Last week Greene King announced it would recruit 2,000 people on its scheme offering training in advanced kitchen skills and management qualifications, Stonegate launched a team leader programme and a level two qualification in hospitality and service, while Mitchells & Butlers vowed to take on 1,000 new skills-based apprentices over the next two years.
At the same time a Perceptions Group survey emerged showing that the top 10 managed pub operators will employ 9,056 apprentices during 2014, compared to 4,300 in 2013.
However, it’s not just the big pubcos that can benefit from the ‘learn while you earn’ approach — individually-run pubs can flourish too.
Benefits
According to Karen Woodward, deputy director of apprenticeships and employer implementation policy at the Skills Funding Agency, 96% of apprentice employers, irrespective of size, report benefits to their business, ranging from better staff retention to recruitment cost savings. Greater productivity, meanwhile, is reported by 72%.
“Pubs lose out so many times to hotels and restaurants, for example, when it comes to attracting the most talented new recruits. An apprenticeship can help nurture that talent by offering structure from the very beginning,” says Caroline Nodder, director of brand and business development at the BII (British Institute of Innkeeping), which launched a dedicated licensed hospitality apprenticeship qualification in 2012.
“If you invest in talent from the bottom to the top of your operation, your managers of the future will be home-grown, your staff motivation will increase and your customer service levels will improve.”
Apprenticeships can enhance the performance of existing staff, help pubs avoid skills gaps, instil company values and good practice among employees, enable staff to gain nationally recognised qualifications, reduce training and recruitment costs through improved employee retention, and encourage apprentices to pursue a career in the licensed trade.
Where to start?
So where do pubs interested in hiring an apprentice start? The first step is to find the best training provider through either the National Apprenticeship Service (NAS) or the BII.
Training organisations will help with the whole recruitment process, ensure the learning framework includes units that meet the exact requirements of both the employer and the apprentice and provide assessment, support, mentoring and ‘off the job’ training.
“In a nutshell, the apprentice is moulded to fit the specific role within the business,” Rachael Fidler, managing director of training provider HTP Training, explains.
She advises pubs ‘check’ the Ofsted grades and success rates of the provider, consider how the training is delivered — on-site or in a college — and choose the appropriate framework to make sure apprentices gain industry-specific training.
Fidler also recommends that pubs identify a member of staff to act as a mentor to support apprentices in the workplace, allow the apprentice to attend training away from work when required, pay the apprentice an appropriate wage for the job, provide a full induction and necessary protective clothing or uniforms, and ensure insurance covers extends to the apprentice while they’re on your premises.
Experience
Pubs can also access the website Apprenticemakers, a new online peer-to-peer mentoring tool launched by the NAS last week. The tool allows apprentice-recruiting small businesses to share their experiences with those looking to do the same.
“Publicans may also be interested in offering traineeships,” Woodward explains. “A traineeship is an education and training programme with a work placement that is focused on giving young people the skills and experience that employers are looking for.
At its core are work preparation training, English and maths for those who need it and a high-quality work experience placement.”
Apprenticeship tips
■ Contact the National Apprenticeship Service (NAS) on 0800 0150 600 or the BII (British Institute of Innkeeping), which offers two apprenticeships — a Level 2 Apprenticeship in Licensed Hospitality and a Level 3 Apprenticeship in Licensed Hospitality Management.
■ Drive recruitment through the NAS’s free apprenticeship vacancies service, a job site where employers can advertise their apprenticeships free to potential candidates.
■ Select a training provider or college to deliver the apprenticeship and reduce the burden on your business.
■ Develop your apprentices — enter them into awards and competitions to put your business on the map.
■ The Apprenticeship Grant for Employers of 16 to 24-year-olds allows companies that opt to grow their business through apprenticeships access to funding of £1,500. This funding is open to organisations employing up to 1,000 people, who have never employed an apprentice before, or have not recruited one in the previous 12 months.