Apprenticeships case study - K&M McLoughlin Decorating

Why did you choose to employ apprentices?

As the company’s founder, I have a strong personal commitment to apprenticeships, having started my working life as one. As the business expanded I decided to invest in apprenticeships to build up a well-trained, loyal and diverse workforce. 

What benefits has your apprenticeship programme brought to your business?

I believe apprentices are vital for the sustainability and continuing growth of my business. Training new and existing staff through apprenticeships helps us meet client demands for higher levels of quality and service.

I’m working them hard, which doesn’t hurt them. I’m not a charity and I couldn’t afford to take them on if they didn’t make me money. Our apprentices go to college once a week and we make sure they cover all the jobs in the trade. That means after three years they can earn a full wage, as they are up to speed. It’s a win-win situation. 

Who are the apprentices that work for you?

Our apprentices come from across London. Each one has a different reason for making the construction industry their preferred career choice. What they all have in common is that once they’ve finished their training, they all offer valuable skill sets that we can continue to develop.

How does hiring and the day to day management of apprentices compare with other routes, such as graduate schemes or traineeships?

Apprenticeships require companies to commit to develop and train their staff. This is boosting skills in an industry that has an ever decreasing skills base. With a glaring shortage of young British construction workers, too many companies are failing to train young people, preferring to import workers instead. 

Would you recommend apprentices to other businesses? If so, why?

Yes, I would. If you want to avoid a skills gap in this industry, you need to train your workers.

I think our attitude to training and investment in our workforce has helped us win long term contracts with clients who recognise good practice 

What piece of advice would you give to employers who are considering hiring apprentices?

You can’t earn money without good people. Investing in a young person gives them a chance to learn a trade that is rewarding and always needed. It means they can grow their talent whilst growing your business.

Also, pay them a decent wage. You should have a wage structure that rewards their output. This will show them how valuable they are to you. You have the expertise so you should be passing it on and investing in both your company and the industry’s future.

Where are your apprentices now?

Among our very first batch (from 19 years ago), one is now a commercial manager in Sydney, Australia, and another teaches at college. More than a quarter of my workforce began as apprentices, and many are now my most experienced supervisors and foremen.

Anything you’d like to add?

Training is seen as expensive and apprenticeships have been the casualty. But people are doing the sums wrong. I wouldn’t hire apprentices if they didn’t make me money. In return they get the chance to learn a trade with a guaranteed job at the end of it.

Reinvestment in workforce is essential for a local economy to survive in the industry.

If we’re really serious about getting people into work with a skills shortage looming, the industry needs to fill this with apprentices, employed by skilled trade companies with long term employment and career opportunities.