Presented by Harry Goldingay, Aston University, at HEFCE's Degree Apprenticeships Conference on 4 May: https://goo.gl/H9gtzD

1. Employer Engagement
Dr Harry Goldingay
goldihj1@aston.ac.uk

2. Outline
Background
Aston’s Experiences:
Initial Contact
Recruitment
Relationship Management
Discussion

3. Background
Aston University has been running Degree Apprenticeships since they
were first available.
We currently have over 250 Degree Apprentices…
…two programmes (with more in active development)…
Digital & Technology Solutions
Chartered Manager Degree Apprenticeship
…working for 12 employers.
Multinationals, public sector organisations, SMEs
We have a history of delivering work-based education
Professional Engineering
Sponsored Degrees
Executive Education

4. Plan for the Workshop
We certainly don’t feel that we have perfected employer
engagement!
However, we have improved our practice based on experience
and can share:
structures which have worked for us
Most not ground breaking…
…but set up in response to practical challenges
Hopefully, after I have finished talking, others will too!

5. Initial Contact

6. Making the Most of Employer Contacts
Employers are experts on the skills they need.
Training providers are experts on educational pathways.
Ideal process:
Process doesn’t need to be tied to apprenticeships:
an enquiry about apprenticeships could lead to a KTP (or
vice-versa)
ultimately, you want to develop strategic partnerships
Employer
contacts
“Business Front
Door” with skills
need
Pathway to these
skills identified
Students enrolled
on appropriate
programme/New
programme
created

7. Making the Most of Employer Contacts
In practice:
Employer contacts can fall through the gaps due to lack of:
knowledge of who to refer opportunities to,
central knowledge of which opportunities are available,
responsibility for developing pathways where they are not available.
Needs a central approach, but also awareness throughout the
institution.
Employer
speaks to
existing
contact
Pathway
identified if
the contact
knows about
it
Opportunity
missed/not
maximised

8. Recruitment

9. Recruitment
Funding rules for apprenticeships mean that many apprentices
will be new hires
>95% of students on our DTS programme recruited to start
an apprenticeship
Need to be suitable for both employer and university: joint
recruitment process
Some employers will be used to having more flexibility to
recruit than standard university approach, …
…will have more resources to put in, …
…and will want all apprentices to succeed.
Striking a balance benefits everyone

10. Recruitment
Online
Strengths
Test
• Numeracy
• Aptitude
Apprenticeship
Application
• Suitability for Role
• Employability Interview
University Entry
Criteria
• C GCSE Maths & English AND
• A levels or BTEC or Apprenticeship

11. Relationship
Management

12. How do Students View Universities?
Programme
Administrator
IT Support
Finance
Accommodation
Office
Programme
Director
Module
Tutors
Student
…

13. How do Employers View Universities?
Programme
Administrator
IT Support
Finance
Accommodation
Office
Programme
Director
Head of
Department
Module
Tutors
Accountant
Legal Team
Employer
…

14. How do Employers Want to View Universities?
EmployerUniversity
Employer
Programme
Staff
Programme
Administrator
Possible Solution:

15. Who is “the employer”?
“…the needs of the business…”

16. How do Employers Want to View Universities?
Employer
Staff
Programme
Staff
Programme
Administrator
Programme
Manager
University Employer

17. How Does This Scale?
Employer
Staff
Programme
Staff
Programme
Administrator
Programme
Manager
University
Employer
Programme
Staff
Programme
Administrator
Programme
Staff
Programme
Administrator

18. How Does This Scale?
Employer
Staff
Programme
Staff
Relationship
Manager
Programme
Manager
University
Employer
Programme
Staff
Programme
Staff

19. Relationship Managers
Relationship managers need to:
understand the needs of the employer,
understand apprenticeships,
be capable of working across departments/schools.
We think that the best way to do this is with a dedicated central
team.
Not just about the smooth running of existing programmes –
helps the with identification and development of new
opportunities.

20. Impact on Initial Contact
Central team can play an important role in initial contact:
Should have the knowledge of the university to identify
pathways for new contacts…
…and of employers to identify skills needs for existing
contacts.
Easy for employers who have apprentices on one
programme to enrol on another…
…particularly if you have a consistent delivery model.
Employer
contacts
“Business Front
Door” with skills
need
Pathway to these
skills identified
Students enrolled
on appropriate
programme/New
programme
created

21. Discussion