Digital Marketing Stories

Digital Marketing Stories

Our Digital Marketing Apprenticeship programme allows our apprentices to really show their creative side as well as make a huge impact within the variety of different employers and companies they work for.

We asked some of the businesses we work with about the AWESOME Digital Marketing Apprentices they’ve taken on board and what they’ve done to boost their marketing efforts since starting their apprenticeship with them!

 

 

Danielle Samuel

Bespoke Curtains & Blinds

Digital Marketing Apprentice

 

Danielle has been at Bespoke Curtains & Blinds for almost six months and was brought in by co-owner Stuart Murphy and the team to seriously raise the boutique curtain and blind company’s online presence.

After meeting Danielle at our Career Kickstarter in October of last year, we asked Stuart how Danielle has been getting on and how she has impacted the business so far.

“Danielle has been a breath of fresh air to the company” said Stuart.

“She has a wonderful and pleasant nature and has integrated seamlessly into our small office. Her enthusiasm for digital marking is obvious!

“Danielle has overseen a complete revamp of our social media platforms. In recent meeting, she expanded on the different analytics and programs she has introduced to help raise our profile and track the development. I found this remarkable! We have already seen positive feedback and Danielle has already put forward ideas on how we could continue to improve our presence.

“Given we are a small team, Danielle is left to her own devices in many respects. When given different tasks, she carries them out efficiently and nearly always at the first time of asking. In addition to this, Danielle continuously introduces new ideas and methods and has begun to create a genuine and important role within our company which quite simply did not exist before her arrival.”

Annabelle Harris

Clarion Housing

Digital Marketing Apprentice

 

Clarion Housing is the largest housing association in the UK, so anyone introduced to the marketing team would need to get up to scratch quite quickly! Something Annabelle had no problem in doing and certainly raised herself to the task!

We asked her line-manager and Clarion’s Digital Marketing Executive Ronika Ponja about the immediate impact Annabelle has made within such a large company and a big marketing team.

“Annabelle is incredibly polite and friendly to everyone she comes into contact with at Clarion!” said Ronika.

“She has become a part of the Digital team very well and knowing she has a creative hand, I have given Annabelle a number of tasks that require creativity and each time she has been extremely excited to start work. On most occasions she will go above and beyond to research tools before the meeting itself to ensure she is prepared and ahead of the game. Energy we like to see at Clarion!

“Annabelle has had to learn a large number of new systems since joining our team and as a kinaesthetic learner, she learns while actioning things and this has worked very well when I have provided training for her. She has understood how to html code text into our CMS system quickly.

“We recently held a large event for over 100 people for apprenticeship week and Annabelle took it upon herself to plan a social media campaign for this. This involved creating a content calendar and also a brief for the marketing team to pull together useful assets.

“After the campaign was complete she started to pull together data to analyse whether the campaign created an uplift in the number of page views to our apprenticeship pages on our website and if it effected our social media data at all. Great work by Annabelle. She is a great help to the team!”

Scarlett Clarke

Shocklogic

Digital Marketing Apprentice

 

Shocklogic have been a long-standing partner with us for a number of years and having taken on apprentices within various roles within the company, Scarlett landed a job with fellow Lambeth neighbours Shocklogic almost one year ago!

We talked to her fantastic line-manager and Media and Marketing Coordinator Maggie Bruk about Scarlett’s time at the event management company based in Brixton.

“I have taken a few LDN Apprentices since working with Shocklogic and Scarlett is the youngest.” said Maggie.

“She has a lot of confidence for her age, and she brings some very welcome energy to the team. She has been a team member onsite in Paris, where they worked 14 hour days (over the weekend!), and she handled this pressure very well.

“Scarlett has learned so many new skills and responsibilities since she started and she has tackled them head on. This ranges from writing copy, to coordinating suppliers, and taking ownership of our social media strategy.

“She acknowledges and notes down all of her tasks as they are given to her, and will always ask if she has questions to make sure she delivers her tasks to the highest standard. She is not shy to speak up and give her opinion during our full team meetings (with sometimes up to 40 people present), and has proved in this short time to be a very valuable member of our team.”

 

If you’re thinking of HIRING an apprentice with us, click on the link below to discover more!

If you’re thinking of BECOMING an apprentice, click on the link below and find out how!

Why Breaking The Stigma Around Apprenticeships Can Benefit Young People And Businesses Alike.

Why Breaking The Stigma Around Apprenticeships Can Benefit Young People And Businesses Alike.

It’s all about choice! 

 

Since the introduction of the modern-day apprenticeship programmes, there has been a lot of debate on which route of further education is more valuable for young people – apprenticeships or university? 

 

The simple answer is both!   

 

Everyone has different learning styles. They should have the choice to follow the path they will get the most benefit from. Not the path parents, teachers or society chooses for them. 

 

When I first started working in apprenticeships it was perceived as the last resort. Attracting candidates that had no other choice.  

 

I’m pleased to say now that this ‘last resort’ attitude has moved on. Now employers are seeing the benefits of hiring young talent into their teams. Bridging much-needed skills gaps and watching someone develop and reaching their full potential. 

 

However, there is still work to be done in getting the message out that apprenticeships are a genuine alternative to university.   

 

Recently on A-level results day, I was disappointed to read some of the posts on social media belittling apprenticeships. Posts such as ‘Don’t worry if you didn’t get the grades you needed, you could always do an apprenticeship!’  

 

It can be damaging for young people to read throw-away comments and think apprenticeships are a lesser alternative. Young people should be presented with every available opportunity to them. Remarks such as the one above go a long way to blocking those opportunities, which is a huge shame. 

 

Further Proof There Is Talent In Apprenticeships.

 

There is so much young talent out there today hungry to kickstart their careers.  We see this week in, week out at our Career Kickstarters. Employers love coming along to these so they can experience and feel the energy and enthusiasm of young people today.  The statistics we receive back from employers prove this. 

 

100% of employers who attend a Career Kickstarter say they think it is a positive experience and one they think is helpful in terms of recruiting an apprentice.  

 

By ditching the use of CV’s and inviting employers along to kickstarters, it also eliminates unconscious bias that could come into play by reading a CV alone. On average, employers who attend a Career Kickstarter offer formal interviews to at least three candidates.  

 

These same candidates are applying for jobs, only to be screened out because they do not hold a university degree – whether it’s relevant to the job role or not.  This now means that not only are young people missing out on an opportunity, employers are missing out as well! 

 

Recruiting in youth and generation-z provides an untapped pool of talent that companies need to not only grow their business but future-proof it as well. Overall, of the employers that do attend a Career kickstarter, three out of four end up hiring an apprentice they met on the day.

 

I understand that some people want to go down the university route. To experience life and come out with a degree that may be relevant to their chosen career path. This isn’t every young person or school leaver’s choice of further education though.  

 

For them, it’s all about choice. And that’s just what an apprenticeship provides for young people. 

Capacity & Training Time: Overcoming The Barriers To Hiring An Apprentice.

Capacity & Training Time: Overcoming The Barriers To Hiring An Apprentice.

Teaching, training, developing and mentoring people on the job, providing them with valuable skills and watching them grow in their chosen career path.

 

These activities have been a passion of mine in every job I have ever had. It has given me job satisfaction throughout my career.

 

So, when I was given the opportunity to work for an apprenticeship provider as a Business Development Executive, I thought all my Christmases had come at once!

 

When I accepted the offer, I thought to myself: “this should not be difficult. Surely all businesses – small, medium or large would be on my wavelength and understand how taking on apprentices helps businesses to grow.”

 

However, since starting I’ve learned that it’s not quite so simple.

 

The most common objection I’m encountering which is stopping potential clients from taking on an apprentice is a lack of capacity.

 

That’s a broad word. What is meant by not having the capacity? Is it desk space? Your organisation structure? Time?

 

Second on the list of objections is the extra time clients will need to spend training and coaching the apprentice. Of course we’re all busy – time is money, after all – but when was the last time you took on a new hire who didn’t need loads of training and support up front?

 

So What Are The Objections?

 

First, let’s think about the issue of a lack of capacity. Yes, employing an apprentice means commitment. Initially, an apprentice will need guidance and support, just like any first recruit you hire. They will also need to spend some time working towards their qualifications and attending workshops.

 

On average, three months into an apprenticeship, our apprentices can effectively execute the majority of the duties in their role with minimal supervision. This means within a short period of time, apprentices are effectively taking on non-critical tasks which free up more senior people in the organisation. Et voila (yes, I’m French) – capacity becomes less of an issue.

 

As an objection, capacity is therefore somewhat counterintuitive. Taking on an apprentice might seem like a lot of work at first. But we know that the vast majority of our clients see a marked increase in the productivity of their teams as a result of hiring an apprentice.

 

What Are You Waiting For? 

 

Next, let’s have a think about objections around training up an apprentice. Of course, training takes careful planning and time to execute as well. As a result it’s costly.

 

However, training up new employees is a fundamental part of the onboarding process for any growing business. The importance of ongoing on-the-job training and CPD is an undisputed must-have for firms like yours.

 

If onboarding training is a given, what about on the job training? It doesn’t need to be as complicated or structured as you might think.

 

Imagine a master bricklayer of yesteryear and her apprentice. The master bricklayer would have taught her apprentice every trick, tool and skill of the trade during the course of the apprenticeship. In the same way, your apprentice will want to soak up all of the experience and knowledge in your organisation.

 

And fortunately, it’s not yesteryear anymore. Modern apprenticeships are supported by highly experienced, high quality providers who are there to support you and your apprentice. So, alongside your in-house training, your apprentice will get loads of incredible training from their apprenticeship training provider.

 

Good providers will ensure that the apprenticeship training is closely aligned to your business objectives and they’ll teach marketable skills which make apprentices more productive.

 

Overall, apprentices bring a new energy, perspective and dynamic to the workplace. Investing in young people today and understanding that these young people are the workforce of the future will protect your business from skills shortages, develop your organisational culture and bring diversity to your team.

 

Don’t object – get involved!

Adam Hunt @ District4

Adam Hunt @ District4

Recruitment company District4 hired their very first apprentice in October last year and introduced Adam Hunt as their awesome new Digital Marketing apprentice!

 

There are a number of fantastic apprenticeship stories within the awesome businesses we work with at LDN Apprenticeships and it’s always great to place young people into jobs around London with brand new companies.

 

We discussed their roles and how Adam has helped District4 progress as a business and helped them compete within the highly competitive recruitment industry.

Adam started by telling us about why he applied for an apprenticeship and the choices he had to make.

“I decide to do an apprenticeship because I went to uni last year and I didn’t feel like it was for me.

 

I work better by actually doing practical work alongside the learning process, so an apprenticeship was much better for me personally.”

After making the big decision to leave university and kickstart his career with an apprenticeship, it was now time to get a job!

Adam met Kyle at our Career Kickstarter event, who was attending alongside several other employers looking to recruit an apprentice into a digital marketing role for his team.

Amongst a strong group of potential digital marketers, Adam stood out amongst them. Kyle felt he would be a perfect fit for the District4 team.

“What convinced me to recruit Adam was meeting and interviewing him at the Career Kickstarter,” said Kyle.

 

“Spending time with a different group of potential apprentices and seeing different skills was a big part of the hiring process.

 

“Then after seeing Adam’s skills really shine when given different tasks during his work trial for us, we felt like he was a really good cultural and skills based fit”

Within the ever-changing world of recruitment, it is important for recruitment companies to keep up and evolve its business for the digital world.

Kyle went on to talk about the tasks and jobs Adam has taken over since starting at District4 and the weight it has lifted off his shoulders, not to mention the time it has saved not only him, but the company as well. 

“Before Adam joined, I was responsible for all of our social media and the planning of our community platform!

 

“He has now taken on both of these roles to great effect. He owns them completely and has freed up an incredible amount of valuable time.” 

Adam explained to us in more depth about those tasks he has taken over and how he has become such an integral part of the District4 team in such a short space of time.

Taking over the marketing side of the business and implementing new strategies and ideas was certainly a big task and Adam knew this was an opportunity to show his passion for marketing.

“No one else was really marketing here, so I pretty much had to do everything myself. So it’s really good to understand the concept and different strategies the I can use.

 

“I’ve also been a part of creating big projects in the first few months as well. We did a series called ‘Why Move’, which is all about relocating to different areas of the world which I wrote the copy for and marketed.

 

“I also created the infographic that was shown at our awards night and seen by the whole company, so that was really enjoyable to create as well.”

The world of recruitment is changing and District4 are evolving with the times. The days of hitting the phones and talking to as many people as possible are still a huge part of recruitment, but the advances in technology and online recruitment mean there is a huge area of potential expansion.

Now Adam is settled into the role and embedded into the team, Kyle can now begin to see the benefits in recruiting a digital marketer for his sales pipeline.

He talked to us about his decision to recruit a young person studying digital marketing, as opposed to a ‘traditional’ recruiter.

“For Adam’s role, it isn’t about the recruitment experience and the ability to recruit. It’s really about communication with our community as a talent, so having someone who isn’t focused on recruitment allows them to build a much easier relationship.

 

“From that, we’ve seen a lot of positives. We’ve brought in new clients from events that Adam has been a part of running and we’ve certainly seen a huge uptake in our followers on Twitter and LinkedIn. Social media presence really does make a huge difference.”

By introducing Adam to the team, Kyle took advantage of an untapped pool of talent he wouldn’t have been able to find without hiring an apprentice.

There was a well thought out recruitment structure when deciding to hire an apprentice, with the idea of not only bringing in fresh ideas but changing the team dynamics upon his arrival as well.

 “We could have gone and tried to find someone with experience but I think they would’ve brought a very rigid view of how to do things.

 

“Having someone come in without the experience but a lot of new ideas has allowed us to really try different things.

 

“Adam is now an integral part of the team. He’s very keen to own parts of the role confidently and delivers on them consistently.”

Adam and his team at District4 are a brilliant example of how apprenticeships work for businesses and for young people.

Recruitment is a highly competitive business and by hiring Adam, Kyle and the team are futureproofing their business by and injecting new ideas into the company with a digital marketing apprentice.

Congratulations to Adam on his continued success and thank you to Kyle for all of the continued support he has given to him.

If you’re thinking of HIRING an apprentice with us, click on the link below to discover more!

If you’re thinking of BECOMING an apprentice, click on the link below and find out how!

Reuben Bell @ Clarion Housing Group

Reuben Bell @ Clarion Housing Group

With various offices around London, we went to see Reuben Bell in Clarion’s South London office, where Reuben is currently on our Future LDN programme as a Data Analyst apprentice at the largest housing association in the United Kingdom.

There are a number of fantastic apprenticeship stories around all of the awesome businesses we work with at LDN Apprenticeships and having built up a great relationship with Clarion Housing Group – who currently have three LDN Apprentices on their books – it was the perfect place to head for our case study series!

So we popped into their office to talk to Reuben about his decision behind starting an apprenticeship and what’s he’s currently learning within his role.

We also caught up with his line manager Rob Cheyne – the Finance, Compliance and Audit Coordinator at Clarion – to get his thoughts on hiring apprentices and how recruiting an apprentice like Reuben can benefit the business and his team.

Reuben started by telling us why he chose to do an apprenticeship and his decision to leave University after realising he wasn’t enjoying the course he had enrolled in.

“I wanted work experience and since this was my first job, I wanted something that would give me the necessary experience and confidence to flourish in this sort of environment.” Said Reuben.

 

“Within the first year of university, I realised I didn’t have much of an interest in what I was doing. I didn’t feel like I had a sense of direction and it wasn’t benefiting me. It was very expensive, so I decided to leave university and try a different path into work.”

After making the big decision to leave university and kickstart his career with an apprenticeship, it was now time to get a job!

Rob attended a Career Kickstarter day at our Lansdowne offices to recruit someone to work closely with him and help out with tasks and jobs as well as relieve some of the workload from his shoulders.

“We got to see a whole group of apprentices and what attracted me initially to Reuben was his knowledge and his attention to detail.” Said Rob

 

“He also seemed very level headed for someone at his age. This stood out for me massively when recruiting Reuben.”

After going for a work trial with Rob and Clarion, Reuben received the news he had been hoping for and got the job offer, meaning he could now start his apprenticeship journey with us!

Working in an office was going to be a completely new environment for Reuben and something he’d need to grasp relatively quickly. He explained what it was like learning the ropes when he started within his new role.

“It was a combination of ease and a bit of a challenge!

 

There were things I picked up quite quickly and enjoyed. It was mainly things like office etiquette which came as a bit of a shock.

 

Managing my time was especially difficult at first. It was very different to what I was used to but everyone was so helpful and welcoming, so the bedding in process was a really nice experience for me.”

Rob also enjoyed helping Ruben adapt at Clarion and got a lot out of helping someone at such a young age acclimatise into the workplace.

“The really enjoyable thing about having an apprentice in your team is helping them adapt into their first taste of work. 

 

Reuben has been great at learning new skills and taking things on board and it’s been great seeing somebody learn from small errors and improve their confidence over a short space of time.

 

To see him grow and mature in confidence is so rewarding.”

In conjunction with his role at Clarion, Reuben is also learning skills and gaining qualifications at our Lansdowne Training Hub with his Learning Development Specialist, Dharam.

The Digital Project Admin pathway teaches apprentices valuable skills that can be transferred over into the workplace. Allowing Reuben to gain the knowledge and confidence needed to help Rob and the team at Clarion.

“The admin pathway has allowed me to develop my project planning skills and plan assignments around my working life.

 

Understanding how much time I’ll need to complete certain things and how that will effect the end goal in a specific space of time has been really helpful.

 

My biggest achievement since starting my apprenticeship has not only seen me boost in confidence, but also my organisational skills. I certainly feel much more comfortable in a professional environment.”

With Reuben now almost one year into his role at Clarion, it’s fair to say recruiting him into the data analyst role has been a huge success!

He is now able to save Rob and his team an incredible amount of time and lift the workload off of more senior members of staff.

“Reuben has saved us heaps of time!

 

We receive a lot of queries on a daily basis and he is always on top of addressing those, taking a lot of work out of my hands.

 

That’s helped me tremendously because I can now focus on more strategic issues like building and developing relationships.

 

Instead of looking down and rushing around trying to deal with data enquiries, I’m able to look up and support my programme lead.”

Having had Reuben by his side and helping for the past year, Rob shared some advice for other businesses who may be looking to hire and introduce an apprentice into their team.

“I would definitely recommend hiring an apprentice.

 

It’s been a great experience and it’s a really good opportunity to give somebody their first taste in work.

 

It has been interesting meeting other employers that have said to me they found apprentices have actually been more beneficial than their permanent staff!

 

I would definitely go back and recruit apprentices.”

For Reuben, the experience of learning and developing within the workplace has already seen his skill set and confidence increase so much in such a short space of time.

So what advice would he give to someone who’s thinking of taking up an apprenticeship?

“I’d definitely say do it!

 

“It’s not easy all the time, but it’s certainly worth the experience. Your confidence will just grow because you’ll always be challenging yourself and doing new things.

 

You can only really gain from an apprenticeship!”

Reuben and his team at Clarion Housing Group are a brilliant example of how apprenticeships work for businesses and for young people. Highlighting the need to futureproof their business with young talent and inject new ideas into the company.

Congratulations to Reuben on his continued success and thank you to Rob for all of the continued support he has given to him.

If you’re thinking of HIRING an apprentice with us, click on the link below to discover more!

If you’re thinking of BECOMING an apprentice, click on the link below and find out how!

LDN Apprenticeships #WomenInTech @ Aspect Capital

LDN Apprenticeships #WomenInTech @ Aspect Capital

Did you know only 17% of the current roles in tech within the UK are filled by women?

We are inundated with applications at LDN Apprenticeships from young women looking to kickstart their career in tech roles such as Software Development, Digital Marketing and IT & Support.

There is currently a 50/50 split of male and female applicants for our pathways. So why is there such a gap in diversity within the current tech workplace in the UK? It’s time for something to change and bridge the diversity gap!

We teamed up with Aspect Capital to provide a unique work experience day for seven AWESOME young software development candidates who applied for an apprenticeship with us! The day was packed with talks, Q&A sessions and workshops provided by the top tech talent currently working within the tech department at Aspect Capital. They were able to provide valuable insight into their experiences in becoming a software developer and the roles and tasks they play within the company.
My’a Douglas and Emily Bamford were two of the young women who attended on the day and found the workshops and talks hugely beneficial as part of their early development into starting a career in software development.

“I found the whole day very informative and professional” said Emily.

 

“I’m going to go away with a lot of information and feel a lot more confident in going home and doing my own coding! It will also help me generate more ideas and conduct more research into software development.”

My’a agreed that the knowledge she’s going to take away from the day and the workshops they participated in were hugely beneficial and completely different to what she has previously done!

I really enjoyed today! It was a lot different to what I’ve previously learnt and I’ve gained more hand on experience and learnt new languages as well!

 

I loved the workshops and what I learnt from them but it was also interesting to see how the company works and what roles software developers play in Aspect Capital.

Gemma Hagen is the lead developer within the software development team at Aspect Capital and being one of the 17% of women currently working in tech within the UK, was the perfect person to give advice and call on her own personal experiences.

 “We wanted to give them a bit of insight into what type of opportunities there are in the industry and what being a software developer is like.

 

I think software is still unfortunately stereotyped as an industry that is better suited to males. 

 

Obviously, I am a girl in software development and I strong heartedly disagree with that notion!

 

Anything that encourages women into the industry is hugely beneficial for everyone in it.”

Events like our #WomenInTech work experience day at Aspect Capital go long way in helping bridge the diversity gap and end the stigma surrounding the tech industry that still exists.

Allowing our candidates to experience and spend time with those who currently work within the tech industry on a professional platform gives them an opportunity that many young women before them may not have had.

The next step is now getting these eager and enthusiastic young women into tech roles across London and allowing companies to reap the benefits of injecting fresh talent into their teams and futureproofing their business.

Thank you to everyone at Aspect Capital and to the seven AWESOME young women who attended on the day and made it such a rewarding event to put on. It’s time to bridge the diversity gap!

If you’re thinking of HIRING an apprentice with us, click on the link below to discover more!

If you’re thinking of BECOMING an apprentice, click on the link below and find out how!