Developing Talent

The apprentice –you’re hired and highly regarded

Modern apprenticeships have changed hugely along with the world of work, and as employers we need to always be anticipating the changing needs of both the business and people – prospective recruits as well as apprentices and existing employees. By offering apprentices the opportunity to gain a holistic understanding of our business and how it operates is more attractive and stimulating than a narrow, learn-the-ropes and ‘get on with the job’ approach. Opening someone’s eyes to the wider purpose of the business and the breadth of career opportunities within it also nurtures our team spirit and inspires trainees to raise their sights to new career goals.

At SUEZ recycling and recovery UK we have supported 146 apprentices on our programme since 2019, putting apprentices at the heart of our recruitment and development strategies. Our approach is shaped both by business need and our philosophy. Working with business and communities to create a low-carbon circular economy is a huge challenge and we need capable people at all levels to accomplish it. Providing learning opportunities for our people is something we’re passionate about, and apprenticeships are a key element of our vision to become a learning organisation.

We involve apprentices in business projects, where they shadow senior leaders and directors, facilitate peer support, and encourage them to network within and outside the organisation. Apprentices can broaden their knowledge and experience, putting their current role in context and building on it as they continue on any chosen career pathway.

And the starting points for apprenticeships are many and varied, ranging from HGV fitter to business administrator, tax or payroll assistant to mechanical engineer through to MBAs. Our continuous learning programme allows apprentices to gain skills beyond the boundaries of their course and role, and our e-learning platform also makes access inclusive and practicable. External training providers have widened the array of apprenticeships available, and trainees can study from Level 2 NVQ to a degree qualification.

Apprenticeships, irrespective of their level, can be a central part of this rebalancing of the economy – just as the UK rebalances its system of education so that vocational qualifications are awarded the same respect as academic credentials, and STEM-based careers are valued as highly as those in the arts, humanities and professions such as the law. In the aftermath of the pandemic, the value of apprenticeships to trainees, employers and UK Plc is set to grow even faster than it would otherwise have done.

Personal Development

through the Business Clinic

Current technical knowledge, good communication skills, numeracy skills and problem solving are baseline skills that all graduates should possess. At Liverpool Business School we wish to go further. Our teaching approach is based on a notion of clinical business practice. This recognises that academics are not the only source of knowledge creation; knowledge is also created in the workplace. It follows, that to provide our students with a study programme that meets the needs of employers we must assume responsibility for sharing knowledge and developing that knowledge in context. The classroom becomes a space where knowledge and skills are developed through the act of doing.

This requires a number of different interventions. First, staff are recruited from professional as well as academic backgrounds. Guest lectures bring managers, leaders and entrepreneurs into the classroom while site visits enable students to understand how manufacturing and service businesses are organised. Further, internships and placements place our students inside organisations and support both knowledge and skills development.

A distinctive feature of the Liverpool Business School, however, is the Business Clinic. Within the Business Clinic students act as consultants to solve a business problem presented by organisations from both the for profit or third sectors. Students are supported by both academic staff and practitioners as they seek to provide solutions to real business problems. The Business Clinic has delivered over 50 projects this academic year.

The Business Clinic aims to develop particular attributes and attitudes. We develop emotional intelligence, for example, through interaction with clients. Professional relationships are critical to all organisations and understanding behaviour and communication is important. We also aim to develop distinctive intellectual attributes. Decision making in uncertainty is a key part of management and the Business Clinic confronts students with this reality. They face, as managers do on a daily basis, the potential of multiple solutions to problems raised, the importance of context in decision making, the need to deal with incomplete knowledge and the potential for circumstances to change. Through developing knowledge in context our students are better prepared for the workplace and the role they will play.

To find out more about Liverpool Business Clinic and their recent projects, visit ljmu.ac.uk/liverpoolbusinessclinic

Why now is the time to

find and nurture the next generation of engineers!

In the industry for over three decades, Sutcliffe’s managing director Sean Keyes has worked his way up the ranks in the industry and has seen his own company grow from strength to strength. As he looks towards the next decade, he has discussed the importance of continually reskilling and training the future generation of engineers...

“Improving talent at all levels from school leavers to experienced professionals has always been our mantra at Sutcliffe, with our team constantly engaging and working with key educational providers and stakeholders to find and nurture the next generation of engineers.

“Our dedicated and skilled team visit numerous careers events, open days and Q&A sessions every year to engage with young people, as we do our best to ensure that colleges and universities in particular are teaching the most relevant aspects of engineering needed for a career in the construction sector.

“Sutcliffe has a continual process of training, retraining and up-skilling that never stops, with our directors recently arranging additional REVIT and software courses for our staff members, so they are able to excel in the constantly evolving digital age.

“I’ve noticed recently that the pandemic has seen our industry lose a host of experienced engineers who have opted for early retirement and that is now presenting an opportunity for those in their 20’s and above to really excel and grab opportunities they may not have initially got.

“Apprentices are the lifeblood of our whole industry and we’re always actively looking for 16 - 22 year olds to train from new starters right up to directorship level. The new Kickstart scheme has also been well received at Sutcliffe, with the candidates coming through keen to learn and determined to succeed and we will continue to actively search and employ through these channels.

“Employers are now more conscious than ever about their position in society and what we’ve realised as employers ourselves, is that we need to have a greater relationship with local schools, colleges and universities to ensure that the future generation are work ready at the age of 18.”

In February 2021, Jayne Moore Media Ltd launched I Am Moore (IAM), a social impact mission aimed at up-skilling young adults and supporting them into employment through the Government’s Kickstart scheme.

Kickstart was announced by the Chancellor in July 2020, and gives 16-24-year-olds claiming Universal Credit the opportunity to gain paid six month work placements.

I Am Moore works as a brokerage between employers and the Department of Work and Pensions, to recruit Kickstart candidates for hundreds of vacancies across the North West.

The range of jobs on offer includes app developers, web programmers, learning support assistants, assistant architects, trainee civil engineers, chefs, labouring assistants, junior marketeers, baristas, finance assistants, office administrators and many more - with 400 vacancies already having been sourced by I Am Moore.

I Am Moore recently held careers days at Otterspool Adventure Park and Costa, which have their own vacancies, and invited unemployed young people to take part in various activities to prepare them for interview and working life.

Alfie Kearns, I Am Moore’s own Kickstarter, was unemployed himself earlier this year until he heard I Am Moore chief executive, Lynn Lock, talking about the mission on local radio.

Speaking about that life-changing moment, Alfie said: “2021 did not have the start of dreams, I was unemployed, unmotivated and unheard, then one afternoon I was in the kitchen with my nan when I heard Lynn talking about opportunities, social justice and personal development.

“It was like colour poured into my world, there were vacancies out there for talented, young people of our city region who had too long been shut out. “After making contact with Lynn, she offered me an amazing opportunity to work with her and help other people like me as part of the I Am Moore team.”

I Am Moore will be hosting a series of events and pop ups across the Liverpool City Region in the coming months to try and match unemployed young people with the jobs of their dreams.

For more information, you can visit www.iammoore.org/ or @iamkickstart on social media