By Stephen Wilde, Managing Director at Southbourne Rubber.
In 2017, our Yoda – also known as Jon – told me he was planning to leave the business. The news hit me hard. What would we do without him? He was a vital member of the team; one we valued both as a person, and for their technical experience and expertise.
After the announcement, our mission became clear: how can we preserve his technical know-how and upskill our staff with his unique skillset?
Apprenticeships were the solution for us. We introduced our first apprentice in 2017. They were young and eager to learn; the perfect Padawan for our beloved Yoda.
Jon and I began mentoring our apprentice and over the course of 18 months, we witnessed a real change in the both of them. The student soaked up every ounce of his expertise and for Jon, having someone to mentor and teach the tricks of the trade to reignited his passion for the craft as he saw his knowledge take root in a new generation. It was wonderful to see.
Fast forward to today and we’ve hired 14 apprentices over seven years; in fact, they now make up around 40% of our workforce.
Our success earned Southbourne Rubber, PETA Best Apprentice Employer in 2022 and recognition in the Top 50 SME Apprenticeship Employers in 2023. We were also highly commended at the National Apprenticeship and Skills Awards – South East division – in 2024.
It’s safe to say I’m a big advocate for apprenticeships. They help SMEs like us access new talent, whilst also providing opportunities to upskill existing staff and develop the next generation of business leaders.
For example, one administration apprentice we hired rose rapidly through the ranks, going on to lead an entire department after just 18 months in the business. When their boss left the company during the pandemic, they stepped up, streamlining operations and training their own apprentice at just 22 years old. Now a company director, they exemplify the leadership potential apprenticeships unlock.
With 90% of SMEs anticipating a skills gap in the year ahead – according to this year’s Skills Horizon Barometer report from Skills for Life – I would urge business leaders to explore the bounty of training and employment schemes available to them.
Apprenticeships are just one example you could explore. Whilst traditionally associated with young people and often viewed as simply an alternative recruitment method, apprenticeships are actually available to anyone over the age of 16 and can be offered to new and existing staff.
There are over 650 types of apprenticeships available in England across 15 sectors, ranging from finance and accounting to construction.
At Southbourne Rubber, apprenticeships offer more than a hiring solution: they ensure knowledge is shared across the business; they cultivate leaders; and embed resilience in our culture. We very much see investing in apprenticeships as investing in our future, and it’s a vital pillar for the continued growth of the company.
There are other training and employment schemes available to SMEs across the country, including:
T Levels Industry Placements – Hosting a T Level student on Industry Placement gives you early access to the brightest young people interested in a career in your industry, whilst giving you the opportunity to develop your workforce of the future.
Skills Bootcamps – Flexible training courses to fast-track specialist skill development for existing or new talent within your business. Available to anyone aged 19 or over.
Higher Technical Qualifications (HTQs) – HTQs are level 4 and level 5 qualifications, and are a great option for young people starting their career or adults looking to upskill or retrain.
If you want to find out more about the training and employment schemes available for your business, as well as support on how to implement these, search ‘Skills for Life’.
And to find out more about Southbourne Rubber and our apprenticeship journey over the years, click here.
