How apprentices benefit retail businesses

customers’ changing expectations, it makes sense to give our working patterns an MOT. We also need to be aware of the recent changes made to the law in December 2022, where staff now have the right to request flexible working, regardless of their personal status and time with your company. This is why I strongly urge employers to make flexible working the default to let your people work when, and wherever they want; if they have a strong internet connection, laptop and phone, then the magic will happen.

I fully appreciate that given the variety of roles in our sector that working remotely may lend itself more naturally to some functions than others. This is why you need to think about nonlocation specific tasks which can be batched remotely. In my experience, employees are more likely to keep on top of email trails and admin as they can do the ‘book work’ from home and focus more on team projects and hands-on tasks when they are on site. We all have our working preferences – hybrid working can provide a healthy balance of team work and social connection with time alone.

EXPERT: Peter Jones

COMPANY: Foyne Jones

BACKGROUND: Peter Jones is founder and managing director of Foyne Jones, specialist recruitment agency for KBB retail, independent and national merchant and constrution sales. He is also the host of The Peter Jones Show podcast, covering recruitment and industry news, which features guests who are leaders in the industry.

CONTACT: www.rdr.link/KAP053

Installers are important

Fabricators and fitters are responsible for delivering the final product and we effectively consider them as an extension of our team. By creating a circle of trusted partners, who we can train to work confidently with our products at the highest standard we will ensure there will be fewer bad quality installations out there and that end-users will truly enjoy the benefits of our products.

EXPERT: Vicky Richmond

COMPANY: CD UK

BACKGROUND: Vicky Richmond is marketing manager for CD UK, which is the exclusive distributor of Corian in the UK and supplies surface materials and complementary products to the specification market. The family-owned business has over 40 years’ experience and provides designer and installer training, as well as CPD seminars. CONTACT: www.rdr.link/KAP054

Q: When did you first take on an apprentice and why did you make that decision for your business?

A: We took on our first apprentice at Day True two years ago but I have always worked with apprentices in every business that I have worked in or owned. I believe it helps both newcomers to the industry and the business itself. Sharing years of knowledge and experience can really help an apprentice move quickly through the business, having hands-on experience, and learning new skills at the college at the same time.

We made the decision to help grow the team, and gain new skills for the business. The decision wasn’t taken lightly as we knew we must help nurture our apprentices and have time to teach them and be taught. We take this route in many other areas of the business, employing people straight from university or second jobbers.

Q: How many apprentices do you have in your business and what roles/duties do they perform?

A: We currently have two apprentices; Chloe and Kacee. Chloe was our first apprentice and her role when she joined was digital marketing apprentice, Kacee joined last year as our kitchen Installation apprentice.

Chloe has now completed her apprenticeship and is fully employed by Day True and has now become our fulltime marketing executive. She has brought lots of enthusiasm to our marketing and new knowledge.

Kacee is learning with Max, our head of installations, and is an extremely valued member of the team. Learning on the job is essential in this role as no two jobs or issues are the same.

Q: Do you have plans to take on more?

A: As the company grows we would definitely look to take on more apprenticeships for different areas of the business.

Q: How did you find the apprentices and how has the whole process been?

A: A close contact of mine suggested the digital marketing apprenticeship as they had an apprentice via the programme, so that is how we found Chloe. Kacee was interviewed and found via the BiKKBI apprenticeship program. The whole process has been extremely rewarding for both the business and Chloe and Kacee –providing skills, a qualification and experience all in one program.

Q: What has been the most challenging element of taking on an apprentice?

A: I would say the challenges have been the same as taking on any new member of staff, in finding the right personality for the company culture and then also making sure you take the time to teach and be taught.

Q: Do you believe KBB retailers have a duty to create apprenticeships in their business?

A: Retailers have a huge part in helping to create apprenticeships, investing time and energy into passing on skills and knowledge can only benefit the industry now and in the future. The reputation of our businesses heavily rely on the craftsman we employ to visit peoples’ homes to install kitchens and bathrooms. With the lack of practical skills being taught in schools and education moving heavily to academics it leaves a big gap for many youngsters who want a more hands-on job role.