Andrew McDermott is a Business Skills Advisor working on the Workforce for the Future programme. He works with businesses and training providers across the South West to help businesses upskill their teams and plan their workforce development. We caught up with Andrew to find out more about his day job and how he supports both companies and young people to succeed.
Tell us a bit about yourself, your role as a Skills Advisor and your career background?
My career has been within the training remit ever since leaving the leisure management industry in 2013. In that time I have worked for multiple, award-winning training providers and supported a range of organisations to maximise the potential of their existing staff, as well as recruiting through funded pathways such as apprenticeships and traineeships. I joined Business West in December 2021 and love working with a fantastic team of dedicated professionals.
I like to challenge the ideas of “normal” practice and find creative solutions that will support the longevity of a business. Too many people hold the weight of the world on their shoulders, I am here to listen and provide ongoing support relating to the difficulties of attracting, retaining and developing a workforce.
What do you enjoy most about your job?
I really enjoy meeting new people and learning about their ideas and passion to drive their business forward. I believe that opportunities for development and growth are constantly around you, but can be hidden behind technical language and the presumption that businesses know exactly where to source their training or recruitment needs. I love being able to help an organisation simply navigate the options that are available to them.
In my professional career I have always had the pleasure of working with young people to help them realise their potential and develop their skills in meaningful ways. I aim to continue this quest in my current role where appropriate and possible. Many young people follow what educational and employment pathway trends that they feel they should do and at times lack the knowledge of how they can capitalise on their skillset now in industry and what exciting opportunities exist for them.
And what are the most challenging aspects of your job?
We currently live in our “new normal” and this brings a new set of challenges but also provides brand new opportunities. Historical data and trends hold their place but now there is a higher emphasis on lateral thinking when it comes to your recruitment and retention strategies. It is a great opportunity for emerging businesses to decide what sort of organisation they want to be instead of what sort of organisation they should be. One of the most challenging and rewarding aspects of my role is to learn, understand and communicate the current landscape and fresh upcoming opportunities.
What help and skills support are your team able to offer businesses as part of your role?
The team that has been assembled for the Workforce for the Future programme is an exciting and diverse team that believes in providing the support, knowledge and time to any business to develop their workforce strategies and capabilities to meet business targets. Each of us bring an unique prospective to any problem, which means that any organisation affiliated to the programme are really working with five advisors, not just one.
Through our detailed conversations we can develop impactful resources such as workforce development plans, skill gap audits, access to skills provision, succession planning and calculated signposting to a wide range of specialists that can turn ideas and aspirations into a reality.
Why should employers be interested in workforce development planning?
Workforce development planning is an integral and vital element to any organisation and is a practical way to cement a positive business culture. All organisations like the notion of retaining their best staff and recruiting well for the future…. neither of these two happen on their own. Workforce development planning gives you the strategic view of your workforce and steps you can take to ensure that the staff you value are developed, challenged and rewarded and through skill gaps analysis you will be able to develop opportunities for new staff to enter and thrive in your organisation. The staff and people of a business are the backbone to its reputation and culture, if you do not consider the needs and values of your workforce, you will find yourself forever trying to recruit and slowing down the opportunities for business growth.
What would be your top tip to anyone wanting to take on an apprentice?
The old school mentality of what an apprentice should do to “earn their stripes” has been outdated in all types of industries for some time now. Apprenticeships are a fantastic opportunity to bring in a motivated person in to your organisation who wants to learn and develop themselves to be part of the heartbeat of the business, not sitting on the outside with no real responsibility or focus. Consider who will induct the apprentice so they can take ownership of their role and take pride and responsibility in their practice. Once the apprentice has been inducted properly, treat them like any other member of staff but remember your obligation to continually challenge and develop the individual so they can apply their knowledge and skills into their studies and employment. Regular formal or informal meetings with the apprentice is a great way to see how the individual is feeling and review any adaptations that could be made to support the apprentice to thrive. Who knows, you might be actually speaking to your next leader of the organisation.
Business West is delivering Workforce for the Future in collaboration with other partners and the West of England Combined Authority.
For more information on Workforce for the Future, please visit the West of England Growth Hub. The Growth Hub is the West of England Combined Authority’s dedicated business support service which offers free, one-to-one advice and guidance for SMEs.
The West of England Workforce for the Future programme has received £4m of funding from the European Social Fund as part of the 2014-2020 European Structural and Investment Funds Growth Programme in England. The Department for Work and Pensions (and in London the intermediate body Greater London Authority) is the Managing Authority for the England European Social Fund programme. Established by the European Union, the European Social Fund helps local areas stimulate their economic development by investing in projects which will support skills development, employment and job creation, social inclusion and local community regenerations. For more information visit: https://www.gov.uk/european-growth-funding.
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