Isabella Collishaw @ Potensis – Future LDN Apprentice of the Month

Isabella Collishaw @ Potensis – Future LDN Apprentice of the Month

The winner of Tech City Stars Apprentice of the Month is Isabella Collishaw @ Potensis

LDN Group highlights a clear message of what makes an AWESOME Apprentice; they must show energy, enthusiasm, willingness to learn, ability to take feedback and propensity to take action (EEWAP). Isabella’s nomination is below:

Energy: Izzy comes to work with energy to spare for the rest of her team. Naturally she is very inquisitive and one of the reasons we selected her after her trial day with us that she asked the most questions compared to her peers. She demonstrates her energy by actively seeking work and assignments when is nearing the end or finished her previous task. Her daily repetitive tasks are so well done that we only need to catch up about them once a month in our reviews and so far we haven’t had any/many issues with these.

Enthusiasm: Izzy loves working here and she is really keen and enthusiastic to take on work and develop her own ability and understanding. A few months ago we changed her responsibilities and even moved her to a new desk as most of her work was supporting a different team. She is now fully integrated into that team and has become a vital member, freeing up others time to focus on billing.

Willingness To Learn: Izzy’s willingness to learn is evident by the sheer number of questions she asks. She wants to know how things work and why certain things happen the way they happen. Most of her questions are sensible and well thought out, she’s not asking “just because”, but there is a thought process behind the question. She also loves to learn new things, as her line manager and also the company training manager, I’ve spent a lot of time working with her and it is evident that she not only willing to learn new things but actually thrives from it. I get the feeling that she would get stagnant if there wasn’t new tasks or concepts to learn in her work. 

Ability To Take Feedback: I have no problem explaining things to Izzy. Generally I ask her once to do something or explain to her how something works and she gets it. Same with feedback. She adapts her behaviours in line with what has been discussed. So not only is she taking the feedback but she is also putting it into action on a daily basis.

Propensity To Take Action: As mentioned above Izzy seeks out new work when required but this now “normal” for her and we would expect anyone with more than 3 months experience to do this. What I would like to highlight is that Izzy is now foreseeing issues within the realm of her work. She noticed that there were some changes in the timesheets she was processing as we hadn’t received the timesheets from a number of the regular workers. For us this would mean lost or delayed business. Izzy called the workers and chased them for their time sheets. The result of this was no delay in business and no lost/missing workers’ pay, which always meant that the team she supports didn’t have to do it themselves. Another example is how on top of her coursework she is. I asked Izzy to set up a schedule and, where she can, stick to that schedule so that she stays on top of her work. She is very much ahead and continues to push and as a result she is likely to finish her coursework ahead of schedule, which means that she can focus on work for final few months of her apprenticeship and really add value to the business as a whole.

Congratulations, Izzy!

Tommy Malcheryczk @ Xantura – Tech LDN Apprentice of the Month

Tommy Malcheryczk @ Xantura – Tech LDN Apprentice of the Month

The winner of Tech LDN Apprentice of the Month is Tommy Malcheryczk @ Xantura

LDN Apprenticeships highlights a clear message of what makes an AWESOME Apprentice; they must show energy, enthusiasm, willingness to learn, ability to take feedback and propensity to take action (EEWAP). Tommy’s nomination is below:

Energy: Since joining the team Tommy has shown a desire and energy in all aspects of his work, including working as part of a team, dealing with colleagues, managers and customers alike. In short Tommy is determined to succeed.

Enthusiasm:  Tommy consistently demonstrates his enthusiasm in all aspects of the role and this includes some of the more menial (but equally important) tasks that he has been allocated. 

Willingness To Learn: Tommy listens well when being trained and has demonstrated a willingness and desire to learn new areas of work, having been trained Tommy is not afraid to ask for clarification in order to gain a full and comprehensive understanding of the allocated task.

Ability To Take Feedback; As above, Tommy listens hard and is comfortable in asking for assistance and taking advice from both colleagues and managers alike. Tommy happily takes on board suggested improvements and implements change accordingly.

Propensity To Take Action: Tommy is a self-starter and is equally comfortable working on individual tasks, identify issues and opportunities for process improvement as working coherently as part of a team. Tommy has suggested  a number of process improvements both technical and manual, some of which have since been successfully implemented.

Congratulations, Tommy!

Five Tips On How To Harness Gen-Z Talent To Supercharge Your Marketing Efforts.

Five Tips On How To Harness Gen-Z Talent To Supercharge Your Marketing Efforts.

Hire a digital marketing apprentice, they say!  

Young people today are digital natives, they’ve grown up with social media, they’re …. digital natives! 

Seldom has a statement been more misleading than this one. The truth is that it’s very unlikely that a young person will be able to walk into your business and take over the management of your digital marketing single handed.  

So why is digital marketing one of the most popular apprenticeships around for employers and young people? And how can you effectively harness the talent of a young person to supercharge your marketing efforts? 

First, you need to stop being led by the myth. The average aspiring digital marketer is not going to have the vast knowledge required to effectively build and execute your digital campaigns on their own. They will, at the very least, need the support and guidance of an experienced and knowledgeable manager. Along with a working environment where they can learn all the skills that good digital marketers need to have. 

Second, you should look for young people who have experience outside of social media platforms, and focus your attention on those who can demonstrate how they have harnessed the power of social media to create something.  This could be anything from building a following on a YouTube channel to making, marketing and selling products online.  

Here at LDN Apprenticeships, we meet young people on a daily basis who have done just this. It’s not on their CV and in some cases they are even shy or embarrassed to share their achievements. 

That said, these are the young people who have applied their creativity to a real world situation and who have made something as a result. Be it a product, a following or a movement – these young people have the skills you need in your business.  

If you make the decision to hire one of these brilliant, creative young people there are some important things to consider in the process. Here are our 5 top tips: 

 

1. Make sure you identify an awesome manager 

Your Apprentice Digital Marketer will spend at least 80% of their time at work. You want to be sure that while they’re there, they’re learning new things, taking action and improving. The best way to make this work is to identify a manager who will give the apprentice the support and guidance they need. Combined with the support of your apprenticeship provider, you’ll be astonished at how much your apprentice learns in a very short space of time. 

 

2. Define the role to fill skills gaps in your existing team 

Make sure you look at your current marketing skill set. Then try to recruit an apprentice who fills some of the gaps. If you’re weak on video production, actively seek a young person who’s a talented video editor. Or if you think you could do with a boost to your copywriting capacity, look for a young person who gets your tone and writes well. Approaching it in this way, means you’re actively avoiding the pitfalls of the mythical digital native. 

 

3. Look for a self-starter 

When you meet candidates for the opportunity, talk to them about what they have done with their passion for all things digital. Have they studied something outside of school or college (there are a wealth of free and very well publicised online courses)? Have they started a business of their own? Or have they helped a friend with their digital savvy-ness. Taking action is the first step – the thing to work out is if you can harness that initiative. 

4. Put rules and structure in place to measure and manage 

When you’ve hired your apprentice, make sure you’ve got a structure in place. Making it easy to measure and manage performance. Most people (young ones included) respond incredibly positively. Knowing the why, the what, the how and the when of their job. Make this incredibly clear from the outset.

5. Give direct feedback and reward success 

If you are successful in doing 1, 2, 3 and 4, then you’ll find yourself a talented young person who is eager to learn and take action. No matter how talented they are, they will still make mistakes. It is critical that when they do, you give them direct feedback. The ability to take feedback is critical to learning and development. Finally, just as you give direct feedback, you should also reward success. This doesn’t mean throwing bonuses around, it just means giving praise when praise is due. 

 

Digital marketing will always be evolving on a day to day basis.

Recruiting young apprentices are a great way to discover new and exciting marketing opportunities for your business. Keeping one of your most important outputs to the world fresh and up-to-date.

To learn more about hiring a digital marketing apprentice into your team, check out our Tech LDN digital marketing program HERE.

Say hello to our Community Engagement Team

[vc_row][vc_column width=”1/1″][vc_column_text]You probably know that in the Spring we received permission from Lambeth Council to make some pretty awesome changes to Lansdowne, and in the middle of June, having completed our refurb, the LDN Group team relocated here. This wasn’t just about fixing up the building, it was a deliberate decision to invest in creating a beautiful space for young people in Lambeth. After all, Lambeth is where our first office was, and its a place that we feel deeply connected to.

Lansdowne has been an incredible part of our story. The building, and the local young people who visit it every day have become part of the fabric of our organisation. I can say with absolute conviction we would not be what we are today were it not for the local young people who attend our youth service, community groups who use the building and partners who have supported us.

That’s why I’m particularly excited to say that our investment continues. And this time, we’re not announcing changes to the building, we’re introducing some awesome members of our team.

Leigh-Ann Ncube (@LeighsBliss) joined us in July as our Community Manager, having previously worked at the O2 ThinkBig Hub in Hoxton. Leigh-Ann is responsible for running our youth service and she’s going to be doing some awesome work to add new and exciting activities to our provision, engaging with more young people and giving them the opportunity to thrive and grow. She’s also going to be working closely with the rest of our team to ensure that we bring our expertise in digital apprenticeships to our young members. It’s exciting times!

Next up is the mighty Ana Paola Oliveira-Gomes. Ana has worked with us for a couple of years now. She’s a sessional youth worker for our evening and holiday youth service, and also helps us to look after all of the wonderful community groups who use the centre out of hours. She’s the friendliest, bubbliest and most awesome addition to our team. And the fact that’s she’s fluent in Portuguese, Spanish, French and English is a wee bit of a help! If you’ve not met Ana, I promise you’ll know when you do. She’s a force of nature!

Finally, our most recent addition – Aaron Nziambu. Aaron joined the LDN Group on Monday as our Community Engagement Apprentice. You’ve probably noticed that the Enterprise LDN twitter feed has had some new life breathed into it – that’s Aaron’s doing. In addition to this, Aaron will be supporting our qualified Youth Workers in evening youth service and working towards his own Youth Work qualification. He’s also going to be supporting Leigh-Ann running various events and activities for young people.

We’re looking forward to wheeling the team out more often, and to giving you the opportunity to get to know them all over the coming months. Please join me in giving them a very warm welcome.

If you think there is something that they can help you with, or if you want to get more involved with the LDN Group Community @Lansdowne, please get in touch with Leigh-Ann on leighann@ldngrp.co[/vc_column_text][/vc_column][/vc_row]

Enthusiastic young people. Inspiring modern teams. Skills for a digital world.

We believe that young people are remarkable, and that they have the potential to help businesses achieve remarkable things.

7 years ago I sat down and registered a company. Little did I know where we would one day end up…

Today, the LDN Group helps businesses to harness the talent of hundreds of young people every year. We devote all of our energy, enthusiasm and resources to supporting brilliant 16-23 year olds into their first career job and our awesome learning and development team help them to build their skills and confidence while in work.

To celebrate our 7th birthday, i thought i would write a quick post about what we do, and why its AWESOME.

1. We create opportunities for young people to work in inspiring, modern teams

We work with the best employers to build high quality apprenticeships, giving young people the best possible chance of success. Apprenticeships should be the start of a successful career and young people undertaking our apprenticeships are assured that they will be working for a great employer doing a job which will give them an outstanding start in their working life.

2. We deliver the brilliant ‘Career Kickstarter’ programme – THE BEST recruitment process for hiring young talent.

Career Kickstarter is a structured event where pre-screened and trained young people meet employers face to face. The entire process is free of CVs. Instead, employers are encouraged to assess candidates based on their #EEWAP (Energy, Enthusiasm, Willingness to learn, Ability to take feedback, Propensity to take action). Skills, aptitude and cultural fit are assessed at work trials, which are coordinated by LDN Group and which replace traditional job interviews.

3. We offer apprenticeships with digital skills embedded in all of them, exclusively for 16-23’s

Business and tech apprenticeships with digital skills at their core. Alongside training for a particular job function, apprentices learn to use digital technologies to be more productive, adding value and driving innovation in the company where they are employed. We use Pluralsight and will soon be rolling out LinkedIn Learning to ensure that our apprentices continue to have access to world class learning content in every topic imaginable.

Pathways are available to suit almost any entry level office-based role, from sales to software development.

4. We provide the best coaching and support to our apprentices, and extra curricular activities which develop soft skills

Qualified and experienced tutors provide high-impact coaching and support to each apprentice, guiding them when things get tough and pushing them to achieve their best every day. A structured programme of one-to-one reviews, online coaching sessions and off-the-job training together with educational extra-curricular activities gives apprentices access to a network which will form the foundation of their career.

If you are interested in finding out how your business could invest in developing talent through an apprenticeship please visit LDNGrp.co or drop me an email simon@ldngrp.co and we can setup a conversation.