Future Leaders Are Built: 5 Lessons From Apprenticeships

Apprenticeships play a critical role in building sustainable skills and long-term careers. When designed well, they create confident professionals, strengthen organisations, and support the future of the industry.

At BCS, apprenticeships have been part of the business for several years, with the programme evolving alongside the company. Recently, an apprenticeship breakfast roundtable brought together apprentices, managers, and early-career leaders to openly discuss what is working, where challenges remain, and how organisations can do better. The themes that emerged were consistent across roles and experiences.

Common challenges across apprenticeship pathways

One of the most persistent challenges is visibility. Apprenticeship opportunities remain difficult to find, particularly for students who do not have existing networks within the industry. There is still a strong push toward the university route, and apprenticeships are not always well understood by schools, institutions, or even universities themselves. Apprentices can find themselves treated as full-time students rather than employees developing skills on the job. While platforms like LinkedIn are increasingly used by students, awareness often depends on knowing what to search for in the first place.

“Without someone in your network who understands apprenticeships, it’s hard to know where to look or what opportunities exist.”

Another key point raised during the roundtable was that apprenticeships are about more than technical skills. For many apprentices, this is their first role in a professional environment.

“It’s not just the role itself. Learning how to communicate, write emails, and navigate the workplace is a big part of the transition.”

Strong support structures help bridge this gap. Mentors, buddies, engaged line managers, and internal peer networks all play an important role in building confidence and accelerating development.

Despite shared challenges, the discussion was positive. There is strong engagement from both apprentices and employers, with a clear desire to improve how opportunities are promoted and supported.

Five lessons for building an effective apprenticeship programme

So what have we learned from building an apprenticeship programme in practice?These five principles have shaped the BCS apprenticeship programme and continue to guide its evolution.

1. Take a long-term approach to skills development

Apprenticeships should be treated as a long-term investment, not a short-term solution. As programmes scale, structure becomes increasingly important. Clear development pathways, defined milestones, and consistent feedback ensure apprentices are prepared to step into Consultant roles with both confidence and capability.

2. Prioritise personality and culture fit

Technical skills can be developed over time. Curiosity, communication, and attitude are harder to teach. Assessment processes that focus on how candidates think, communicate, and engage with others help identify individuals who will thrive within the business and contribute positively to the culture.

3. Retention is built through clarity and trust

Retention improves when apprentices understand their progression and feel trusted early on. Clear career pathways, opportunities for internal mobility, and meaningful responsibility all contribute to long-term engagement. Involving apprentices in internal initiatives, recruitment activities, or ambassador roles helps build ownership and confidence from the outset.

4. Employer brand is shaped by daily behaviour

Employer brand is reflected in how people experience the business day to day. A strong learning culture, flexibility, and visible involvement from senior team members signal that development is genuinely valued. When leaders actively invest time in mentoring and knowledge sharing, apprentices are more likely to feel supported and motivated.

5. Partnerships and networks strengthen career pathways

Apprenticeships are most effective when supported by wider industry collaboration. Partnerships with organisations such as Gen+1 help create stronger entry points into the industry and provide apprentices with opportunities to build networks, gain exposure, and understand the broader sector beyond their immediate roles.

Looking ahead

National Apprenticeship Week highlights the importance of early-career pathways, but the work does not stop there.

Effective apprenticeship programmes require ongoing investment, adaptability, and a clear commitment to people development. When supported properly, apprenticeships do more than fill roles. They help build resilient teams, future leaders, and a stronger industry overall.

Interested in apprenticeships at BCS? Learn more about our apprenticeship programme, how it works, and the opportunities available to early-career talent.

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