A Guide for Small Businesses
Hiring an apprentice is a common question for business owners, especially as we approach Scottish Apprenticeship week in early March. If you are trying to grow but recruitment feels expensive or slow, an apprentice can be one of the safest ways to build capacity in your business.
As an HR consultant who works across Edinburgh and Glasgow, I often see business owners weighing the price and cost of expansion. In this post, we will look at how an apprenticeship compares to traditional hiring and the potential problems you might face.
In this article:
- Why hire an apprentice?
- Price and Cost – Apprentices vs. Traditional Hiring
- Potential challenges to consider.
- The “Best of” Approach – Finding the Right Candidate
- Steps to hire your first apprentice.
- Frequently Asked Questions
Why hiring an apprentice is a smart growth move
Lower initial cost and funding support
You may want to grow but cannot justify another full salary. Apprentices join at a lower cost, and funding support is often available from the government, which makes expansion feel far less risky. For more details on managing your budget during expansion, you can view our HR Outsource services to see how we help manage these costs.
Solving the skill shortage
The talent you want is not always out there waiting to be hired. Apprenticeships let you grow the skills you need from the ground up, ensuring the person is trained exactly how your business operates.
Quick productivity gains
With the right training provider, apprentices become productive fast. This frees up your senior team to focus on high-level tasks rather than getting bogged down in daily admin. Because they are learning while doing, they often bring fresh ideas that can help you find better ways of working.
Price and Cost – Apprentices vs. Traditional Hiring
When we look at the numbers, the financial case for an apprentice is compelling for small businesses. From April 2026, the government has introduced even more support for SMEs.
While the salary is lower, remember that you are investing time. You are trading a higher salary for a training commitment. Consequently, this is a much more manageable way to scale for many business owners.
Potential challenges to consider
While the benefits are clear, it is important to be transparent about the hurdles. Following the “They Ask, You Answer” concept, we want to address your concerns before we even speak.
- Time for training – You must support their on and off the job learning. This requires a mentor within your team who can guide them.
- Finding the right fit – Hiring someone who fits your culture is just as important as their technical potential.
- Paperwork – You must put a clear apprenticeship agreement in place to stay compliant.
The “Best of” Approach: Finding the Right Candidate
Not all candidates are built the same. To make your apprenticeship a success, you should look for specific traits:
- Curiosity over Experience -You aren’t hiring for what they know, but for how they learn.
- Shared Values – Because you are training them from scratch, it is much easier to teach skills than it is to teach a work ethic.
- Local Talent – Many apprentices prefer staying local, which can lead to much higher retention rates compared to “career-hopping” seniors.
Your checklist for hiring an apprentice
If you are ready to take the next step, here is the structure you should follow:
- Choose the right apprenticeship standard – Find the qualification that matches the job role.
- Work with an approved training provider – They will handle the formal education side of the journey. Check out Apprenticeship.Scot for more information on how to hire.
- Check your funding position – Determine if you can access the apprenticeship levy or small business grants.
- Recruit for attitude – Use a clear job description to find a candidate who shares your values. If you need help finding the right person, our Recruitment services can help you identify candidates who match your culture.
- Give them the right kind of employment contract – there are specific rules which apply to the employment of apprentices.
Frequently Asked Questions
How much time will I need to spend mentoring?
Initially, you should plan for more hands-on time. However, as they progress through their modules, they become more independent. Most employers find that after the first three months; the apprentice is contributing more value than the time they take to manage.
What happens if the apprentice leaves?
An apprenticeship agreement is a legal contract, but it doesn’t chain someone to your business. If it isn’t working out, there are clear ways to end the agreement. Similarly, if they leave after qualifying, you have still benefited from their work during the training period.
Can I hire an apprentice for any role?
There are hundreds of standards available now, from digital marketing and HR to engineering and accountancy. If there is a professional qualification for a role, there is likely an apprenticeship for it.
Is it right for your business?
At Albany HR, we help business owners make sense of their team structure. If you want to talk through the pros and cons of apprenticeships, we can walk you through your options.
Drop us a message for a confidential chat about your growth plans.
