Our initial hurdle involved convincing ourselves that dedicating 20% of a new hires’ first year to learning would yield positive results. Additionally, we had to assess the management time required for onboarding and supporting this inexperienced talent.<\/p>\n\n\n\n
Nevertheless, our experience has shown that they rapidly acquire skills, display a strong eagerness to contribute, and promptly apply their newfound expertise. Moreover, they value the fact that, in a small business like Cadventure, they are engaged in the entire sales cycle from inquiry to closure starting on day one. We can precisely gauge how this has facilitated Cadventure’s growth while efficiently managing our costs and investing in training and skill development.<\/p>\n\n\n\n
Tailored Training:<\/strong> The Sales Level 4 Apprenticeship programme is exactly aligned to our business development process and has allowed us to tailor training programmes to meet our specific needs. By training our talent in-house we have ensured that our apprentices receive training that aligns with the company’s goals, industry standards, and our unique requirements.<\/p>\n\n\n\n Fresh Talent Pipeline<\/strong>: Hiring apprentices has supported our team\u2019s career development plans by building a pipeline of fresh talent at each stage of their journey. Some of our first apprentices have graduated with distinction and are now developing their sales careers in Cadventure as Sales Managers and future leaders in our business. They are also excellent role models and mentors for their colleagues still on that journey.<\/p>\n\n\n\n Each member of the team works towards career development goals using the apprenticeship process to learn where their strengths line and where they want to specialise and develop. Each team member after a certain stage is appointed an external mentor to help them understand their potential and work on their career goals.<\/p>\n\n\n\n Over time as they have gained skills and experience, they become increasingly valuable assets to the company and are retained as long-term employees after completing their apprenticeship.<\/p>\n\n\n\n Loyalty and Retention:<\/strong> Our Apprentices demonstrate a strong sense of community and loyalty. They appreciate that we took a chance on them and that we have invested in their training. This has led to higher employee retention rates. To date we have 25% of our company recruited as apprentices and a 100% retention record. What that also means for us is that we have a fantastic team with diverse and have reduced the need for frequent recruitment and onboarding.<\/p>\n\n\n\n Adaptable Workforce:<\/strong> Hiring apprentices has allowed us to build and adapt to fluctuating workloads and changing demands. This means we have been able to take on new product lines, expand internationally with the recent formation of Cadventure International and consistently outperform our previous year\u2019s results.<\/p>\n\n\n\n We believe that our current cohort of Apprentices can be trained to adapt to various roles within the company. With this opportunity for them to progress within Cadventure is making our workforce more flexible and responsive to market changes and the needs of our business.<\/p>\n\n\n\n Transfer of Knowledge<\/strong>: Apprenticeships facilitate the transfer of knowledge and expertise from our experienced employees to the next generation of workers. This helps preserve valuable institutional knowledge within Cadventure. We also learn from them with fresh ideas and approaches to how we do business.<\/p>\n\n\n\n![\"\"](\"https:\/\/cadventure.co.uk\/wp-content\/uploads\/2023\/10\/Wazim-certificate-1-750x1024.jpg\")
<\/figure>\n\n\n\n
![\"\"](\"https:\/\/cadventure.co.uk\/wp-content\/uploads\/2023\/10\/National-Apprenticeship-Week-2023-1-1024x407.png\")
<\/figure>\n","protected":false},"excerpt":{"rendered":"