From skills gap to skills ready: tapping into training opportunities

Research from the Skills for Life Campaign has found that SMEs are more likely to have noticed a skills gap at entry level than in specialist areas, according to a spokesperson at the UK’s Department for Education 

 

In a rapidly evolving job market, businesses across all sectors are under increasing pressure to find, train, and retain skilled workers. Fortunately, a range of government-backed technical education and training schemes such as apprenticeships, T Levels, Skills Bootcamps and Higher Technical Qualifications (HTQs) are available to help employers build a pipeline of talent. This article explores the key training schemes available, how they work, and how businesses can tap into them to future-proof their workforce.

 

A recent Skills Horizon Barometer report showed that seven in 10 (70%) SMEs are planning to invest in upskilling their workforce in 2025. One way of doing this is by supporting technical education and training schemes like apprenticeships.

 

 

Apprenticeships

An apprenticeship is a paid job that combines hands-on experience with structured training and assessment, allowing individuals to earn while they learn. It builds job-specific skills through a mix of workplace learning and off-the-job training, tailored to a specific role.

 

Apprentices must spend at least 20% of their time in off-the-job training, which can include classroom learning, workshops, shadowing, or mentoring. This training, delivered by employers or providers, must relate directly to the apprenticeship and can take place at the workplace if separate from regular duties. On-the-job training is guided by mentors and focuses on practical skill development.

 

Anyone aged 16 or over and not in full-time education can apply, whether starting a career, changing paths, or upskilling. Employers can use apprenticeships to hire new talent or train existing staff for current and future roles.

 

Apprenticeships have an equivalent educational level. For example, a Level 2 apprenticeship is equivalent to GCSE level, while Level 3 corresponds to A Levels. Higher-level apprenticeships span Levels 4 to 7, with Levels 4 and 5 are comparable to foundation degrees, and Levels 6 and 7 equivalent to a Bachelor’s and Master’s degree. 

  

Apprentices are not assigned arbitrary tasks, instead, their work is structured to provide meaningful, relevant experience that supports their development and contributes to the business. One business that hires apprentices is Specsavers. Philip Lodge, Retail Director at Specsavers Bath & Midsomer Norton, says: “Our apprentices have responsibilities are given tasks that will help them learn and grow. Apprentices choose what they’re interested in, which helps foster enthusiasm for their work. If people think they just do admin and make tea, then that’s very far from the truth!”

 

T Levels

T Levels are two-year technical courses that were introduced in September 2020, and are designed for students aged 16 and over to take after completing their GCSEs. Each T Level is broadly equivalent to three A levels, developed in partnership with employers and education providers to ensure the curriculum reflects the skills and knowledge required by the industry. The aim is to prepare students for a direct route into skilled employment, an apprenticeship, or further technical study at college or university.

 

These courses combine classroom-based learning with real-world experience. Students spend most of their time developing their technical knowledge and practical skills in a school or college setting. Crucially, every T Level also includes a substantial industry placement lasting a minimum of 315 hours (around 45 working days), giving students the chance to apply their learning in a real work environment and gain valuable insight into their chosen sector.

 

The Skills Horizon Barometer found that nine in 10 (90%) SMEs are anticipating some kind of skills gap within their business in 2025, with the biggest at entry level (32%)*. Stephen Wilde, MD of Southbourne Rubber, a manufacturer in Hampshire, believes technical education is great way for businesses to help plug their skills gaps, hire fresh new talent at entry level and also provide guidance and advice to young people looking to start their career in the industry. Stephen says: "Young people bring fresh perspectives and a strong awareness of current trends. When businesses invest in creating a positive, learning-focused work environment, they not only support young talent but also see significant long-term benefits in return."

 

Skills bootcamps

Skills Bootcamps are free, flexible training courses designed to help adults aged 19 and over gain in-demand skills to secure a new job or progress in their current role. They focus on sectors facing skills shortages, making them a valuable tool for both individuals and employers.

 

Open to all adults – whether employed full-time or part-time, self-employed, unemployed, or returning to work – Skills Bootcamps require no prior experience for most courses, making them accessible to a wide range of learners. They’re also ideal for those already in work who want to upskill or retrain in order to advance their careers.

 

For employers, Skills Bootcamps offer an efficient way to address skills gaps by equipping new or existing staff with the expertise needed to fill vacancies. By improving the talent pipeline in high-demand sectors, these courses not only support individual career development but also contribute to business growth and wider economic resilience.

 

 

Highter Technical Qualifications

Higher Technical Qualifications (HTQs) refer to new or existing Level 4 and 5 qualifications. They are focused on technical and vocational skills and are considered the next stage along from T Levels. Types of qualifications can include higher national diplomas, foundation degrees, higher national certificates and more.

 

Studying either full time or part time for a duration of 1-2 years, HTQs are ideal for students over 18 wanting to develop high levels of knowledge, skills, and behaviours needed for specific occupations.

 

As such, these qualifications seek to play a crucial role in addressing and plugging the national skills gaps at a higher technical level. One business that hires students and apprentices is Armultra, a leading engineering company based in Great Yarmouth. By bringing in individuals through these training schemes early on in their career, they’re able to shape their development, foster core business values, and provide meaningful insight into the career opportunities within the organisation.

 

Tom Beales, Director at Armultra says: “Technical education pathways open doors for a diverse range of individuals to enter the fabrication and engineering industries. They provide learners with a clear route into the sector, while giving employers the opportunity to engage with them early in their careers. This allows us to shape their development in ways that benefit our business, our clients, and our long-term growth.”

 

Technical education plays a vital role in shaping the future workforce, empowering businesses to develop talent from the ground up. By investing in these training schemes, employers not only build a highly skilled and committed team but also drive long-term success through enhanced performance and strategic growth.

 

 

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The Skills for Life campaign is a national Department for Education campaign encouraging employers to tap into technical skills initiatives available to help them upskill their employees. If you’re looking for suitable and cost-efficient training and employment schemes for your business, as well as support on how to implement these, visit: find-employer-schemes.education.gov.uk/.  

 

Main image courtesy of iStockPhoto.com and Yuri_Arcurs