Freedom Communications - How to build a pipeline of industry talent

Freedom Communications - How to build a pipeline of industry talent

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  www.comms-dealer.com48 COMMS DEALERJUNE 2016 B ack in 2013 we identified the need for a telecoms specific apprenticeship scheme. Having researched the idea with our members we found that 100 per cent would, in an ideal world, employ apprentices if they could. We also discovered, however, that the biggest barriers to taking on apprentices included the administration required, time constraints, staff resources and access to training. In fact, at that time it was only the larger organisations that were in a position to employ apprentices. Since then, we have successfully created more than 60 jobs in the industry through the scheme, ranging from engineers to technical helpdesk advisors. Through this initiative we are not only offering young people a chance to start their careers, but also providing telecoms businesses a headache- free way to find the fresh new talent they need, whether large or small. It is currently now better value than ever for employers to take on young apprentices, with the Government recently announcing the abolition of employer national insurance contributions for apprentices under the age of 25. While those perceived barriers first identified in our survey of 2013 still remain for some, they don’t have to. Our scheme takes care of the time-consuming elements for businesses who are keen to take on apprentices, but are not sure where to start. Our apprentices are supported throughout the programme with further training and development opportunities. One of the most valuable elements is the mentoring scheme. Each apprentice is matched with a mentor, giving them unique access to a senior telecoms professional. We have found this not only drives motivation, but gives them access to unique insights and networking opportunities with peers they may never have met otherwise. It has also proven to be a valuable experience from the mentor’s perspective too, with many telling us that they gain a real insight into the challenges faced by young people entering our industry - something which can help with their own training and HR strategy. The future of apprenticeships With the heavy financial burden bearing down on young people going to university, opportunities to ‘earn as you learn’ are becoming ever more attractive. This is demonstrated in the rise of sites like www.notgoingtouni. com and more than 45k Twitter followers to the National Apprenticeship Service. What’s more, completing their studies. The apprenticeship route gives young people the skills, training and knowledge they need to be work ready by the time they have completed their apprenticeship. The forthcoming Apprenticeship Levy, coming into effect in April 2017, Apprenticeships matter With skills in short supply, the industry must ask what the future holds for technology businesses. The answer? A telecoms apprenticeship scheme run by the Institute of Telecommunications Professionals (ITP), explains Head of Operations Crissi Williams. will undoubtedly change the apprenticeship landscape. It will install a 0.5 per cent tax on companies with a wage bill of more than £300 million, but will affect SMEs too as companies with a lesser wage bill will be able to draw from the fund. The response to the levy has been mixed. Some see it as a way of increasing the quality of placements across the country, while others argue it could force businesses to look at quantity rather than quality. Our advice would be to get ahead of the game and start employing apprentices now, and to engage with your payroll software provider now to ascertain how the money will be taken and avoid any potential hiccups. Ultimately, apprenticeships are vital to the development of the industry. Not only do they bring fresh talent, but greater staff retention and more tailored skills. We continue to welcome two full cohorts per year to our programme, and hope to see this grow over the next few years – creating more telecoms jobs. Awards programme The ITP’s Apprentice of the Year awards programme was launched to help exceptional apprentices stand out from the crowd, and recognise their hard work and commitment. It also gives the young people a confidence Continued on page 50 during this year’s National Apprenticeship Week, 30,000 employers across the country pledged to create apprenticeship roles. We are working to close the gap between education and work by offering an alternative to university, where often graduates are still not ‘work ready’ after Crissi Williams SPECIAL REPORTSPECIAL REPORT in association with the ITP www.comms-dealer.com We have successfully created more than 60 jobs in the industry through our scheme Laying the foundations for a brighter future for more information call Liv Haywood on 01932 788861 or visit www.theitp.org Laying the foundations for a brighter future for more information call Liv Haywood on 01932 788861 or visit www.theitp.org
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  www.comms-dealer.com COMMS DEALERJUNE 2016 51www.comms-dealer.com50 COMMS DEALER JUNE 2016 Freedom’s apprenticeship scheme is based on a partnership with West Herts College and provides a stream of talent. The company says tech-savvy young people are attracted to the industry and want to learn leading edge skills while earning money. “The ‘earn while you learn’ element makes this an attractive proposition for young people who wish to avoid the debt that comes with a university degree,” added Clark. In January 2016 Freedom Communications was recognised in the Top 100 Apprenticeship Employer list compiled How to build a pipeline of industry talent Who could possibly argue against the severity of the industry’s skills shortage and the potential of young people to shape the sector’s future? Not for nothing, therefore, have apprenticeships become the vital clincher in addressing both issues. in a growing organisation while getting the necessary qualifications and experience that is required in today’s competitive job market. Freedom’s Apprenticeship Scheme, which has now broadened into the marketing, sales and project management departments, provides me with an amazing career opportunity.” The most needed training areas in distributor ProVu’s business are networking skills and the development of specific product knowledge. “As a niche business we would need to provide in- house technical training for our staff,” said Darren Garland, Managing Director. “This is something we are continuously developing. We have also developed an apprenticeship scheme in conjunction with our local college to enable us to bring in new staff on a structured training programme. This helps to successfully support our company growth. “We have worked hard to forge strong links with our local college. This enables us to educate students and staff about ProVu while also allowing us to get to know potential future employees. We are involved with work experience placements, speaking to groups of students and helping with mock interviews. In the past we have identified suitable candidates who have then progressed into ProVu as apprentices while simultaneously continuing to work with the college to advance their development.” Recruitment is the single most difficult challenge that we face in the IT industry, believes Darren Briscoe, Technical Director at Comms- care. “While we recruit at all levels we also bring in apprentices on an annual basis and have recruited engineering apprentices for the past four years,” he stated. “Recruiting up to six trainees per cohort provides the best results as it encourages loyalty and enables the apprentices to train and learn as a cohesive and supportive group. “Our apprentices start their employment with an intensive induction and shadowing programme that covers all the skills they need to complete the common IT engineering tasks for their role. The scheme also covers the back-end systems and soft skills they need to allow them to work within the department. We aim to prepare apprentices for work within two years and ensure they all qualify for a diverse set of industry recognised certifications.” Engineering and sales skills are particularly in demand, and Comms-care has introduced structured development paths for every individual to help drive retention. “We also introduced a regular business update session and a monthly newsletter to keep everyone informed,” added Briscoe. “People want to stay with companies that can demonstrate a clear direction forward and progress towards goals. Skills development “The issue of skills shortages in the technical and engineering sectors is well understood. By providing apprentices with the skills, experience and certifications they need to contribute to the future of the industry, apprenticeships offer the opportunity to feed new talent into the IT engineering pool.” The pace of technology development means finding or developing people with the right suite of technical skills, particularly skills in integrating complex systems, is a constant challenge and a barrier to growth. The education sector and business both have a responsibility to develop these skills, agrees annually by the National Apprenticeship Service. Apprentices make up 15 per cent of Freedom’s current workforce and because its Unified Communications Apprenticeship scheme was so successful the company continues to hire additional apprentices for other departments as part of its talent management strategy. Career opportunity Daniel Bruce, IT Sales and Marketing Apprentice at Freedom, commented: “Even after getting strong A-Level grades I still didn’t feel that university was the right option for me. I wanted to prove myself T o help plug the UC skills gap Freedom Communications created its own Unified Communications Apprenticeship scheme working in partnership with Microsoft and a local college. This collaboration has resulted in a sustainable talent pipeline that enables Freedom to handle a growing portfolio of IT and communications solutions. “We have realised the benefits of positioning young people at the heart of our skills strategy,” commented Lisa Clark, Operations Director. “Technology is part of their lives and they’re fearless about pushing buttons and experimenting. The adoption of these inherent skills into any organisation will result in innovation and insight.” Freedom identified a lack of readily available expertise in hybrid voice, IT and business skills. So it took a structured approach to training and development. “A blend of internal and external accredited training programmes supported by coaching and mentoring delivers tangible results,” said Clark. “Apprentices have been able to find mentors with practical business experience who they can look up to for advice and support as their apprenticeship progresses.” Anna Guest, Director of Training Services at 5i. “The ICT skills issue is not simply restricted to technical requirements,” she pointed out. “We need more people with the broad skills needed to truly bridge and align technology with business and commercial needs. Suppliers need to engage credibly at a business level to guide customers through the possibilities and create compelling business cases; and end users need to develop more dialogue between IT and business. This is key to successful ICT projects.” Candidate availability within the telecoms sector has declined significantly over the past ten years for three pivotal reasons, observes Clive Jefferys, Director at recruiter JMA Network. “There has been a reduction in the number of supply companies following merger and acquisition activity in the sector,” he said. “Secondly, changes in technology have impacted on the number of people required. And the credit crunch of 2008 put the brakes on recruitment for several years.” Jefferys says the demographic impact of these factors has created the current skills shortage. “The onus is on employers to accelerate the recruitment, training and development of younger age groups,” he said. “All areas are under pressure from lack of resources, and common sense dictates that we must invest heavily in technical, sales and marketing skills. “The need to balance staffing against productivity is paramount. However, companies should raise their commitment to increase the level of trainees in their workforces. Modest over- staffing provides a foundation for the future and a buffer against higher staff turnover. This is key to building the workforce of the future.” n Report continues on page 52 SPECIAL REPORT SPECIAL REPORTSPECIAL REPORT in association with the ITP in association with the ITP SPECIAL REPORTwww.comms-dealer.com www.comms-dealer.com Continued from page 48 boost and looks great on their CV. Past winners have told us that it has really helped their career prospects. An important element of our awards programme is the Chris Seymour Women in Telecoms award, launched to recognise the outstanding contribution that women make to the sector, despite still being in the minority. Women currently make up under 30 per cent of the ICT workforce, and only 15.5 per cent of the science, technology, engineering and mathematics (STEM) workforce. According to a report from the Select Committee on Digital Skills, increasing the number of women working in IT and telecoms could generate an extra £2.6 billion each year. The University and Colleges Admissions Service found that in 2014, 17,300 more men than women entered computer science, and 20,300 more men entered engineering. In both of these fields men made up over 85 per cent of acceptances. Lack of careers guidance and education are noted as the main stumbling blocks, something we hope to address in the telecoms sector. This information shows that more needs to be done to address the imbalance within our industry. Nathalie Vafiadis, Director of Technology Delivery at EE and winner of The Chris Seymour Award for Women in Telecoms in 2015, said: “If you look at the engineering side of telecoms it is dominated by men, and many times throughout my career I’ve been the only woman in the room during meetings. It’s a fact that women are under- represented in this industry. Yet I haven’t ever focused on gender during my career and have just concentrated on doing the best job I can in whatever role I’m doing. “The Chris Seymour Award for Women in Telecoms demonstrates that women can have successful careers in comms. My aspiration is that within the next generation, Chris Seymour’s wonderful award will be changing its name because there will no longer be a need to limit it by gender. The industry will have moved on significantly and women in senior positions across the telecoms industry will be the norm. “We absolutely need to tell young women as they’re growing up that there’s no reason they can’t be involved in this industry. A successful career in any field should be an output of the passion and energy you put into it. That’s why mentoring schemes are very important. They help to develop an individual’s belief and ultimately drive the end result. It doesn’t matter whether you’re a man or a woman. We want the telecoms industry to be filled with enthusiastic people focused on delivering an exceptional service to customers. “We’re living in a technological age and all children are growing up using technology as second nature, so there’s every reason to be encouraged about more women developing an interest in technology and moving into engineering- based industries like telecoms and ultimately achieving their full career potential.” n Key points • The ITP’s apprenticeship scheme has created more than 60 jobs in the industry and continues to seek out companies and employees who wish to take part. • Now is a better time than ever to take on apprentices before the introduction of the levy and due to the abolition of the employer national insurance contributions. • The ITP can provide access to training, professional registration and mentoring. www.theitp.org Lisa Clark “We’ve realised the benefits of positioning young people at the heart of our skills strategy.” Darren Briscoe “By providing apprentices with the skills, experience and certifications they need to contribute to the future of the industry, apprenticeships offer the opportunity to feed new talent into the IT engineering pool.” Daniel Bruce “I wanted to prove myself in a growing organisation while getting the necessary qualifications and experience that is required in today’s competitive job market.” Laying the foundations for a brighter future for more information call Liv Haywood on 01932 788861 or visit www.theitp.org The ITP Awards are now open for applications. Find out more at www.theitp.org
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  www.comms-dealer.com52 COMMS DEALERJUNE 2016 D uncan, a former apprentice himself, attributes much of Xtreme’s success to taking on young people. “I know first-hand how beneficial apprentice schemes are,” he said. “They are a great way to learn a trade while gaining a valuable qualification. That is why we have invested in bringing on so many apprentices over the past 13 years. All of our apprentices gain an NVQ that is relevant to our area of work. We also offer all of our staff, not just school leavers, the opportunity to gain a national qualification that is relevant to their role. Many have years of experience but no formal acknowledgement of their skills. It is important that we do this so that we empower the whole workforce.” Xtreme Business Solutions has been operating since 2003 and in that time technology and methods of communication have advanced rapidly. The increasing reliance on email and the Internet to conduct business means that having robust IT systems and networks within a building are crucial to the future success of a business. In order to deliver that, an ICT workforce with the relevant skills needs to be maintained. Duncan’s advice is to fully appreciate that apprenticeships play an important role in society. “I will always be a passionate advocate of them,” he stated. “Apprentices are, and will remain, an important cornerstone of our recruitment policy. We see the valuable contribution that these young people in Westhill, Aberdeenshire and Dalgety Bay, Fife. Staff have visited the schools to speak to pupils about potential career paths and relevant qualifications. These relationships allow Xtreme to recruit, develop and retain young people who often come recommended by their teachers. “We give them hands on training, mentoring from our experienced team and a range of opportunities that ensures they can quickly make a positive contribution to the business,” noted Duncan. “The diverse range of projects that we work on, including some on offshore installations, ensures the apprentices get good variety in their work. These experiences provide real world examples for their classroom-based studies.” There’s nothing new about the skills shortage in the ICT industry, it’s just that the dominant technologies today are different. And as a growing and progressive Scottish network infrastructure specialist Xtreme has noticed in particular a significant lack of qualified and well skilled data, fibre and security engineers. It is not just a UK problem. “When we’ve undertaken work overseas, particularly in America, we have witnessed similar shortages,” added Novices are just the job Ongoing developments in comms technology, products and services are a regular health check for the channel’s level of expertise, and the results often reflect an ailing industry in need of a skills boost. But according to Graeme Duncan, Managing Director of Xtreme Business Solutions, we can take comfort from the growing role of apprentices in the sector. Duncan. “There is strong demand for cabling to be installed or upgraded, but a limited supply of personnel with the right skills and knowledge to complete projects. Ultimately, this skills shortage has the potential for cabling projects to be completed inefficiently or incorrectly, and could result in a negative knock-on effect for the wider industry from a reputational perspective.” Every business has a role to play in addressing any skills shortage that exists in its industry sector, believes Duncan. “At Xtreme we have employed over 20 people as apprentices,” he commented. “That is a significant investment for a company of our size. Vendors and manufacturers could perhaps provide businesses such as Xtreme with interactive training tools or bursaries to support training apprentices on installing or working with their equipment.” Technology will continue to advance and it is critical that the industry keeps pace with developments and skills-up its workforce accordingly. Suitably qualified and highly skilled data, fibre and security engineers are crucial. “They, like the networks they are installing, are the backbone of the sector,” stated Duncan. “A resilient and robust network has such an important role to play in business today.” n bring to the business. Their enthusiasm and fresh outlook always adds a new perspective that feeds into the rest of the workforce.” Xtreme has established partnerships with secondary schools close to its offices Graeme Duncan SPECIAL REPORTSPECIAL REPORT in association with the ITP www.comms-dealer.com Apprentices are, and will remain, a cornerstone of our recruitment policy The ITP Awards are now open for applications. Find out more at www.theitp.org