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Becoming Lambeth Made!

Becoming Lambeth Made!

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Lambeth Council and LDN Apprenticeships are working together to create at least 100 new apprenticeships for young residents of Lambeth, working for companies in and around Lambeth.

We believe that young people in Lambeth can achieve awesome things, which is why we’ve partnered with the ‘Lambeth Made’ initiative. Lambeth Made is an opportunity for local residents to gain extra career support whilst applying for an Apprenticeship with us.

Since starting the collaborative project in May 2019, we have guided Lambeth candidates into face to face networking events with employers from Lambeth and Central London.

 

We caught up with a group of current Lambeth residents going through each stage of an apprenticeship with us. Kindness Adezor is one of the many Lambeth candidates who have been supported throughout their time here at LDN Apprenticeships.

Living in Herne Hill, Kindness heard about perusing apprenticeships through her school. Since applying, she is now meeting employers face to face through our unique Career Kickstarter events.

 

Kindness spoke to us about the struggles she has faced whilst trying to start her career as a Lambeth resident as well as joining of our Lambeth Made programme.

 

‘From experience, I know it’s hard to get an apprenticeship when you are just applying on your own. I think it’s easier if you have connections and know people. But for residents like myself, we don’t have these connections.’

‘This is why I think it’s important. I’m grateful LDN Apprenticeships are helping to connect me and other Lambeth residents together with employers. ‘

What it’s like to become Lambeth Made Apprentice.

 

Whilst candidates such as Kindness are attending our Career Kickstarters, Renaise Lewis is already five months into her apprenticeship as a Talent Scout with us here at LDN Apprenticeships.

 

As a Talent Scout, Renaise meets candidates at the very beginning of their apprenticeship journey. Drawing on her own experience of applying for an apprenticeship, Renaise is in a fantastic position to guide and mentor candidates before meeting employers.

 

We discussed her Apprenticeship experience so far. From her decision to do an apprenticeship, to her current role and what her motivation to become an Apprentice in the recruitment industry was.

‘When I started college, I didn’t enjoy it and was only going to mark that I had attended. I wasn’t learning and I love learning, sitting in a classroom wasn’t for me.

‘I needed to be doing something more, that’s how I decided an apprenticeship was for me!’   ‘A career in recruitment wasn’t something I had really thought about until I started here.’

Renaise is a brilliant example of how Apprentices can benefit from gaining exclusive workplace experience and how to optimise opportunities provided from the Lambeth Made initiative.

‘I love the Lambeth Made project and think it’s so good! I see people on the street in my local town doing nothing. It’s so cool that this is giving them the opportunity to do something with their lives.’

‘Whilst working here, I’ve seen a lot of what LDN Apprenticeships have done for people. I think it’s safe to say I’m excited to see what they can do for me!’

However, choosing and following the right career path isn’t always the easiest thing to do.

Finding the right Pathway.

Myro Costa is currently in the final stages of his application process to become an IT Support apprentice. When Myro first contacted us, he was unsure about which pathway he wanted to pursue. Since attending a face to face interview with us, his passion for all things IT became very apparent. Due to his enthusiasm and drive, we pointed him into the direction of our Network Engineer pathway.

 

After researching the pathway, Myro couldn’t feel suited to the Network Engineer apprenticeship and is eager to start attending work trials for this particular programme.

‘LDN Apprenticeships have opened a new door for me. I can finally do something with my life that I’m going to put my all into.

‘A lot of people think that because we are young, we don’t have the correct skill set or work ethic. But LDN Apprenticeships think otherwise. 

‘This is why I would advise people to savour every moment they have during their apprenticeship and to prove stereotypes otherwise.’

You can hear more about Myro’s experience and how the Lambeth Made initiative is helping him and other apprentices throughout their different apprenticeship journeys.

If you are a Lambeth resident, aged 16-24, looking to kickstart your career now is the time! Apply now below!

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

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

How Can School Leavers Benefit From An Apprenticeship?

How Can School Leavers Benefit From An Apprenticeship?

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Every year, hundreds of thousands of school leavers face a daunting choice. What is the best way for them to continue to learn and develop as they venture out into the big wide world?

Here at the LDN Apprenticeships we have helped hundreds of school leavers to answer this question over the years. It’s a really big moment, and we have a responsibility to guide each young person in the right direction.

At times this means that we may even suggest a young person does something other than an apprenticeship, after all, this choice will have an impact on the rest of their life, so it needs to be right for the individual.

Apprenticeships may be right for them, or university, or even a gap year. Each young person is different, so why shouldn’t their choices in life be?

What an apprenticeship allows for young people is the ability to choose a specific career path and learning programme that they’re interested in.

That sounds a lot like university you might say. Well yes, that part is like choosing a university course.

What a university degree doesn’t allow for though are a few of the great and unique things about apprenticeships.

 

As mentioned in my previous blog post How Much Does Hiring and Being An Apprentice Cost?’ there is absolutely no cost for young people who choose to do an apprenticeship. Considering that university tuition fees alone can cost up to £9,000 a year, this is a major benefit.

In fact, apprentices earn money, rather than incurring a debt. Apprentices do a PAID job at the same time as learning the knowledge, skills and behaviors to be successful in their chosen career.

Don’t employers prefer to hire graduates with a degree?

 

The 2018 report ‘What Do Graduates Want?’ commissioned by Bright Network suggests there is a misconception about what employers are looking for in their junior hires.

The report shows that while many graduates believe gaining a 2:1 or above is what employers value most in candidates, employers want something quite different.

The employers who participated in the study said that a passion for the business and communication skills were the attitudes that they were most interested in.

A fascinating insight, isn’t it? It shows that the expectations of employers lean more towards a personal character than they do towards final grades.

Does every apprentice gain a paid placement?

If you apply for an apprenticeship and are successful, then you will definitely be working for a company and doing a paid apprenticeship job. So, yes, every apprentice does get paid work. Unfortunately, not every young person who applies for an apprenticeship gets the job.

What we do here at LDN Apprenticeships is attempt to make sure the right apprentice is placed within the correct role. A big part of making sure we get this right is our Career Kickstarter.

A Career Kickstarter is a weekly event allowing young people to talk to clients face to face. Removing the process of CVs that heavily rely on grades and achievements. Instead of focussing on the passion and communication skills that employers look for most.

But what about when the apprenticeship has finished?

 All good things must come to an end. Or do they?

We’ve found our setup at LDN Apprenticeships to be hugely beneficial to young people. Over 86% of our apprentices have gone into full time employment after their apprenticeship had finished. This is with either their current employer or a different employer.

In fact, three out of four LDN Apprentices are hired by the employer where they did their apprenticeship once they’ve finished!

That’s an incredibly high achievement rate after 13 months of learning, training and paid work. On top of that, over 75% of apprentices receive a pay increase from when they started their apprenticeship.

Apprenticeships aren’t for everyone. But as an option for school leavers, the benefits are there for all to see for young people.

Beat The Rush! Why Now Is The Best Time To Hire Your Apprentice.

Beat The Rush! Why Now Is The Best Time To Hire Your Apprentice.

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When is the right time to hire an apprentice? There’s never a bad time to hire an apprentice, as long as you feel you’re ready to introduce a new starter into your business.

Come September, there will be a spike in the number of companies looking for an apprentice as businesses return to normal after the summer break.

 

At the same time, school leavers will have discovered their GCSE grades. Looking to go into further education or start the first steps of their career.

 

This means there will be a HUGE rush to hire apprentices in the month of September. Making the process of recruiting the right person for your company more stressful than it should be.

We all know that July and August are incredibly popular months for team members to take their holidays. 

So September may seem like the ideal time to introduce an apprentice into your team. But be aware that every other business will have the same idea!

Get One Step Ahead.

Getting ahead of the curve and making sure you’re able to give yourself time to get a new hire in place before other businesses is key.

 

Whilst all other companies delay their hiring process and begin to rush in September, you’ll have a new apprentice in place with their feet already under the desk at your firm.

 

Competition in September is fierce and it’s not only competition from other business that you should consider. September is an incredibly busy period for school leavers.

 

Schools and colleges are starting up again and if a young person has not secured an apprenticeship, they may choose to go back into education. Similarly, clearing for universities begins in late August this year, creating more competition for the best young talent.  

School leavers will be receiving their GCSE results on the 22nd of August this year, but many will have been thinking about becoming an apprentice and taking their next step for quite some time. 

 

Those who are deciding between apprenticeships or university will either apply for an apprenticeship between June and August. If they don’t secure one, many will go on to university in September.

 

Many school leavers start looking for their next opportunity throughout their last year in school or college. Young people like this usually make for excellent apprentices. 

 

Why The Attitude Of An Apprentice Is So Important.

 

If they’ve been looking for some time, it normally means the young person is ready to take the next step. As well as this, they more than likely know what career path they want to take. It also demonstrates that they are proactive, and have the positive, can-do attitude that so many employers desire.

Here at LDN apprenticeships, our application process is specifically catered towards the attitude of an apprentice. Using the #EEWAP framework and a CV free process.

An apprentice’s attitude goes a long way to making an excellent and engaged member of your team. Skills are great and can be taught, but if you don’t have a positive and enthusiastic attitude, those skills may be wasted.

 

This is why school leavers present such an exciting opportunity for companies seeking to hire them as apprentices. Their attitude enables them to start a career they love and the training and support they’ll receive from you and their apprenticeship provider will help them to build on the skills they’ve already learnt.

 

August is a great time to recruit an apprentice. Just think – if you take action now, whilst everyone else is hiring in September, your new apprentice will already be embedded into your business and working within your 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!

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.

Truth or Convenient Narrative: There Is No Reason for the Tech Skills Shortage

Truth or Convenient Narrative: There Is No Reason for the Tech Skills Shortage

Why Apprentices Are ready To Fill The Tech Void

 

With the relentless rise of digital tech in the modern-day workplace, you’d be forgiven for thinking that employers were universally on top of their strategy for attracting, retaining and developing digital talent. 

 

If recent reports are to go by though, this is far from the truth. And it’s only getting worse! 

 

According to a skills shortage report published by the Edge Foundation, there are 600,000 tech jobs that companies just can’t fill. These vacancies are costing the UK economy £63 BILLION a year. 

 

What struck me most about this figure is the sheer scale of it! 600,000 vacancies don’t just appear overnight. These vacancies have been appearing (and going unfilled) in the UK’s technology ecosystem for years.

 

So why is there STILL a shortage Within The Tech Industry?  

 

There are two reasons.

 

Firstly, UK companies are obsessed with their productivity today. Don’t get me wrong, of course this is vital to business, but there seems to be a lack of focus on the medium term in many large or growing businesses. With Brexit on the horizon, it’s more important than ever for UK Plc to start hedging by investing in talent that will become the future workforce.

 

Secondly, there is an issue with the process. There is currently no scalable, trusted process which is widely adopted by companies to fast track young talent into positions where they are productive. University takes at least three years, and very few graduates are instantly productive. Schools certainly don’t produce huge numbers of highly productive, work-ready young people.  

 

Here at The London Group, we believe that one of the answers lies somewhere in the middle. What schools do produce is thousands of young people whose only limitation is that they do not have the network or the training they need to become productive workers, quickly.

 

These young people have bucket loads of energy and enthusiasm, but they fall at the first hurdle because too many employers are obsessed with an instant return.  

 

What Tech Skills Do Our Applicants Already Have?

 

Every day, The London group is inundated with young people looking to start a career within the tech industry.

 

Many of our apprentices are self-taught, learning skills which fall way outside of the school curriculum. This includes courses as varied Google Digital Garage, Microsoft’s Virtual Academy, Technet Virtual Labs, Udemy, Codecademy, Pluralsight, Salesforce Trailheads and even using good ol’ YouTube to investigate, learn and apply new skills. 

 

Furthermore, if you dig a little deeper, many of these same young people are running their own social channels. They’re building software and IT networks to solve problems in their daily lives, or producing incredible content to tell the story of something they’re passionate about.

 

How many of them would tell you about this on their CV… none, or at least very few. Worse still, how many of their CVs would even make it to the screen of your laptop? Fewer still. And how many would you give a job to? Well… you get the point. 

 

Why Apprenticeship Providers Can Bridge The Gap In Tech Shortages.

 

Apprenticeship providers are seeing a completely different side of the skills shortage spectrum. Not only are we able to tap into a talent pool of eager and enthusiastic young people (there are over a million of these in London alone), we’re also able to harness the huge potential of diverse groups, such as women and other minorities, who are looking to get into the tech industry.

 

Proof: Only 17% of UK IT specialists are female. Here at The London Group, we have a 50/50 gender split of apprentices. Almost TRIPLE that of industry standard. 

 

So, apprenticeship providers are uniquely positioned to support employers in their efforts to bridge the skills gap. We have applicants applying for tech apprenticeships DAILY from a variety of different backgrounds. Whilst we have experienced industry professionals who can help these young people to become truly productive workers, and quickly. And we have the support of a government backed apprenticeship system which funds everything we do!  

 

What we lack are the employers who are willing to look ahead to the not-too-distant future. Who take action, investing time and effort today to develop the talent and skills they require for tomorrow. If this does not happen, those 600,000 vacancies will only grow in number and in a year’s time we’ll be having the same conversation.  

 

In order to fill those 600,000 vacancies, employers must understand the world of work is changing. Digital is the new core skill for the modern economy. It is now critical that companies begin to address bridge the gap between talented young people those 600,000 vacancies begin to get filled. 

 

The talent is out there and apprenticeship providers are ready to help fill those roles within the tech industry.