Skills shortages continue to dominate conversations across almost every industry. While many organisations are focused on recruiting experienced talent today, Sandra Hill believes the bigger challenge is making sure those experienced people exist tomorrow.
We asked Sandra to share why apprenticeships matter and what businesses should be thinking about now.
The Challenge Started Long Before AI
If I’m honest, I don’t think this is really an AI issue.
AI has become the headline because it’s changing the way businesses work, but I believe the challenge started long before AI entered the conversation.
For years, we’ve been reducing the number of apprentices, graduates and young people coming into our businesses. At the time, those decisions often made sense. Companies were under pressure, budgets were tight and recruitment was one of the first things to be scaled back.
I remember seeing it happen after the financial crisis in 2008, and then again around 2019. It wasn’t unique to one industry either, it happened across the board.
The trouble is, decisions like that don’t just affect today. They shape the workforce you’ll have five or ten years from now.
Every week I speak to businesses looking for experienced engineers, transformation leaders, operations professionals and specialists. They’re asking the same question: “Where have all the experienced people gone?”
The answer is often quite simple.
If we stop investing in people at the beginning of their careers, we can’t be surprised when there aren’t enough experienced professionals further down the line.
Building the Future Workforce Starts Today
One of the biggest conversations I have with clients is around skills shortages.
They’re looking for people with five or ten years’ experience, but there simply aren’t enough of them in many sectors.
That’s because experience has to be developed.
Nobody starts their career as a director, an engineering manager or a transformation leader. Every experienced professional was once an apprentice, a graduate or someone starting their first job.
Somebody gave them an opportunity.
Somebody invested in them.
That’s why I always encourage businesses to look beyond the vacancy they need to fill today and think about the people they’ll need leading their organisation in the future.
For me, apprenticeships have never been about filling junior roles.
They’re about developing future managers, technical specialists, directors and business leaders.
“You can’t recruit someone with ten years’ experience if nobody invested in them ten years earlier.”
We Need to Inspire Young People Earlier
Another area I think we need to improve is how we introduce young people to careers.
A couple of years ago, I visited a school in Manchester to talk about engineering.
I asked the students what an engineer did.
The answer I got was, “Someone who fixes cars.”
That really stayed with me.
Manchester has an incredible engineering heritage, yet many young people still don’t understand the variety of careers available, not just in engineering, but across manufacturing, technology, operations and so many other sectors.
That’s not because they aren’t interested, it’s because we aren’t showing them what’s possible.
Businesses do a fantastic job of working with universities and colleges, but I think we need to start much earlier. We should be talking to children while they’re still at school and helping them understand the opportunities available before they’ve already decided which path they’re going to take.
University is the right choice for some people.
Apprenticeships are the right choice for others.
Neither route is better, they’re simply different, and both have an important role to play.
Investing in People is Investing in Your Business
Some of the most successful leaders I’ve worked with didn’t follow a traditional academic route.
They started as apprentices.
They learnt on the job, built confidence, developed their technical expertise and progressed because somebody believed in their potential.
That’s why I see apprenticeships as one of the best long-term investments a business can make.
You’re not just recruiting for today’s vacancy.
You’re building the capability your business will depend on in the years ahead.
Sandra’s Advice
If there’s one question I’d encourage every business leader to ask themselves, it’s this:
Who will be leading our business in ten years’ time?
If the answer isn’t clear, perhaps it’s time to look at what opportunities you’re creating today.
For me, apprenticeships have never been about filling junior positions.
They’re about creating opportunities, developing skills and giving people the chance to build rewarding careers.
Because today’s apprentice could easily become tomorrow’s managing director, operations leader or transformation specialist.
That’s why apprenticeships matter.
If you’d like to discuss succession planning, leadership hiring or building future capability within your organisation, get in touch with Sandra Hill.
A recent article from The Independent highlighted an interesting shift in the UK job market. Demand for people-focused roles such as nannies and au pairs is rising, while some traditionally stable sectors are beginning to slow down.
Although these trends may appear unrelated at first, they point towards a much bigger conversation about the future of work and the growing importance of human skills.
As businesses continue adapting to AI, automation, and rapidly changing technology, many employers are starting to recognise that technical expertise alone is no longer enough. Human skills are becoming one of the most valuable assets in the modern workplace.
Why Human Skills Matter in the Future of Work
Technology is transforming how businesses operate. AI tools can improve efficiency, automate repetitive tasks, and support decision-making faster than ever before.
However, despite these advancements, businesses still rely heavily on people.
Communication, emotional intelligence, adaptability, leadership, and relationship-building remain essential for creating strong teams and positive customer experiences. These human skills are difficult to automate, which is why they are becoming increasingly valuable in the future of work.
While technology can streamline processes, it cannot fully replace empathy, trust, and genuine human connection.
The Growing Importance of Emotional Intelligence
One of the biggest shifts happening in the workplace is the increased value placed on emotional intelligence.
Employers are looking for professionals who can:
– Communicate clearly
– Build strong relationships
– Adapt to change
– Collaborate effectively
– Support and motivate teams
– Handle challenges professionally
These human skills help businesses create stronger cultures, improve retention, and build long-term success.
As AI continues to evolve, emotional intelligence may become one of the defining qualities that separates great leaders and employees from the rest.
AI and Human Skills Can Work Together
The conversation around AI often focuses on replacement. However, many businesses are beginning to see AI as a tool that supports people rather than replaces them entirely.
The future of work will likely involve a balance between technology and human capability.
AI can improve productivity and automate repetitive tasks, allowing employees to focus more on strategy, creativity, communication, and leadership. In many industries, this could make human skills even more important than they are today.
Businesses that successfully combine technology with strong people skills are likely to have a significant advantage moving forward.
What Businesses Should Focus on Next
As workplaces continue to evolve, organisations may need to rethink how they hire and develop talent.
Technical knowledge will always matter, but employers should also focus on developing:
– Emotional intelligence
– Communication skills
– Leadership ability
– Adaptability
– Collaboration
– Problem-solving skills
Investing in these areas can help businesses create stronger teams that are better prepared for the future of work.
Final Thoughts
The workplace is changing quickly, and AI will continue to shape how businesses operate in the years ahead.
However, one thing remains clear: human skills are becoming more valuable, not less.
The future of work may be powered by technology, but it will still depend on people who can connect, communicate, lead, and build trust.
That is something technology alone cannot replace.