Every year, Mercedes-Benz UK enrols between eight and ten apprentices in its apprenticeship programme, which includes chartered management and digital and technology solutions degrees.
The apprentices are placed in various teams across sales, marketing, customer services, network operations, and IT, contributing to both the business management and IT departments.
Robyn Lowe, Talent Attraction and Early Careers Manager, talks to us about why apprenticeships are so crucial for the company, as part of the talent development strategy.
Q: Why do you value apprenticeships as part of your early careers strategy?
A: It’s a big part of our business and really important to us – the early careers pathways are not only valuable to those completing them, but the business really sees the value in growing a robust early careers strategy. Apprenticeships provide hands-on experience, offering practical, on-the-job experience that compliments theoretical knowledge, helping individuals develop relevant skills in real-world settings.
Talent development is hugely important to us at Mercedes-Benz, our apprenticeships help us to cultivate a skilled workforce tailored to our specific needs, growing our own talent. Not only that, but apprenticeships can also attract diverse talent by way of offering alternative pathways into careers which can make business more accessible to a broader range of people.
We value the apprenticeship programmes because by investing in apprentices, we can nurture future leaders who understand our culture and values. Not only that, but it’s also great to see the young people in our business grow and develop and see the opportunities that are open to them.
Q: What are the most common challenges apprentices face when transitioning from education to the workplace?
A: I think it can be a tricky time for new apprentices when transitioning from education to the workplace, and we take it really seriously at Mercedes-Benz. We offer a robust onboarding process for the apprentices as it can be a real cultural adjustment for them. Adapting to a professional environment can be daunting. The workplace culture, expectations, and dynamics can differ significantly from school settings. I think balancing work responsibilities with learning commitments can be challenging, especially when deadlines and schedules become more demanding.
We work closely with our training providers, managers and tutors to ensure our apprentices are well supported and all parties understand the different workloads that the apprentices have, to ensure that they can manage their time and commitments.
Another challenge I think they can face is building relationships and forming connections with colleagues and managers. It’s a new environment and it can feel daunting. We have a fantastic community of early career cohorts who help welcome all new starters into the business. These cohorts also act as mentors throughout the apprenticeship, offering a safe space for new apprentices to ask questions and connect with teams across the company.
Q: How does your apprenticeship programme address the skills gap often encountered by early-career professionals and your business?
A: I think our apprenticeship programmes really help to address the skills gap for early-career professionals and our business because we are able to offer tailored training which is designed to meet specific skill needs that we have identified within business. Not only that but apprentices gain practical, real-world experience that directly applies to their job functions, bridging the gap between theory and practice and enhancing their job readiness. We partner closely with our training providers to ensure the curriculum aligns with our needs, allowing the apprentices to acquire the relevant skills.
Q: What support systems do you have in place to help apprentices overcome early career challenges such as adapting to a professional environment?
A: We have a robust support system within Mercedes-Benz to support our apprentices. We offer mentoring programmes, assigning older apprentices to new starters to offer guidance, encouragement, and knowledge sharing, helping them navigate the workplace dynamics and expectations. We have a really well-structured onboarding process to familiarise apprentices with business, the different teams, policies, and their specific roles which eases their transition into the workplace.
We hold regular check-ins and reviews with the apprentices, their line manager and their educational tutor which offers a time to discuss their studies, any challenges they’re facing and receive feedback on their performance. We also offer training workshops to bolster their academic learning, offering workshops on soft skills like communication, presenting, and teamwork which helps apprentices develop essential competencies for the workplace. The apprentices also have access to resources, tools and learning materials, online courses, or career development resources to enable them to continuously build their skills and knowledge.
Q: Can you share some success stories where apprentices have navigated significant challenges and progressed within your company?
A: We’ve had some fantastic success stories from our apprentices - both professionally and personally. We’ve had apprentices utilising their data skills to save colleagues weeks’ worth of work, by creating detailed dashboards and feeding in data slightly differently to make a huge impact on reporting topics.
We’ve also had an apprentice who initially struggled with public speaking during team presentations but with the support of their mentors, and additional workshops, over time, their confidence grew, and they were able to present to the senior leadership team on some really important topics.
Q: How do you ensure that your apprenticeship programme is inclusive and accessible to individuals from diverse backgrounds?
A: It’s important to us that our apprenticeship programme is inclusive and accessible to individuals from diverse backgrounds. As part of our assessment process, we have standardised assessment criteria, as well as diverse hiring panels. The resources that we provide, such as mentoring, and access to learning materials, helps all apprentices feel supported and empowered throughout their journey. We also actively seek feedback from apprentices about their experiences which can help us to identify areas for improvement.
We foster an inclusive culture that values diversity and inclusion through awareness campaigns, celebrates different cultures and facilitates open discussions which we hope helps all apprentices feel welcomed and valued.
Q: What roles do mentorship and coaching play in your apprenticeship programme, and how do they help bridge skills and knowledge gaps?
A: Mentorship and coaching are an important part of our apprenticeship programme. They offer the opportunity to have tailored support to apprentices, helping them navigate specific challenges they face in their roles as well as the opportunity for knowledge transfer and skill development focusing on developing both technical and soft skills. This holistic approach ensures apprentices are well-rounded and prepared for various workplace scenarios. It’s also a fantastic networking opportunity for them.
Q: In your experience, how important is hands-on experience versus theoretical knowledge for apprentices?
A: Hands-on experience really is essential for skill acquisition and confidence. We see it daily, the apprentices are able to have real-world hands-on experience which helps them to develop and put their theoretical knowledge into practice. Theoretical knowledge is, of course, also important, it provides the necessary context and understanding that supports the practice. This is why apprenticeship programmes are so vital as it integrates both elements, ensuring apprentices are well-equipped to succeed in their careers.
Q: How do you measure the success of your apprenticeship programme in terms of addressing early career challenges and long-term career development?
A: We have regular evaluations of apprentices' skills through reviews and feedback, as well as the assessments via the training providers. The reviews help to determine their progress in both technical and soft skills, highlighting areas of strength and those needing improvement. Career progression is obviously a great measure of success, and we monitor the career paths of apprentices after completion, which of course indicates the programme's impact on long-term development.
We continuously ask for feedback, not just from the apprentices, but from the managers too, it helps us to gather data on their experiences, challenges faced, and how well the programme is preparing them for their careers.
Q: Overall, why would you encourage others to take on apprentices in their business?
A: Our early careers pathways are so important to our business, and we continue to see the value that they bring. It’s very fulfilling and fantastic to watch apprentices start their journey with us and see them push their boundaries and develop their careers. Taking on apprentices not only supports individual growth but helps to drive organisational success – it feels like a win-win situation. Not only that, it offers a cost-effective solution as we are able to benefit from the apprenticeship levy funding and utilise this to pay for the education costs while developing talent from within.
Apprenticeships help develop a skilled workforce which can be tailored to the specific needs of the business, often filling critical skills gaps. We find that our apprentices are always bringing new ideas and perspectives, and by having a programme, we can create a pipeline of future leaders. Business and industries are evolving at such a rapid rate, apprentices really can help you to adapt by bringing in the latest knowledge and practices from their educational experiences.
We can shape the future of your business by connecting you with the brightest talent and helping you refresh or develop early careers, graduate and new talent programmes. Visit our sister company Reed Talent Solutions to find out more.
