Employers, policymakers and young people got together to discuss the rapidly evolving apprenticeship landscape. Anne-Marie Campion, ISE Insights Manager, reflects on the highlights.
The apprenticeship landscape is undergoing its most significant transformation since the introduction of the levy in 2017. Policy reform, changing demographics and rapid technological developments are reshaping how employers attract, recruit and develop early careers talent.
ISE’s Apprenticeship Conference explored what these changes mean in practice. The day was characterised by energetic debate, candid insights and some bold challenges to conventional thinking.
Here are some of the key themes that emerged.
Navigating apprenticeship reform
There is no doubt that the pace of change in the apprenticeship system is creating uncertainty for many employers.
Delegates spoke candidly about the challenges of adapting to evolving policy frameworks. Several noted the risk that frequent changes can create confusion for both businesses and young people. As one attendee commented, shifting ‘goalposts’ can make it harder for organisations to plan long-term programmes and for potential applicants to understand their options.
Despite these concerns, the conference provided a valuable opportunity for employers to hear directly from policy leaders and ask questions about the direction of travel.
Skills England, which replaced the Institute for Apprenticeships and Technical Education in June 2025, is responsible for implementing – not setting - government skills policy.
Carmel Grant, Deputy Director, outlined the organisation’s shift towards stronger regional and local collaboration, marking a departure from the more nationally focused approach. Its remit includes:
- Providing data and insights to support policymaking on skills, migration and labour market needs
- Acting as the authoritative voice across government on current and future skills requirements
- Simplifying the system so employers can recruit and train the workforce they need
- Using data to develop and refine training solutions for young people and adults
- Responding to employer demand for skills
- Working with stakeholders to co-create training solutions at national, regional and local levels
Delegates also heard updates on apprenticeship assessment reform, designed to streamline the process while maintaining quality. As with many reforms, however, details are still evolving.
Join our webinar on this subject on March 25 to hear more.
Apprenticeship units and the ‘pivot’ to young people
One of the most anticipated topics at the conference was the introduction of apprenticeship units. During a panel discussion chaired by ISE Joint CEO Stephen Isherwood, Emily Rock (St Martins Group), Nicki Hay (Skills England), Evie Matthews (CBI) and Simon Ashworth (AELP), discussed progress and ongoing uncertainty.
The introduction will be phased from April, initially focusing on a limited number of sectors - primarily AI and digital, and engineering - with predefined knowledge and skills outcomes. Expansion into areas such as construction and healthcare is expected to follow.
The Department for Work and Pensions appears likely to take a test and learn approach, meaning the first version of apprenticeship units may evolve significantly over time.
The overall direction of travel for apprenticeships suggests that funding will increasingly be aligned with priority skills and with those under 25.
However, uncertainty remains around the future funding landscape - particularly for upskilling and possibly too for degree apprenticeships. Questions raised during the conference included whether young people might eventually be required to contribute financially to degree apprenticeships, and how the Lifelong Learning Entitlement (LLE) will interact with apprenticeship funding.
Gianina Harvey-Brewin explored LLE implications for employers in an earlier article.
One statistic presented during the day underlined the scale of the challenge ahead: employers would need to triple their apprenticeship hiring to address future skills shortages and demographic change. By 2032, there will be around one million fewer children in schools, shrinking the future talent pipeline.
Notably, none of the employers present indicated that such a dramatic increase in hiring was currently part of their plans!
Managing the surge in applications
A practical challenge facing many early careers teams today is the unprecedented numbers of job applicants, many supported — or generated — by AI tools. Yet in most organisations, teams have not been given additional resources to manage the surge.
Historically, large applicant volumes were often seen as a sign of success. That mindset is changing. As one speaker put it, “Quantity is flattery. Quality is sanity.”
Employers are experimenting with different strategies to manage demand:
- Closing applications earlier once thresholds are reached
- Raising benchmarks within online assessments
- Increasing qualification requirements
However, each of these approaches has potential drawbacks.
Early closure can disadvantage less well-connected students who may apply later after carefully researching options. Raising testing benchmarks can unintentionally exclude some groups. And increasing qualification requirements risks creating arbitrary barriers if those credentials are not genuinely necessary for the role.
Throughout the day, one consistent message emerged: young people want meaningful human connection with employers.
They want opportunities to understand organisations, their culture and values, and what the role actually involves before applying.
Many employers are therefore focusing more effort on the top of the recruitment funnel, using events, outreach activities and digital platforms to provide clearer and more realistic insights into careers.
A particularly memorable session came from West Midlands Police, which shared how it uses social media platforms to reach young people who may never have considered certain careers. By challenging assumptions about who belongs in particular professions, the organisation has successfully broadened its talent pipeline.
Authenticity, however, remains critical. Students want to hear from real people describing what their job involves and how they ended up in it. Traditional polished videography doesn’t cut through.
AI: friend, foe, or both?
AI was a recurring theme throughout the conference. Just a year ago, much of the discussion focused on whether employers should try to prevent candidates from using AI in applications. That debate now feels largely settled: AI is here to stay.
Attention has shifted to how employers and apprentices can use AI positively and ethically.
Erica Farmer’s session saw delegates explore AI as a ‘thinking partner’ rather than a ‘cheat’. When used responsibly, AI can support apprentices as they learn and develop, helping them navigate complex tasks and build confidence in their roles. But effective use requires clear guidance. AI is only as helpful as the instructions and context provided to it.
Erica explored these themes and how AI can support wellbeing in an earlier article.
Several speakers also highlighted potential risks, particularly in recruitment and selection.
Access to AI tools is unevenly distributed. Candidates with greater resources, guidance and confidence may use them more effectively, potentially creating new inequalities. Emerging data already suggests that AI-assisted applications may increase bias towards male and privately educated candidates.
When combined with existing cognitive biases in recruitment, such as belonging, confidence and stereotype bias, there is a risk that technology could reinforce the inequalities that early careers programmes aim to reduce.
For employers, the challenge is to harness AI’s benefits while safeguarding fairness and integrity in hiring.
What young people told us
One of the most valuable parts of the conference was hearing from a panel of young people, ranging from Year 10 students to current apprentices.
We heard that university remains the default pathway for many students - because it is the most familiar, rather than the best option. UCAS cited university as often the back-up option if the preferred apprenticeship does not materialise.
Teachers frequently lack the time, resources or up-to-date knowledge needed to guide students confidently through alternative pathways.
Employer partnerships with organisations such as the Careers and Enterprise Company and local Careers Hubs may offer part of the solution.
Young people also highlighted their desire for greater visibility of career options. UCAS found 58% of students want to be introduced to careers they had not previously considered.
The panel also stressed the importance of recruitment processes designed to minimise bias and ensure fairness.
UCAS research, based on a survey of around 1,700 young people aged 16–19, revealed further insights into careers education:
- 30% found career advice overwhelming
- 28% said the advice they received was inadequate or limited
- 66% relied on family and friends for career guidance
- Only 50% had access to one-to-one careers support at school or college
These findings underline the continued importance of employer engagement in helping young people understand their options.
The ISE Apprentice Conference 2026 was a thought-provoking and energising event. It was clear that as reforms unfold, employers will need to remain adaptable, thoughtful and collaborative in how they design and deliver their early careers programmes.
If one message stood out, it was that apprenticeships remain a powerful route into skilled careers, but unlocking their full potential will require ongoing partnership between employers, educators, policymakers and young people.