Recruiting apprentices can be both exciting and challenging for any organisation. It is an investment in the future, a chance to mentor and develop new talent, and an opportunity to diversify your workforce. However, there are some difficulties we encountered when recruiting apprentices. In this blog post we will discuss some of the challenges we encountered such as the lack of diversity of applicants during the interview stage and managing the practical aspects of a new apprentice scheme in Wales. We will also discuss the complexities of selecting the final candidates from a group of promising applicants. 

Outreach 

Our journey to recruit apprentices started with a big challenge - outreach. We had a wide range of requirements for the type of people we wanted to hire, which posed a unique problem. At first, it felt overwhelming because we were open to candidates from different backgrounds. This included people who wanted to change careers, those who were just starting their professional journey, and even those who had no knowledge of user-centred design (UCD). 

We were unsure where to begin and how to reach many people without losing focus. It was hard to create the right tone for our advertisement when we did not have a specific target audience in mind. 

We realised that talent does not have an age or background, so we decided to embrace the diversity that these different paths could bring to our team. We used platforms like LinkedIn, Twitter, Careers Wales, Disabilities Wales, and our recruitment partner Yolk to advertise our roles. As a result, we received over 30 applicants, conducted 8 interviews, and made 3 appointments. 

Lack of diversity at interview stage 

One of the first challenges we faced during our apprenticeship recruitment process was the lack of diversity at the interview stage. Despite our best efforts to share the opportunity widely, the number of applicants from different backgrounds was not as varied as we had hoped. This is a common issue for many employers who struggle to attract a diverse range of candidates. 

To tackle this challenge, we are reviewing our recruitment strategy to make it more inclusive and accessible to people from all backgrounds. We will also reach out to local organisations and communities to build relationships and encourage a wider range of applicants to consider our apprenticeship programme. While improvement may be slow, this experience has shown us the importance of consistently prioritising diversity and inclusion in our hiring processes. 

Managing challenges  

Another challenge we faced was the introduction of a new apprenticeship scheme in Wales. Any new programme will have its challenges, and since the UCD apprentice scheme was developed alongside our recruitment for the course, we were entering a new working environment. This is also the first apprentice scheme CDPS has run, which presents its own set of challenges. 

To address this challenge, we consulted government agencies, industry associations, and experienced apprenticeship providers who were familiar with the new scheme. This helped us better understand the programme’s regulations, incentives, and expectations. We also conducted user research with apprentice alumni, who provided unique insights into an apprentice programme’s needs. One important observation was the need for guaranteed employment after completion as many apprentices who completed an apprenticeship did not receive full-time positions. We will use this valuable insight to further improve the scheme. 

We also made sure to talk openly with our applicants about the uncertainties and challenges we were facing. By being transparent and giving them accurate information, we gained their trust and reassured them we are dedicated to their success, even with the uncertainties. 

Balancing inclusive entry criteria with applicants 

One of the difficult parts of our apprenticeship programme was deciding on the entry requirements. We intentionally kept them broad to give more people in Wales the chance to apply. However, this decision made it challenging for us during the final selection process. 

We were happy with the quality of the applicants. Our recruitment attracted people who wanted to change careers, recent university graduates, those starting their careers, and even candidates who were unaware of UCD. 

To overcome this challenge, we implemented a thorough assessment process. We evaluated not only technical skills but also soft skills such as communication and teamwork, passion, and potential for growth. Our goal was to select candidates who not only met our immediate needs but also had the potential to become valuable assets to the UCD community in the future. 

CDPS as a service organisation 

Adding to the complexity of our apprenticeship journey was the fact that CDPS is still relatively new. As we navigate our move to services, it was a consideration to have apprentices join our teams when we are still learning ourselves. We approached this endeavour with a spirit of learning and growth. 

Our team's enthusiasm and energy helped us embrace the challenge of establishing ourselves in the apprenticeship landscape. We saw our organisational youthfulness as a chance to co-create an apprenticeship programme that truly connected with our values and goals. 

What we learned 

Recruiting apprentices is a journey with challenges and opportunities. We faced difficulties in outreach initially, had a broad person specification, and had to navigate implementing a new scheme, which was a learning experience. 

As our 3 apprentices start their first week of content design placement with us, we know there will be more learning opportunities. We are excited about the talents and perspectives they will bring to CDPS. We are committed to nurturing a workforce that reflects our values and aspirations.