How to establish a trainee programme for school leavers

Establishing a trainee programme for school leavers at your firm can be a great way to attract young talent, build a pipeline of skilled professionals along the way, and provide an alternative pathway into the profession for those who choose not to attend university. 

With a growing recognition of the value of apprenticeships and vocational education among both young people and their parents, now is the perfect time to create a programme that leverages these trends. 

Understand the value of a trainee programme

According to a recent poll conducted by the Association of Accounting Technicians (AAT), 60% of young people aged between 14-18 consider apprenticeships a valuable pathway to a career. Despite this, a significant portion still believes that a university education is necessary to secure a professional job. 

As Sarah Beale, CEO of AAT, notes: “There remains a misconception that you need a university education in order to pursue a professional career, but we are starting to see a shift in perception around apprenticeships.”

This shift presents an opportunity for accounting firms to tap into a talent pool that is eager to learn on the job and develop practical skills in a real-world setting. A trainee programme can help your firm attract school leavers who are ready to start their careers and gain valuable work experience immediately.

Define your objectives

Before you begin organising your trainee programme, it is important to clearly define your objectives. Ask yourself what you hope to achieve with the program: are you looking to build a pipeline of skilled professionals? Offer an alternative pathway into the profession? Fill specific skill gaps within your firm? Enhance your firm’s reputation as a supportive and inclusive employer? Whether it’s one or all of these, clearly defining your objectives can help your firm meet the needs of both the business and the trainees.

Design a structured training curriculum

A well-structured training curriculum is crucial to the success of your trainee programme. This curriculum should cover both technical skills and soft skills. 

As highlighted by Sarah Beale: “There’s also a recognition of the skills that apprenticeships offer and the fact they can accelerate your career by putting you into the workplace immediately to develop the soft skills needed to prosper, such as communication, initiative, and leadership.”

Consider incorporating the following elements into your training curriculum:

• Technical accounting skills: provide hands-on training in accounting principles, bookkeeping, tax preparation, and financial analysis
• Soft skills development: focus on communication, teamwork, problem-solving, and leadership skills
• Real-world projects: assign trainees to real client projects under the supervision of experienced accountants to give them practical experience
• Mentorship and support: pair trainees with mentors who can provide guidance, feedback, and support throughout the programme

Create a supportive learning environment

Creating a supportive learning environment is key to helping trainees thrive, and includes offering regular feedback, providing access to learning resources, and fostering a culture of continuous improvement. Be sure to encourage open communication and provide opportunities for trainees to ask questions and seek help when needed.

Sarah Beale emphasises the importance of hands-on experience: “Getting on-the-job experience at 16 or 18 rather than waiting for your 20s can be a huge head-start.” Ensure that your programme allows trainees to gain meaningful experience early on, which will boost their confidence and competence.

Promote the programme to attract talent

To attract the best talent, it is important to actively promote your new programme. Consider the following strategies:

• Partner with local schools and colleges to raise awareness of your program and identify potential candidates
• Leverage social media to share success stories from current or past trainees
• Highlight career progression opportunities – make it clear that your trainee program offers a viable pathway to a successful career in accounting, without the need for a university degree

Incorporate feedback and continuous improvement

Once your trainee programme is up and running, it is important to regularly seek feedback from both trainees and mentors. Use this feedback to make continuous improvements to help ensure that the programme remains relevant, effective, and aligned with the needs of both your firm and the trainees.

Measure the success of the programme

Finally, establish metrics to measure the success of your trainee program, which might include retention rates; performance metrics; and career progression. This way you will be able to see the impact of your programme on each cohort of trainees. 

As Sarah Beale of AAT puts it, “Apprenticeships are now a first-choice route for many school leavers who could attend university if they want to, but with more than 600 different apprenticeship routes now available there are many more who could benefit from this pathway into a professional career.” 

Embrace this opportunity to diversify your talent pool and build a strong foundation for the future of your firm.