Many employers know they have a digital skills problem. Where they may struggle is in bridging the skills gap sustainably.
Across the UK, organisations continue to report difficulty recruiting experienced digital and IT professionals. Data from the Office of National Statistics shows a longstanding 32% deficit in digital skills.
Roles in data, cyber security, IT support, AI and digital marketing remain hard to fill; particularly for SMEs competing with larger employers on salary. The recent ONS data reinforces what many HR and IT leaders already know. That digital skills shortages are holding back productivity and growth.
At the same time, technology continues to move quickly. Systems change. Tools evolve. Businesses experiment with reconfiguring their workflows around AI. In many cases, hiring externally when skills shift is no longer realistic or cost-effective.
This is why more employers are gravitating towards digital skills training through apprenticeships and building capability from within.
Apart from upskilling existing staff, there is still a common misconception that apprenticeships are only for entry-level or junior positions. Digital and IT apprenticeships are increasingly used by employers to both develop their teams and bring new talent into the business.
So, how do apprenticeships work for employers in practice?
An apprentice is employed by your business and learns while working in a real role, whether they are an existing employee or a new hire. Learning is not delivered in abstract but structured around real responsibilities, real systems and real business challenges. This makes it immediately applicable to day-to-day work.
For employers, this creates a far more relevant form of digital skills training. Skills are developed in the context of your organisation, your technology stack and your processes.
Crucially, apprenticeships are funded.
Levy-paying organisations can use existing levy funds, while SMEs can access government-funded training with only a small employer contribution in most cases. This makes apprenticeships one of the most cost-effective ways to develop digital capability.
One of the biggest advantages of digital and IT apprenticeships is flexibility. Programmes can support skills development across a wide range of areas, including:
Data analysis and data-driven decision making
AI and automation skills applied to real workflows
IT support and infrastructure management
Cybersecurity and risk awareness
Digital marketing and performance analysis
Because apprentices learn within your business, training can be aligned to the tools and platforms you already use. Over time, this reduces reliance on external consultation and outsourced support, keeping knowledge in-house where it adds long-term value.
For teams undergoing digital change, this kind of digital skills training helps build confidence as well as competence. Employees are not just taught how tools work, but how to use them effectively in their role.
When employers ask how apprenticeships benefit employers, the answer goes far beyond filling skills gaps.
Firstly, apprenticeships support retention. Employees who feel invested are more likely to stay. Developing people internally creates clear progression pathways and reduces the risk of losing talent to competitors.
Secondly, apprenticeships support productivity. Skills are developed around live projects and real outputs, meaning improvements are felt during training, not just after completion.
Third, apprenticeships engender long-term workforce planning. Instead of reacting to shortages every time technology changes, businesses can build skills gradually and sustainably. This is particularly important as AI and automation reshape job roles across sectors.
Finally, apprenticeships help employers manage risk. With cyber security, data protection and system reliability becoming business-critical, growing internal expertise reduces exposure and builds operational resilience.
Many organisations rely heavily on third-party providers for IT support, data analysis or digital marketing expertise. While this can be useful in the short term, it often creates long-term dependency.
Digital apprenticeships offer a different approach. By developing capability internally, teams gain a deeper understanding of their own systems and data. Over time, this reduces external spend and ensures knowledge stays within the business.
This is another key reason why apprenticeships benefit employers being reframed as a strategic investment rather than a training decision.
The ongoing difficulty recruiting digital and IT talent is not going away. Indeed, the ONS data consistently shows that digital skills shortages remain a significant challenge for UK employers, particularly in specialist and emerging areas.
Rather than competing in the hiring market, more employers are choosing to develop their existing talent. Apprenticeships provide a structured, funded and practical way to do exactly that.
For decision-makers like yourself, digital apprenticeships offer a route to sustainable skills development without disrupting day-to-day operations.
Digital change is not slowing down. The question for employers is not whether skills need to evolve, but how.
Apprenticeships offer a funded, practical way to build digital capability internally, reduce reliance on external support and plan for the future with confidence.
Explore how our digital apprenticeship programmes can help your team grow. Speak to us to find the right course for your workforce and see how digital skills training through apprenticeships can support your long-term goals.
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