The UK’s accounting sector is experiencing a skills gap, in part due to an ageing workforce within the sector. Not only is a gap created as people retire, but a host of knowledge leaves with them. 

At the same time, technology is changing how the sector operates; for example, AI has become more important, with more processes becoming automated. It means there is an urgent need to seek new talent that can be shaped to have the skills a business needs, including digital skills.

Our investment in technical education allows us to build a tailored, stable workforce. Our clients value the consistency of seeing familiar faces each year, and we’ve found that retaining a well-trained team creates a sense of continuity and trust that benefits everyone.

Why technical education?

Our training and employment schemes allow us to grow talent and skill sets, as well as fill skills gaps and aid employee retention, while also helping to provide opportunities for young people across the economic divide. 

We currently have eight apprentices – five AAT apprentices taking on audit responsibilities, two studying for their ACA qualification and one studying business administration, taking on more admin management responsibilities. 

Our apprenticeship programme builds the skills and aptitude the practice needs to grow. It also enables us to reach people locally who want to learn a new skill and forge a career path. They learn best practice for accounting software, spreadsheets and finance systems and build on their business and finance knowledge through bookkeeping, accounting principles and financial reporting. 

Apprentices gain a real understanding of how businesses operate financially, while also honing technical skills and proficiency in essential tools. They’re skills that are key to helping them thrive post-apprenticeship.

We also host T-Level industry placements for 45 days to give them the mandatory industry experience needed to pass the qualifications. T-Level placements help us build long-term relationships with young people who could come back and embed themselves further in the business – whether that’s through an apprenticeship or a full-time role within the firm. 

Since the beginning of 2023, we’ve also hosted two students studying for a Business & Administration T Level, with a third student due to join us in January 2025. 

Lessons learned – advice for employers

The benefits we’ve seen as a business have been significant and demonstrate to us that technical education can indeed provide a return on investment. As a training practice, the HB apprenticeship programme complements our existing values and upskilling infrastructure. 

Open communication and actionable feedback

We know that meaningful growth comes from open communication and real, actionable feedback. So when our apprentices told us things like, “I’m not always sure if I’m progressing well, and it would be helpful to know where I stand and what I need to improve,” we took it to heart. 

We’ve added more regular check-ins and one-on-one feedback sessions to give every apprentice a clear view of their progress and the guidance they need to keep moving forward. This isn’t just about tracking milestones; it’s about creating a space where learning is a team effort, and everyone at Team HB gets the support they need to thrive.

This collaborative approach is the bedrock of our scheme’s success. We have been recognised as the Top 50 SME Apprenticeship Employer for two years running, 2023 and 2024, and have just been awarded the Department for Education’s Top Apprentice Employer for the East of England region for 2024 (National Apprenticeship and Skills Awards).

Collaboration with other employers

Connecting with other businesses in the sector that hire apprentices or host T-Level students is a useful way to compare best practices and get tips on strengthening your offering over time. Some good places to look to find fellow employers investing in technical education include the Apprenticeship Ambassador Network and the T Level Ambassador Network – both of which we are members of. 

Through events, training and resources provided via these forums, you can exchange best practices on strengthening your scheme and nurturing the learners within your business. Our network includes employers of different sizes and levels, some like ours with decades-old apprenticeship schemes, offering a platform to tap into valuable information and advice that might be hard to find elsewhere. 

Becoming an ambassador in these networks also allows you to share the knowledge you’ve gained through investing in technical education with stakeholders such as education providers and trade bodies, as well as employers outside the network in need of guidance. 

We are members of our local Chamber of Commerce, and I sit on the development board for the Hoddesdon Business Improvement District and Broxbourne Council’s Ambition Board, which meet to discuss issues affecting local business such as skills shortages and economic strategy.

A good place to start

The DfE Skills for Life site provides information on the support available and provides a range of resources to help you offer the best experience possible to your learners.

We’ve already witnessed opportunities accessed by our learners, thanks to the experience and skills they’ve gained through our placements. We’re excited to see how we can continue championing technical education within the sector. 

At the same time, our business has grown and strengthened thanks to all the individuals we’ve worked with – from apprentices to T Level and HTQ students. We hope in the future that other SMEs in the sector join us in investing in emerging talent providing them with the foundation they need to thrive. 

• Find out more about technical education routes including apprenticeships for your business. 
• Discover how ICAEW apprenticeships can help you to grow your own talent and build a pipeline of future finance professionals.