Apprenticeships should result in the acquisition and application of skills, knowledge and understanding required by employers.

They are essentially vocational and practical, as opposed to academic qualifications such as degrees, which focus on theory and the bigger picture but do not necessarily involve as much training on the day-to-day aspects of any particular job.

An apprenticeship comprises:
• A National Vocational Qualification (NVQ) which demonstrates an apprentice's competence in a workplace environment.
• Key skills that give an apprentice generic business skills around such areas as communication, numeracy and problem solving.
• Technical knowledge to support their job. This is typically a broad, generic qualification but can be integrated with an employer’s specific needs.
• Employment rights and responsibilities training, which aims to ensure that apprentices are work-ready and understand their obligations and responsibilities as employees.

Apprenticeships exist in many industry sectors, including IT. There are apprentices in call centres, technical support and telecommunications, among other things.

Level-two apprentices are typically in their first job and usually mentored by an experienced person. Level-three apprentices are typically more experienced, taking on higher responsibility and working with a degree of autonomy.

There are generally no mandatory entry requirements for an apprenticeship. A good provider will assess the candidate thoroughly to ensure suitability.

It is not true that apprenticeships are only for those who have not succeeded academically. They can be a superb way of combining academic abilities with vocational skills.

An aspiring technician with a good selection of vendor certificates can add a qualification that proves they can do the job in practice. A strong candidate may have both – an asset to any business.

Apprenticeships are funded by the Learning & Skills Council. Employers who work with an approved training provider or a college may attract funding.

A good provider partner will work with an employer to recruit apprentices, ensuring candidates are able to complete their training and contribute to the business.

Some providers run programmes for groups of school leavers. Employers may co-advertise their apprenticeship vacancy with the provider, who carries out an initial selection process and offers suitable candidates a place on a scheme.

The recruiting employer is regularly informed of candidates' progress, technical ability, commitment and attendance. After the training, the employer selects a candidate to become their apprentice.

The employer benefits from an intensive, on-the-job selection procedure without the risks and costs usually associated with recruiting a school leaver or other inexperienced worker.

Apprenticeship programmes for 16-to-18-year olds are fully funded. A business employs the apprentice but the government pays for his or her training.

There may be a time commitment required, such as day release, for some programmes. Programmes for apprentices over 19 years old are partially funded, with the government contributing half of the programme costs. Apprenticeships for those over 25 may not be funded.

If you want to know more, you can get to know your local training provider.

Ian Harper is director of learning and skills at ATG Training