.
• Assessment: Foundation degrees rely on a combination of coursework assessments, exams, and potentially presentations or projects. Level 4 apprenticeships utilise a broader range of assessment methods. These can include practical projects, workplace performance evaluations, presentations, written exams, and sometimes portfolios showcasing your work experience.

Cost and Funding: Foundation degrees typically involve tuition fees. Level 4 apprenticeships, on the other hand, are generally funded by the employer with no upfront costs for the apprentice. You’ll also be earning a salary while you learn.

Considering a Creative Industry Apprenticeship?

If you’re passionate about a creative field like music, events, digital media, or marketing, then an apprenticeship in the creative industries could be perfect for you! Access Industry, a leading provider of apprenticeships in these sectors, offers a variety of programmes that combine on-the-job training with classroom learning. If you know which apprenticeship you want to kickstart your career on, apply online today!

Apprenticeships are a vital pathway into the workforce, offering a blend of both practical experience and theoretical learning. As an apprenticeship training provider committed to nurturing talent and driving innovation, Access Industry is aware of the importance of fair compensation for apprentices. In this guide, we’re addressing common questions and shedding light on crucial considerations regarding apprenticeship wages. 

How much is an apprentice wage?

One of the primary queries surrounding apprenticeships is wages. In 2024/25, the recommended apprentice wage varies depending on several factors, including age and experience. The government sets a minimum wage for apprentices, ensuring that all apprentices receive fair compensation. 

Minimum wage for apprentices

The minimum wage for apprentices serves as a baseline, safeguarding against exploitation and ensuring that apprentices receive a reasonable income as they embark on their professional journey. 

Here’s more information about the minimum wage for apprentices in 2024/25:

• Aged 16 to 18

The current National Minimum Wage rate for an apprentice is £6.40 per hour.

• Aged 19 or over and in your first year

The current National Minimum Wage rate for an apprentice is £6.40 per hour.

• Aged 19 or over and have completed the first year

An apprentice is entitled to the National Minimum Wage or National Living Wage rate for their age.

Do apprentices get paid for college days?

A common misconception is that apprentices do not get paid for college days. This is incorrect, and if an apprentice is contracted to work 5 days per week, and 1 of which is a college day, the apprentice must still be paid as if they were working all 5 days. 

Think of it as an ‘earn while you learn’ approach. As an employer, you are investing in upskilling the apprentice, therefore they still receive their pay as normal on college or training days. It is important to remember that the college days are an essential component of the apprenticeship experience.

Universal credit and apprenticeships

Navigating financial matters can be daunting, especially for apprentices who may be balancing work, study, and living expenses. Universal credit can provide financial support to apprentices, offering assistance with housing costs, childcare, and other essentials. Understanding your eligibility and how universal credit works when it comes to apprenticeships can provide peace of mind during training.

Do apprentices get holiday pay?

Who doesn’t love a holiday? Taking a well-deserved break is essential for maintaining productivity and well-being for us all. Apprentices are no exception, and as per current UK government legislation, apprentices are entitled to a minimum of 20 paid holiday days per year, plus bank holidays. 

Your organisation may want to provide more, depending on your policies and practices. For example, some companies offer wellbeing days, birthdays, and other paid days off, in addition to the minimum number of holiday days. It’s worth considering this to attract high-quality apprenticeship candidates, boost employee morale, and remain competitive as an employer. Your employees will thank you for it, and feel more valued. 

If your apprentice will be starting past your holiday year, their annual leave entitlement will likely be pro-rata. It can be worked out with this holiday entitlement calculator. 

As an apprentice, you should familiarise yourself with your rights regarding holiday entitlement and ensure that you receive the compensation you deserve.

Do apprentices get sick pay?

Illness can strike at any time, and apprentices are not exempt from occasional bouts of sickness. Understanding whether apprentices are entitled to sick pay is crucial for financial planning. While entitlement to sick pay may vary depending on factors such as terms of the employment contract, many employers offer sick pay as part of their commitment to supporting their staff. Apprentices, just like any other employee, are also entitled to SSP (statutory sick pay). 

Do all apprentices get the same pay?

Apprentices do not all get the same pay. Firstly, this can often depend on the apprenticeship standard they are working towards. For many employers, the higher the level, the higher the pay will often be. For instance, a Level 5 apprenticeship is likely to pay more than a Level 3.  Other factors such as age, experience, and industry can determine how much an apprentice is paid. There is a minimum wage requirement that employers must pay. This is set by the UK government for apprentices, however to attract the best talent, and support living costs, it’s advisable to pay your apprentice’s fairly.

Can apprentices get a pay rise?

As apprentices gain experience and demonstrate their capabilities, many employers consider increasing their pay, which is permissible. 

The decision to raise an apprentice’s pay will likely depend on your organisation’s policies, performance evaluations, and industry standards. It is the employer’s responsibility to review pay and increase if desired. Open communication with apprentices about career progression and pay is advisable.

Sometimes the need to increase an apprentice’s pay is out of the hands of an employer. This can be due to the UK government increasing the minimum wage each year (typically in April). 

Do apprentices pay tax?

Apprentices, just like other employees, may be liable to pay tax and national insurance contributions. However, apprentices may be eligible for certain tax exemptions or allowances, particularly if their income falls below a certain threshold. For 2024/25, the threshold is £12,570. If an apprentice earns more than this salary per year, an apprentice will pay tax. The amount of tax paid depends on exact pay and can vary.

Still have questions about apprentice wages?

Do you have other questions regarding apprentice wages? Or even other questions about apprenticeships in general? Book a call with one of our friendly experts at Access Industry who will gladly guide you through the process. 

Have you decided that university isn’t the route for you to start your career? That you’d rather jump straight into a job where you can start earning a wage? An apprenticeship is how you get started! These programs combine on-the-job training with formal education, allowing you to develop valuable skills and qualifications while getting paid. 

This guide will equip you with all the information you need to explore securing an apprenticeship in the UK and launch your dream career in a way that aligns perfectly with your goals.

How to Apply for Apprenticeship

Launching your career through an apprenticeship is an exciting prospect! These programs offer a unique combination of on-the-job training and formal qualifications, equipping you with valuable skills and a head start in your chosen field. However, securing an apprenticeship requires preparation. To help you navigate the application process successfully, we’ve compiled essential steps to follow. By following these steps and showcasing your strengths, you’ll be well on your way to landing that perfect apprenticeship. 

Securing an apprenticeship starts with a strong foundation – your CV! Just like with any job application, a well-prepared CV is essential, regardless of the apprenticeship level or qualification you’re aiming for. This document acts as your first impression, showcasing your skills, experience, and suitability for the role. Let’s explore how to build one that will make a lasting impression on potential employers. The competition for apprenticeships can be fierce, so a well-structured CV showcasing your relevant skills and enthusiasm is crucial. Here are some key elements to consider:

• Start with a clear and concise title: Simply use your full name, no need for “CV” or “Curriculum Vitae.”
• Provide accurate contact information: Make sure your email address and phone number are available and clearly positioned at the top of the page for the recruitment team to reach you for an interview.
• Craft a compelling personal statement: Keep it brief and highlight your interest in the specific apprenticeship. Mention what draws you to the field and your career goals and tailor it to each apprenticeship you apply for to demonstrate genuine interest.
• Highlight your educational background: List your qualifications, including A-levels, GCSEs, or any relevant coursework, starting with the most recent. If you’ve completed projects related to the apprenticeship, mention them here as well.
• Include work experience, even if unpaid: If you’ve had any work experience, list your duties and achievements. Even unpaid work or volunteering experiences can showcase your skills and commitment. Focus on transferable skills relevant to the apprenticeship you’re applying for.
• Tailor your hobbies and interests: Highlight extracurricular activities that demonstrate relevant skills like teamwork, adaptability, leadership, and problem-solving.

Apprenticeship Courses

Apprenticeships come in different levels, offering a pathway to qualifications that can kickstart your career! Here’s a quick breakdown to consider:

• Level 2 & 3 (Intermediate & Advanced): These are entry-level or stepping-stone apprenticeships, a great place to gain practical skills and experience in your chosen field. They’re equivalent to GCSEs or A-Levels.
• Level 4 & 5 (Higher): These apprenticeships combine work experience with focused studies, often leading to qualifications like a Higher National Certificate (HNC) relevant to your chosen field.

Level 6 & 7 (Degree): The highest level apprenticeships, equivalent to Bachelor’s or Master’s degrees. You’ll gain valuable industry experience while earning a degree, often fully funded!

Apprenticeship Opportunities

With your CV ready to go, it’s time to dive into all the different apprenticeship programmes. These programmes offer on-the-job training and can lead to qualifications at various levels. Options range from creative to scientific fields, so finding the perfect fit is key. Here’s how to map out finding your apprenticeship course:

• Are you drawn to becoming a content creator (Level 3 apprenticeships offer a starting point!), crafting engaging videos for online platforms? 
• Perhaps you have a background in technology and aspire to be a software developer (Level 3 or 4 programs are a great option!). 
• For those who thrive on live experiences, event assistant apprenticeships (typically Level 2 or 3) can open doors to exciting opportunities in festivals, concerts, and more! 
• Do you enjoy the technical side of things? Live venue technician apprenticeships (often Level 3 or 4) can equip you with the skills to operate sound systems, lighting, and other technical aspects of live events. 

Do your research and list all the different options, this will help you discover apprenticeships that align with your interests.

Where is the Best Place to Look for Apprenticeships?

Once you have a clearer picture of your interests, skills, and goals, you can look into specific apprenticeship routes, leading to finding the right training provider. They may specialise in so many different areas. For example, they could specialise in areas such as digital and technology, creative fields, or even both! Access Industry is a leading provider of creative and digital apprenticeships in the UK. Wepartner with hundreds of industry employers nationwide, including well-known names like PRG, White Light, and Disney. This strong network allows us to connect talented individuals with apprenticeship opportunities in a variety of creative fields. Access Industry provides apprenticeships in a variety of creative fields, including music, events, digital media, and marketing, allowing the applicant to find a program that aligns with their interests and have a creative career lined up. By partnering with leading companies, Access Industry ensures the programs are current, relevant, and valued by employers in the creative industries. Choosing a training provider that matches your interests and goals will help you unlock your potential and launch a rewarding career in your chosen industry.

Now that you’ve identified your ideal training provider, it’s time to find an apprenticeship vacancy. These will usually be on your chosen training provider’s vacancy page or you could go on gov.co.uk which is also a fantastic resource for searching vacancies across various fields in the UK. You can filter your search by keywords like “content creator” or “healthcare practitioner”, location, and apprenticeship level. With a clear vision of your career goals and the resources available, you’re well on your way to securing your apprenticeship. 

Apprenticeships offer a fantastic alternative for those who crave hands-on experience and the chance to earn while they learn. This comprehensive guide equips you with all the information you need to navigate the exciting world of apprenticeships in the UK and launch your career. Apprenticeships combine on-the-job training with formal education. You’ll gain valuable skills and qualifications while receiving a wage, giving you a head start in your chosen field. Whether you’re passionate about music, events, digital media, or marketing, there’s an apprenticeship out there waiting for you.

Ready to apply?

Become an apprentice with Access Industry and head over to the vacancy page where you’ll find a wide range of apprenticeships in creative industries from music & events, to digital & marketing across various locations in the UK.

Finding the right talent to grow your business is crucial. Both apprenticeships and internships offer ways to bring new energy and perspectives into your organisation. But which one is the better fit for your needs? Let’s break down the key differences between apprentices and interns to help you decide.

Difference Between Apprentice and Intern

The key difference between apprentices and interns boils down to the programme’s structure and goals. Apprenticeships are designed to cultivate a specific skill set for a trade or profession. These long-term commitments, typically lasting one to five years (averaging two), combine on-the-job training with classroom learning, often through a registered programme. Apprentices are paid positions, with wages increasing as their skills develop. Successful completion can lead to industry-recognised certifications and potentially full-time employment with the company.

In contrast, internships are shorter experiences, ranging from a few weeks to a year. They focus on providing students and recent graduates with practical work experience to complement their education or explore career options. Internships are primarily hands-on, with interns shadowing professionals, assisting with projects, and learning the ropes of the industry. Compensation can be paid or unpaid, depending on the programme and company. The main takeaway for interns is valuable work experience, professional networking, and the potential to secure future employment opportunities.

Thinking about it this way might help: apprenticeships are like attending a specialised trade school, offering paid on-the-job training and a clear path to a skilled profession. Internships, on the other hand, are more like temporary work experience programmes, providing practical experience and exposure to a particular field. Ultimately, the best choice for your business depends on your specific needs.

What is an Internship?

An internship is a fantastic opportunity for students and recent graduates to bridge the gap between academics and the professional world. It provides them with hands-on experience in a real-world setting, allowing them to learn the practical skills and daily operations that textbooks can’t fully capture. Interns typically shadow experienced professionals, gaining valuable insights into specific job roles. They may also be entrusted with assisting on ongoing projects, contributing their fresh perspectives and helping to lighten the workload of the team. This not only benefits the intern by providing practical application of their knowledge, but it can also offer a valuable source of support for the business. Furthermore, internships can be a win-win situation for both businesses and interns in terms of recruitment.

Companies can assess potential future hires by observing their work ethic, skills, and fit within the company culture. Interns, on the other hand, can explore different career paths, build their network of professional contacts, and potentially land a coveted full-time position after graduation.

How Long Can an Apprenticeship Last?

Unlike internships, apprenticeships are a longer-term commitment for both the apprentice and the company. The exact duration can vary significantly depending on the specific trade or skill being learned. Generally, apprenticeships range from one to around two years. This extended timeframe is crucial. It allows apprentices to gain in-depth knowledge and develop a mastery of a particular skill set through a combination of on-the-job training and classroom learning. This ensures they are well-prepared for a successful career in their chosen field upon graduation.

Benefits of Hiring an Apprentice

Taking on an apprentice offers a multitude of advantages for your business:

• Cultivate a Skilled Workforce: Apprenticeships provide a fantastic pipeline for building a team of highly skilled professionals within your company. By investing in their development, you’re nurturing talent who are already familiar with your company culture and work ethic.
  
• Reduced Recruitment Costs: Training an apprentice can be a more cost-effective way to fill a position compared to traditional recruitment methods. The apprentice’s wages typically start lower and increase as their skills develop, and you avoid the upfront costs of searching for and onboarding a new hire.
  
• Boost Productivity: Don’t underestimate the value an apprentice can bring from day one. While they’re learning, apprentices can also contribute to ongoing projects. Their fresh perspective and eagerness to learn can often lead to innovative ideas and increased efficiency.
  
• Embrace Diversity and Inclusion: Apprenticeships can open doors to a wider pool of talented individuals. By offering apprenticeships, you’re sending a message that you’re invested in fostering a diverse and inclusive work environment, attracting a broader range of qualified candidates.
  
• Simple Process: In many regions, there are established channels to find and employ apprentices. Look for partnerships with training providers specialised in your industry or registered apprenticeship programs to connect with qualified candidates.

Benefits of Hiring an Intern

While apprentices offer long-term commitment and skill development, interns bring a unique set of advantages to your business:

• Fresh Perspectives: Interns come with a wealth of new ideas and approaches. Their lack of experience in your specific industry can be a surprising asset, as they can challenge existing processes and spark innovation.
  
• Cost-effective Support: Interns can provide valuable support to your team by assisting with administrative tasks, research projects, or data analysis. This frees up your team’s time to focus on core business functions and strategic initiatives.
  
• Future Talent Pipeline: Internships are a fantastic way to identify and nurture potential future hires. By observing their work ethic, skills, and cultural fit, you can assess whether they’d be a strong addition to your team after graduation. Interns who impress can be offered full-time positions, saving you time and resources on the recruitment process.

Both apprenticeships and internships offer valuable opportunities to grow your business. Deciding which option is best for you depends on your specific needs.

Hiring an apprentice

Looking to build a highly skilled workforce with deep industry knowledge in the creative fields like music, events, digital media, or marketing? Apprenticeships might be the ideal solution. They provide a long-term commitment with a clear path to developing qualified professionals. This is where Access Industry could be a great route for your business. As a training provider specialising in apprenticeships within the creative industries, they can connect you with talented individuals and guide you through the process.

No matter which path you choose, both apprentices and interns can be valuable assets to your company. By carefully considering your needs and goals, you can leverage these programs to find the perfect talent to help your business thrive.

Investing in apprenticeship talent is becoming an increasingly popular decision for businesses across many industries. So, it’s no surprise that the UK Government is increasing investment in the apprenticeships system in England to £2.7 billion by 2024-25. However, many organisations are curious to explore how apprenticeships will add value in the long run. To make life easier, we’re sharing all you need to know when it comes to upskilling an apprentice. 

How to upskill an employee

Many businesses are not aware that existing employees can be enrolled in apprenticeship training programmes. This approach offers a distinct advantage: it allows companies to invest further in their current workforce without incurring the costs associated with hiring new staff. By leveraging the skills and knowledge of employees already integrated into the organisation, your business can enhance capabilities and productivity efficiently.

One reason to upskill employees may be that their role has pivoted. For example, you may have a sales team member who is taking on more of a responsibility with organising and delivering events. In this instance, it would be appropriate to put them through a programme such as the Level 3 Events Assistant apprenticeship. 

Most employees are keen for professional development opportunities. By putting them through an apprenticeship, you aren’t just investing in skills development, you’re also boosting employee morale by committing to their career growth. 

How to upskill the entire workforce 

Apprenticeships are a great way to upskill your workforce, but there are also other initiatives your organisation can explore to continuously support learning and development. Many of which go hand-in-hand and aid an apprentice’s development. 

Other ways you can upskill your workforce include: 

• Employee mentorship programme: Mentors in the workplace aren’t just for new starters. In fact, regardless of seniority, a mentor can be an excellent sounding board and facilitator. They are an invaluable resource to an employee’s development. Whilst managers are important for meeting KPIs and other important business goals, a mentor can be an extra support mechanism for both professional and personal growth. 
• Make L&D resources readily available: It’s no secret that organisations that are more supportive towards employee L&D are more likely to benefit from improved staff retention, and boosted productivity. According to LinkedIn’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their learning and development. Your company should consider having a library of learning resources readily available so that employees can easily engage with courses that have been identified as suitable and relevant to their roles. 
• Run internal workshops: Earlier we mentioned that roles can sometimes pivot. Therefore, it’s imperative to be proactive instead of reactive when it comes to transitioning an employee into a newly evolved job role. Running workshops can help employees get together in an environment dedicated to learning, where knowledge can be shared. This not only helps boost employee morale, but also improves flexibility, creating a more versatile workforce. The result? Happier employees who are more engaged in their role and carry out their duties more effectively. 

What are the benefits of hiring an apprentice at your organisation? 

A major benefit of hiring an apprentice is that you are ‘future-proofing’. Whilst your apprentices may be entry-level now, they could be your future leadership team. As such, you are benefitting from a cost-effective way to recruit and train new talent. Plus, upon onboarding an apprentice, you may be eligible to benefit from grants or government support to offset some of the training costs. 

Another benefit is that apprentices can offer a fresh perspective. Typically, they are new to the industry and the workforce, and as a result may be able to put forward new ideas and ways of thinking. Don’t underestimate the positive impact an apprentice may have. Long gone are the days where apprentices don’t have much responsibility. It’s a good idea to get them involved in as much as possible. This will also make your apprentice feel valued and they’ll be more likely to contribute in an environment where they are being included. 

As well as being a cost-effective way to hire great talent, and an even better way to innovate, by investing in apprenticeships you have autonomy to tailor the training. Many apprentices enter the workplace with little to no training. Consequently, you are at a better advantage as an employer to integrate them into your culture and align them with your business operations. 

Here’s what to consider when training an apprentice: 

There’s a few things you’ll need to consider as an employer looking to hire and train an apprentice. 

Firstly, you should evaluate whether the apprentice will have access to resources to develop throughout the duration of their apprenticeship. There is an expectation that the employer, as well as the training provider, will be there to provide ongoing training and support. Also ask yourself, ‘will the apprentice get regular feedback and performance evaluations?’. If the answer is yes, you are a suitable candidate to welcome an apprentice into your organisation. 

You should also consider the financial implications of hiring an apprentice. While apprenticeships offer cost-effective hiring, investing in long-term retention of trained talent provides the best return and supports company growth. An apprentice should not be viewed as a cost-saving measure to replace an existing employee or as a source of inexpensive labour.

How to hire an apprentice

Before engaging with a training provider, make sure to identify your needs. You should spend time determining the specific skills and roles you need an apprentice for. Once agreed upon, it’s time to develop a job description which clearly outlines the responsibilities the apprentice will have, as well as any KPIs they will be set as part of their role. When writing a job description, it’s important to also look at it through the potential apprentice’s lens. For instance, will the vacancy appeal to candidates? Are the benefits and growth opportunities well highlighted? 

Now, it’s time to seek out an apprenticeship training provider. At Access Industry, we’ve got you covered for all things creative and digital related. Whether you’re an organisation small or large, we are experienced with providing high-quality training to your apprentices to businesses of all sizes. We can also support you with sourcing candidates if needed. 

Once you’ve found the ideal candidate and they accept a job offer, you are well on your way to onboarding your apprentice. As a training provider, we can deliver the apprentice’s training. Our industry experts are dedicated to nurturing your apprentices and enabling them to implement their learnings in your company. 

It really is that simple to hire an apprentice! Here are 9 other common questions answered about apprenticeships. 

How to get help for hiring apprentices

Hiring an apprentice with Access Industry is streamlined and tailored to your organisation’s unique needs. Our dedicated team can assist you in identifying suitable candidates and meeting specific training requirements, handling the intricate details to ensure a smooth process for you.

Schedule a consultation for expert guidance on hiring apprentices.

Summer break is a time for relaxation, fun, and making memories with friends. But, if you’re a young person aged 16-18 and looking to take the next big step towards college or an apprenticeship, it’s also an opportunity to gain valuable experience, earn some money, and get a head start on your future career!

How long is summer break? 

Summer break in the UK lasts for around 6 weeks. It’s important to note that this varies depending on where you are located. 

It goes without saying that 6 weeks is a hefty amount of time off! At ACC, we understand the importance of making the most out of your summer break, and we’re here to help you do just that! Here are some different ways you can make your summer break count:

1) Attend workshops or engage in free courses

Feeling bored? There’s no need to when there are hundreds of free courses out there! For some online courses, all you need is a mobile device, such as a phone or tablet. Even if you’re away, consider sparing some free time to invest in yourself and building your skillset. Many courses are self-paced, meaning you can pick them up anytime, anywhere. Grab your headphones and away you go. After all, it may well pay off! We’ll cover more about paid opportunities a little later in this blog.

Udemy is one example of a fantastic online academy that offers countless courses, from graphic design to music production, you’re bound to find something to your liking. Free Courses in England also exists to provide you with a variety of courses, ranging from digital marketing to coding and more. Summer is the perfect time to enhance your skills and learn something new. Look for workshops, short courses, or online classes that are related to your chosen field of study or interest.

Pursuing workshops not only shows your commitment and passion, but also provides you with the opportunity to network with industry professionals and like-minded individuals. Plus, learning new skills can make you stand out from the crowd when applying for college or apprenticeships. Remember to add any accreditations achieved to your CV! For example, the Free Coding Bootcamp offers bootcamps across the UK, throughout the year. 

2) Get summer work experience 

One of the best ways to gain experience and earn money over the summer is by taking on freelance projects or internships related to your field of interest. Whether you’re interested in music production, graphic design, or event management, there are plenty of opportunities out there for both young creatives and industry enthusiasts alike.

Start by reaching out to local businesses, artists, or event organisers and offer your services. Websites like Upwork, Freelancer, or even social media platforms can be great places to find freelance gigs. Not only will you earn money, but you’ll also gain valuable experience and build your portfolio, which will be beneficial when applying to college or apprenticeships.

3) Gain relevant volunteering experience

Volunteering is a brilliant way to give back to the community, gain valuable experience, and make connections in your industry. Look for volunteer opportunities at local music festivals, art galleries, or community events that align with your interests.

If you’re interested in music production, volunteering at a local music festival or community radio station can provide you with hands-on experience and insight into the industry. Similarly, if you’re interested in graphic design or marketing, offering to help with promotional materials for a local charity event can be a great way to build your portfolio and skills.

4) Expand your network

Networking is crucial in any industry, and the summer break is a great time to start building your professional network. Consider creating a LinkedIn profile and connecting with professionals in industries you’re interested in. Don’t be afraid of attending some industry events, joining online forums or social media groups. Engaging with peers who share your interests can put you one step ahead when it comes to your next steps, whether it’s education or entry-level employment opportunities, like apprenticeships.

Networking can open doors to new opportunities, mentorship, and even job offers. Plus, building relationships with industry professionals can be incredibly beneficial when it comes to applying for college or apprenticeships, as they can provide you with valuable insights and recommendations.

5) Research and plan for your future

Another great way to make the most of your 6-week break is to research colleges, apprenticeships, or other career pathways that interest you. Visit college websites, attend open days, and reach out to admissions teams or industry professionals to learn more about your options. 

If you’re considering multiple options and can’t choose, it’s a good idea to weigh up the pros and cons of each. 

Consider applying for college in the summer 

If you’re looking into attending college, you may want to consider applying in the summer. Here are several reasons why: 

• More time to prepare: by applying to college with plenty of time to spare, it gives you the time to prepare for any interviews. In addition to this, you can start thinking about creating a checklist of anything you’ll need. For example, at ACC, we take the stress out of gathering equipment needed for your chosen course by selling ready-to-go course starter packs. 
• Financial planning: applying early also helps you understand your financial needs earlier on. This gives you more time to consider transportation, scholarships, or grants. 
• Less competition: many students apply close to the deadline, so putting your application forward in the summer may mean you face less competition. 

What are some summer job opportunities?

If you’re looking for some other ideas on how to earn cash this summer, you’ll be pleased to hear we have plenty more ideas to share. 

• Retail: working in retail can be a fantastic opportunity to develop your customer service and teamwork skills, these are often sought after by employers. 
• Hospitality: money is a major influencing factor in getting a job, of course. But, free food can sometimes be a major perk too… Some customers even tip generously if you provide an excellent service. 
• Tourism and leisure: if you’re lucky enough to live close to a theme park, cinema or zoo for example, it’s worth stopping by and dropping off your CV in person. Not only does this mean (potentially) free or discounted access, but you also have the opportunity to make a few extra quid! 
• Tutoring or teaching: if you have a skill, don’t be afraid to share it! Sharing is caring after all. Rates for tutoring can vary, and if you aren’t with an agency, you can set your own rate. 

Here’s what you need to know about planning for college

Planning for college will help you feel calm and well-informed when it comes to starting. It’s also completely normal to feel a bit nervous when it comes to switching from high school to college. The good news is that it’s a pretty smooth transition, and by preparing in advance, you are likely to settle in even quicker. 

First and foremost, it’s important to start early and research colleges that are best suited for your academic interests, career goals, and personal preferences. It’s also a great idea to attend specific events run by colleges, such as open days to get a feel for it. 

Don’t underestimate the importance of visiting your college of interest, talking to current students, and seeking guidance from staff to ensure you are well educated on the application process. Planning for college will require some effort on your part, but it will pay off by ensuring a successful transition!

At ACC, we offer a range of courses in music, games, media, and events, as well as apprenticeships through Access Industry. Take the time to discover how we can help you turn your passion into a rewarding career!

Launching your career through an apprenticeship is an exciting way to gain valuable skills and experience while getting paid. But navigating the vast landscape of training providers can feel overwhelming. It’s like building a house – you wouldn’t jump in without a solid foundation.  That’s where a training provider comes in. 

They are your crucial partner to help you lay the groundwork for your future.  We have put together this guide to help you understand the process of finding the perfect provider – one that aligns with your career aspirations, shares your values, and nurtures your growth.

Apprenticeship Training Providers

Now that you’ve taken the first steps into kickstarting your career with apprenticeships, let’s delve into the world of apprenticeship training providers.  These are the organisations that certify to meet government standards set by the Institute for Apprenticeships and Technical Education, ensuring high-quality training that equips apprentices with the skills and knowledge to thrive in their chosen field, they typically tend to be industry focused as well as your non-traditional ’school’ while you attend your 9-5s.

There are different types of providers, each playing a crucial role in the apprenticeship ecosystem.  Main providers deliver the full apprenticeship program, offering a comprehensive learning experience.  Employer providers train their own workforce, allowing them to tailor the program to their specific needs.  Supporting providers partner with main providers to offer specialised training or resources. All providers are held accountable for the appropriate use of government funding to deliver apprenticeships that comply with funding rules.  This ensures you receive valuable training that equips you for a successful career, while safeguarding the integrity of the apprenticeship system.

Choosing the right training provider is vital, as they become your partner in this exciting journey.  

Finding an Apprenticeship Training Provider

Let’s break down the key factors that will help you research and compare different training providers. 

These variables will help you streamline your search and identify the perfect provider who aligns with your specific needs and career aspirations. With the right tools and knowledge at your disposal, you’ll be well on your way to kickstarting your journey with an apprenticeship and taking that first exciting step towards launching your career.

• Industry Expertise:  Look for a provider with a strong track record in your desired field. Their experience translates into valuable real-world learning opportunities. They should have established relationships with employers in your industry, which can give you the needed support when seeking your dream job after the apprenticeship.
  For instance, if you’re passionate about a career in the creative industries, a provider like Access Industry could be a perfect fit if you’re interested in areas such as music, events, software, and digital marketing. Their established network within the creative sector can connect you with potential employers and open doors to exciting career opportunities.
• Programme Quality & Delivery Method:  Ensure the provider offers a programme that aligns with the apprenticeship standards set by your industry’s governing body.  This guarantees you’re gaining the most relevant and up-to-date skills for your chosen career path. Understanding your provider’s delivery method and looking beyond the curriculum to see how it aligns with you is crucial.  Do they offer a blend of classroom learning, on-the-job training, suitable tools & facilities, and online resources?  Consider your learning style and find a provider that caters to your preferences.
• Reputation & Support Services:  Research the provider’s reputation online and read testimonials from past apprentices. Their experiences can offer valuable insights into the quality of training, support offered, and overall program satisfaction. Look for a provider that boasts a strong reputation for excellence and prioritises its apprentices’ success, particularly when it comes to access to industry.  In creative fields, for example, this might involve partnerships with established companies or opportunities for projects that would help develop the skills you need to fly in that career.

Now for the questions to ask yourself. Do they offer dedicated support services like academic tutoring, career counselling, and job placement assistance? A support system is crucial for navigating the challenges and maximising the opportunities an apprenticeship presents, especially when it comes to connecting you with potential employers in your chosen field.

Consider the location of the training provider’s facilities and the flexibility of their program offerings.  If travel is a barrier, inquire about remote learning options or providers with locations closer to you.  Does the program offer flexible scheduling to accommodate your work or personal commitments?  Finding a provider that aligns with your logistical needs will ensure a smoother and more successful apprenticeship experience.

By prioritising these factors, you’ll be well on your way to finding the perfect training provider who can empower you to excel in your apprenticeship and build a rewarding career. Remember, this is an investment in your future, so take the time to research thoroughly and ask questions. Don’t hesitate to contact multiple providers to compare programs and find the one that resonates most with your aspirations.

Apprenticeship Agreement between Training Provider and Employer

Once you’ve chosen the perfect training provider, it’s time to consolidate your apprenticeship journey with a formal agreement. This agreement is a three-way partnership between you (the apprentice), your chosen training provider, and your employer.  While the specific details may vary, the core purpose remains the same: to clearly outline the rights and responsibilities of each party involved in your apprenticeship. In most cases, the agreement you’ll sign focuses on the relationship between you, your employer, and the training provider, however it’s important to understand the broader context. 

There’s a separate agreement between your employer and the Education and Skills Funding Agency (ESFA), the government body that handles funding for apprenticeships in England. This agreement ensures the proper allocation of government funds to support your apprenticeship.

It’s crucial to carefully review and understand the terms of the apprenticeship agreement before signing.  Don’t hesitate to ask your employer or the training provider for clarification on any points that may seem unclear.  Remember, this agreement is your roadmap to a successful apprenticeship, so ensure it clearly defines your learning journey and sets you up for success.

Here’s a breakdown of some key elements typically included in an apprenticeship agreement between a training provider and an employer:

• Apprenticeship Details: This section specifies the chosen apprenticeship standard, its duration, and the expected end date.
• Learning & Training: This section outlines the training program details provided by the training provider, including the learning methods (classroom, online, on-the-job), assessment procedures, and any additional qualifications you might earn.
• Employer Responsibilities: This section details what your employer is expected to provide, such as on-the-job training opportunities, mentoring, and ensuring you can dedicate time for off-the-job training delivered by the provider.
• Apprentice Responsibilities: This section outlines your commitment to the program, including attending scheduled training sessions, completing required assessments, and maintaining professional conduct in the workplace.
• Funding and Payment: This section clarifies how the apprenticeship will be funded, typically through the employer’s Apprenticeship Levy or government co-investment, and how the training provider will be reimbursed.

So, now that you’ve decided an apprenticeship is your perfect pathway for launching your career -fantastic! And we have given you the building blocks of the knowledge needed to help navigate the search for a training provider and find the perfect partner for your journey. By prioritising factors like industry expertise, program quality, and support services, you’ll ensure you gain the most relevant skills and have the resources needed to thrive. Always remember to research thoroughly, compare programs, and ask questions. The ideal training provider should align with your aspirations, learning style, and career goals.

If you’re passionate about a career in the creative industries, consider a provider like Access Industry. They hold a strong reputation for excellence and specialise in areas like music, events, digital marketing, and software development.  Their established network within these sectors is particularly impressive, featuring employer partnerships with industry giants like Disney, PRG, and many more.  Imagine putting theory into practice by working on exciting live projects with such esteemed companies – that’s the kind of valuable experience Access Industry can help facilitate, potentially opening doors to exciting career opportunities after your apprenticeship.

With a clear understanding of apprenticeship agreements and the roles of each party involved, you can confidently take your first steps on this rewarding experience. This is your chance to experience a unique blend of on-the-job training, valuable skills development, and the chance to earn while you learn.

Looking for an apprenticeship training provider? Access Industry can help kickstart your career. Check out our apprenticeship vacancies for more!

Wondering what the apprenticeship levy actually is? You’re not alone. In fact, according to a survey conducted by Grant Thornton, 45% of businesses don’t fully understand exactly what they are able to use the levy funds for. 

Introduced in 2017, the apprenticeship levy was created to address the UK’s shortage of skilled labour. Apprenticeships are for people of all ages to earn while they learn, and gain crucial skills to build a rewarding career.

What exactly is an apprenticeship levy?

The apprenticeship levy is a tax introduced by the UK government in 2017 to encourage businesses to invest in apprenticeship training. Aimed at addressing skill shortages, it applies to employers with an annual pay bill exceeding £3 million, who must contribute 0.5% of their payroll to fund apprenticeships. The levy helps organisations upskill new and existing staff, ensuring they receive accredited training, while also offering government support for smaller businesses through co-investment schemes.

How does the apprenticeship levy work?

Apprenticeships are funded through co-investment, with both employers and the government jointly contributing to cover the delivery of the apprenticeship and assessment. Employers who do not pay the apprenticeship levy tax will make a 5% contribution. This does not cover the wages of apprentices.

Levy funds can only be used to pay for apprentices to achieve qualifications that are set out in their approved apprenticeship training programme and are deemed necessary to be effective in the job, such as a degree or a diploma.

Who pays the apprenticeship levy? 

Organisations with an annual payroll exceeding £3 million pay the levy to invest in apprenticeship programs. The levy is set at a rate of 0.5% of the employer’s payroll, providing a dedicated fund for apprenticeship training.

If your organisation is not subject to the apprenticeship levy in the UK, it means that you are a non-levy paying organisation and likely have an annual pay bill of less than £3 million. As a result, you are not required to pay the levy, but you can still access government funding to support apprenticeship training.

How to calculate the apprenticeship levy

Calculating the apprenticeship levy involves determining whether your organisation is liable to pay it and then figuring out the amount you owe. 

Here’s our step-by-step guide to calculate the apprenticeship levy:

• Determine if you’re liable: The first step is to determine if your organisation is liable to pay the apprenticeship levy. In the UK, if your annual pay bill exceeds £3 million, you are required to pay the levy.
• Calculate your annual pay bill: Your annual pay bill includes all payments to employees that are subject to employer Class 1 secondary National Insurance contributions (NICs). This includes wages, bonuses, commissions, and other taxable benefits. Exclude payments such as benefits in kind, expenses, and non-taxable earnings.
• Apply the levy rate: The apprenticeship levy rate is set at 0.5% of your annual pay bill. If your pay bill is £3 million or more, you will pay 0.5% of your total pay bill minus the £15,000 annual apprenticeship levy allowance.
• Report and pay: You need to report and pay the levy to HM Revenue and Customs (HMRC) through the PAYE process. The levy is typically paid monthly.
• Access levy funds: Once you’ve paid the levy, you can access funds to spend on apprenticeship training for your organisation. The government provides a 10% top-up to your levy contributions, meaning for every £1 you pay into your apprenticeship service account, you get £1.10 to spend on apprenticeship training in England.

It’s essential to keep accurate records of your pay bill and levy payments to ensure compliance with HMRC regulations and to effectively manage your apprenticeship training budget.

What should I do if I am not a levy-paying organisation?

• Access government funding
  • Even if you don’t pay the levy, you can still access government funding to support the costs of apprenticeship training. The government covers 95% of the training costs, and you contribute the remaining 5%. This is known as “co-investment.”
  • If you employ fewer than 50 employees, the government will pay 100% of the apprenticeship training costs up to the funding band maximum for apprentices aged: 16 to 18. 19 to 24 with an education, health and care plan provided by their local authority or has been in the care of their local authority.
• Find training providers
  • You’ll need to find a suitable training provider to deliver the apprenticeship training for your organisation. There are many accredited training providers available in the UK who can help design and deliver apprenticeship programs tailored to your needs.
• Consider levy transfers
  • For levy payers, they can transfer up to 25% of their levy pot per year. This can be gifted to support smaller, non-levy paying organisations. 
  • You can apply to receive unspent levy funds and if successful you can use this to fund your 5% contribution to apprenticeship training costs. 
• Take advantage of other funding initiatives
  • The government offers a £1,000 incentive payment for hiring a new apprentice if they are aged 16-18 years old; or if they are under 25 and have an education, health and care plan or have been in the care of their local authority.

How long does the apprenticeship levy last?

The funds in your apprenticeship service account remain available for you to use for a period of 24 months from the date they enter your account. If you don’t use the funds within this timeframe, they will expire and be reclaimed by the government.

It’s essential to plan and utilise your levy funds effectively to ensure that you maximise the benefits of apprenticeship training for your organisation. If you find that you’re unable to spend your levy funds within the 24-month timeframe, you may consider transferring up to 25% of your levy funds to other employers or to apprenticeship training agencies. This can help ensure that the funds are used to support apprenticeship training and development. 

Can the apprenticeship levy be used for existing staff?

It is possible to use the apprenticeship levy to upskill existing staff. However, existing staff must also be allowed time for their off-the-job training. 

According to the National Apprenticeship Service (NAS), employers do not need to change the employee’s job title or contract of employment. It is important to remember that both the employer and apprentice need to sign an Apprenticeship Agreement. The same rule also applies that apprenticeship levy funds must be used within 24 months for existing staff. 

How do I access my apprenticeship levy?

To access your apprenticeship levy funds in the UK, you need to follow these steps:

• Set up your digital apprenticeship service account: If you’re a levy-paying employer, you need to register for the Apprenticeship Service online. During the registration process, you’ll need to provide information about your organisation and create an account.
• Link your PAYE scheme: After registering, you’ll need to link your PAYE scheme(s) to your digital apprenticeship service account. This allows HM Revenue and Customs (HMRC) to collect your levy payments and transfer them to your account.
• Receive levy payments: HMRC will calculate and collect your levy payments through the PAYE process. The funds will then be transferred into your digital apprenticeship service account on a monthly basis.
• Access your funds: Once the funds are in your account, you can use them to pay for apprenticeship training and assessment. You can choose the apprenticeship standards or frameworks that best suit your organisation’s needs and pay for the training using your levy funds.

Do schools and colleges pay the apprenticeship levy?

Schools and colleges can pay the apprenticeship levy. The levy is applicable to employers in both the public and private sectors with an annual pay bill exceeding £3 million. 

Schools and colleges can access government funding to support apprenticeship training for their staff members or for individuals they employ in non-teaching roles. They can leverage government funding just like other organisations, through the apprenticeship service to cover the costs of training, as mentioned earlier. 

I want to employ an apprentice and take advantage of the levy. What should I do next? 

That’s great news. You can reach out to our friendly apprenticeship team here at Access Industry, where our experts are on hand to answer any questions you may have. 

At Access Industry, we offer a variety of creative and digital apprenticeships. This ranges from software through to music, events, digital marketing and more. We work with organisations in a variety of industries and with state-of-the-art facilities and dedicated tutors, we are confident we will meet your training requirements. 

Book a consultation with an expert to learn more about our apprenticeships.

Finding the right apprentice for your company can be an enriching experience, bringing fresh perspectives and eager junior employees into your team. However, it’s crucial to ensure a meticulous interview process to make sure you recruit the right talent. . 

In this blog, we will cover the key aspects of interviewing apprentices, providing valuable insights into question design, interview tips, and overall best practices.

Apprenticeship Questions

Here’s where apprenticeship interview questions come into play. These questions should focus on.

1) Motivation and commitment

Uncover the candidate’s genuine interest in the chosen field and the specific apprenticeship. Explore their understanding of the programme’s structure and their long-term career aspirations. Consider asking questions such as:

• What initially sparked your interest in this field and this apprenticeship program specifically?
• What are your long-term career aspirations, and how does this apprenticeship fit into your plans?
• What are you most looking forward to learning and experiencing in this apprenticeship?
• What are your salary expectations? (Note: Consider local regulations and best practices when asking about salary expectations)

2) Learning agility and adaptability

Apprenticeships involve ongoing learning, so assess their ability to grasp new concepts and adapt to different situations. Explore their preferred learning styles, past academic performance (if applicable), and how they overcome learning challenges. Ask questions such as:

• Describe a situation where you had to learn a new skill or concept quickly. How did you approach the challenge, and what was the outcome?
• How do you typically overcome challenges and adapt to unexpected situations?
• What learning styles work best for you, and how do you stay motivated throughout the learning process?
• Tell us about a time you had to learn and adapt to a new technology or software program.

3) Soft skills and personal qualities

Look for qualities like communication, teamwork, problem-solving, and a strong work ethic. Ask situational judgement questions to understand how they approach challenges, interact with others, and manage their time effectively:

• Tell us about a time you had to work effectively as part of a team. What was your role, and what did you contribute to the team’s success?
• Describe a situation where you had to solve a problem independently. What steps did you take, and what was the result?
• How do you manage your time effectively when juggling multiple tasks and deadlines?
• Tell us about a time you had to deal with a difficult situation or conflict. How did you approach it, and what was the outcome?
• Describe your communication style and how you would ensure clear communication with colleagues and supervisors.

Additionally, consider including questions specific to the apprenticeship role and industry:

• For a marketing apprentice: Describe a time you used your creativity to solve a problem or achieve a specific goal.
• For a software development apprentice: What programming languages are you familiar with? What interests you most about software development?
• For a customer service apprentice: Describe a situation where you went above and beyond to provide excellent customer service.

Remember:

• Refrain from complex technical questions. Focus on potential and willingness to learn.
• Encourage the use of the STAR method (Situation, Task, Action, Result) in their responses to gain a deeper understanding of their thought process and problem-solving abilities.
• Prioritise creating a comfortable and encouraging interview environment, allowing the candidate to showcase their strengths authentically.
• Adapt and tailor these questions to fit the specific needs of your apprenticeship program and company.
• Ask open-ended questions that allow for detailed and thoughtful responses.

Hire your next apprentice through Access Industry

Want to hire an apprentice for your business? Access Industry is here to assist you. Whether you seek to introduce fresh, highly skilled talent to your business or enhance the abilities of your current staff to align with the evolving demands of your sector, we can help you.

Take on your next apprentice with the help of our experts from Access Industry.

In 2024, the apprenticeship landscape continues to evolve, driven by technological advancements, altered workforce dynamics, and educational changes. 

We’re sharing 15 apprenticeship predictions for 2024 and 2025, shedding light on emerging trends and opportunities. 

1) Hybrid Apprenticeships

With the growing acceptance of remote work and digital learning, hybrid apprenticeships will become increasingly popular. A hybrid approach means a blend of both in office and home working. A survey conducted in 2023 by Student Development involving 162 employers showed that 74% of apprentices worked from home one or two days a week.

Since COVID-19, many employers are more equipped to ensure apprentices have remote support in place to provide a rich learning experience, whether that be in the classroom, or from the comfort of your own home. 

2) Focus on Digital Skills

In response to rapid digital transformation across numerous industries, apprenticeship programmes are expected to place a greater emphasis on digital skills such as data analysis, cybersecurity, and programming. This aligns with the rising demand for tech-savvy professionals in the UK’s workforce.

3) Diversity and Inclusion Initiatives

Employers will likely prioritise diversity and inclusion in their apprenticeship programmes, aiming to create opportunities for individuals from underrepresented backgrounds. Targeted recruitment efforts and mentoring schemes will help to create a more inclusive environment.

4) Expansion of Green Apprenticeships

With UK government pledges such as ‘Net Zero’ and other key green targets, there is more focus on sustainability and environmental issues. As a result, it is anticipated that there will be a surge in Green Apprenticeships across sectors such as renewable energy, sustainable agriculture, and construction. If rolled out, these programmes will provide apprentices with the skills needed to address pressing environmental challenges.

5) Personalised Learning Pathways 

A one-size-fits-all approach is no more. Many organisations are invested in supporting the diverse learning needs of apprentices and will adopt personalised learning approaches. This allows learners to shape their training based on interests, strengths, and career goals. 

Adaptive learning technologies, such as Bud will play a key role in delivering customised educational experiences.

6) The Rise of Industry 4.0 Apprenticeships

The world is embracing automation. Countless industries are beginning to leverage automation, Artificial Intelligence (AI), and Internet of Things (IoT) technologies. Apprenticeship programmes will likely shift to include skills relevant to Industry 4.0.

Apprentices may well receive training in areas such as robotics, predictive maintenance, and advanced manufacturing techniques.

7) Government Support and Funding

Governments are set to ramp up their support for apprenticeship initiatives, allocating funds to expand training opportunities, incentivise employer participation, and address skill gaps in critical sectors.

The Office for Budget Responsibility (OBR) predicts that apprenticeship levy receipts will reach £3.9 billion in 2023-24, which is £300 million more than was forecast at this point last year.

8) Transferable Skills Development

While technical skills remain crucial, it’s suspected that there will be a growing recognition of transferable skills such as communication, problem-solving, and teamwork in the workplace. 

With artificial intelligence on the rise, some of the skills that humans possess are not quite accurately replicated. Therefore, learners will need to ensure that they continue to develop transferable skills. 

9) Quality Assurance Measures

Employers and educational institutions may invest more in quality assurance in apprenticeship programmes. This is to make sure that training meets industry standards and corresponds with ever-changing job requirements. Continuous feedback mechanisms and performance evaluations will drive programme improvement.

Already, many employers and apprenticeship training providers send out feedback surveys, which aid quality management. It’s likely that this will be a priority in 2024/25. 

10) Expansion of Apprenticeships in Emerging Industries

Ed-tech, robotics, augmented reality, biotechnology – you name it. There’s a plethora of emerging industries, and with this in mind, apprenticeship programmes will need to cater to the skill demands of these sectors. 

11) Mentoring and Coaching

Mentoring and coaching have always played an integral role in supporting entry-level professional’s development. In 2024/25, mentoring and coaching schemes will continue to be a key aspect of an apprentice’s learning journey, with experienced professionals more and more involved in such initiatives.

12) Focus on Mental Health and Wellbeing 

Recognising the importance of mental health in the workplace, apprenticeship programmes will offer more support for the psychological wellbeing of participants. Counselling services, stress management workshops, and wellness resources are increasingly integrated into training programmes. 

According to IfATE, a 2022 survey showed that 78% of apprentices respectively felt that employers were taking steps to support their wellbeing. 

13) AI-Powered Recruitment 

Artificial intelligence (AI) is thought to revolutionise the apprenticeship recruitment process, matching candidates with programmes based on their skills, interests, and career goals. AI algorithms will analyse vast amounts of data to identify the best fit for both apprentices and employers.

14) Cultural Competency Training

Cultural competency training will become a cornerstone of apprenticeship programmes, encouraging understanding, respect, and inclusivity in diverse work environments. Apprentices will develop the skills to collaborate effectively across cultural, linguistic, and geographical boundaries.

15) More of Augmented Reality (AR) and Virtual Reality (VR)

Augmented Reality (AR) and Virtual Reality (VR) technologies will transform apprenticeship training by providing immersive, hands-on learning experiences. 

Apprentices will have the opportunity to simulate real-world scenarios, enhance their skills, and troubleshoot complex problems in a virtual environment.

Do all apprenticeships start in September?

Apprentices can be recruited and trained throughout the year, so there’s no need to wait for a specific start date like September. This flexibility allows businesses to recruit apprentices when it suits their operational needs. However, larger employers may opt for set recruitment periods, often aligning with academic calendars. It’s always a good idea to verify these timelines when planning your recruitment. By being aware of these schedules, you can ensure that your business doesn’t miss out on securing the best talent for your apprenticeship roles.

How do you attract an apprentice?

Attracting an apprentice starts with creating a clear and appealing job listing that outlines the benefits and opportunities your organisation offers. Highlight the skills they will gain, the support available, and any career development prospects. Make sure to showcase your company’s culture and values, as apprentices often look for environments where they can progress. Offering competitive wages, a structured training plan, and potential for long-term employment can also attract the best apprenticeship talent.

It’s also important to use multiple channels to promote your apprenticeship. Leverage job boards (both online and offline), social media, and work with local colleges or training providers such as Access Industry to get your opportunity in front of the right candidates.

What is the pass rate for apprenticeships?

In 2022/23, the national apprenticeship achievement rate reached 54.3%, reflecting a 2.9 percentage point improvement compared to the previous year. This upward trend suggests that completion rates are on the rise, a positive indicator for apprenticeship success. Looking ahead to 2024/25, we can expect this increase to continue as more employers invest in high-quality training programmes and apprentices receive better support throughout their journeys. As efforts to enhance apprenticeship schemes gain momentum, further improvements in achievement rates seem likely in the coming years.

Are apprenticeships growing?

In 2021/22, 36 out of every 1,000 businesses in England had at least one apprentice start, showing a clear growth in apprenticeship uptake. Most sectors saw an increase in businesses offering apprenticeships compared to 2020/21, with the construction and accommodation and food services sectors leading the way.

By 2022/23, apprenticeship starts had risen to 337,140, with a total of 752,150 participants and 162,320 achievements. This steady rise highlights that more businesses are seeing the benefits of hiring apprentices and recognising the value they bring to the workforce.

Can you be overqualified for an apprenticeship?

Yes, it is possible to be overqualified for an apprenticeship. However, a person with a degree, for example, can still enroll in an apprenticeship, but there are some conditions. To avoid being overqualified, the apprenticeship training must cover new skills or knowledge that differ from what the individual studied at university. This ensures that the apprenticeship offers valuable, relevant training that enhances their career prospects, rather than duplicating what they’ve already learned. Many degree holders pursue apprenticeships to gain practical experience in a different field or industry.

At Access Industry, we offer a ‘skills scan’ which is an online assessment that helps determine if an applicant is suitable for an apprenticeship programme.

Looking ahead into 2024/25

Apprenticeships remain an attractive career route for those looking to learn and earn. Programmes will continue to develop with governmental guidance, and are consistently under review and improving. 

Access Industry is an industry-first apprenticeship training provider, specialising in creative and digital programmes.

Apply to become an apprentice today!