Naz Keceli, Chief Executive at Khiliad Ltd
This article was originally published in the London Chamber of Commerce and Industry magazine.
In today's competitive digital landscape, SMEs face a dual challenge: delivering innovative solutions while addressing the ongoing tech skills shortage. At Khiliad, welcoming our first post A-level apprentice into the team not only transformed our approach to talent development but also sparked new thinking among our clients about the role of young talent in digital transformation.
Breaking the Mould
As a digital transformation consultancy with a team of ten, including seasoned developers and emerging talent, we consciously chose to look beyond conventional recruitment paths. When we took on our first apprentice, we integrated them directly into a significant project with one of our European renewable energy clients. This decision resonated particularly well, given Germany's established 'working student' culture, which values hands-on learning and professional growth from an early stage.
From Student to Digital Consultant
Our human-centred recruitment approach, based on face-to-face interviews rather than automated screening, allowed us to uncover potential that conventional methods might overlook. Within months, we saw our apprentice progress from asking foundational questions to confidently proposing solutions in client meetings.
This rapid development validated our belief that practical experience, combined with structured learning, accelerates professional growth far more effectively than traditional education routes alone. The mentoring process we introduced to aid our apprentice's development has brought new energy to our team, fostering a culture of continuous learning that benefits both our developers and clients.
International Impact
Integrating young talent into international projects has challenged the conventional approach to apprenticeships. The positive response from our German client highlighted an appetite for nurturing young talent that extends well beyond the UK, especially in markets where working students are already valued as an integral part of the business ecosystem.
Creating a Ripple Effect
The impact on our client relationships has been profound. Recently, a client requested that we include an apprenticeship position in our project proposal, with the intention of transitioning the apprentice to their team upon project completion. This innovative approach tackles multiple challenges at once: it creates a sustainable flow of knowledge transfer, ensures continuity in system maintenance, develops talent tailored to specific business needs, addresses the tech skills shortage proactively, and ensures that the client can support the project long term without being locked to the vendor.
The Business Case for Apprenticeships
For London-based businesses considering similar initiatives, our experience highlights several clear advantages.
Apprentices can contribute directly to projects from day one, offering immediate value. Young talent brings fresh perspectives and new insights into digital transformation challenges. As a talent development model, apprenticeships are cost-effective and financially sustainable for skill-building.
Clients appreciate the long-term sustainability and skills alignment that come with enhanced engagement. Apprenticeships also create a talent pipeline tailored to evolving needs, helping to build future success.
In both greenfield and brownfield development projects, our apprentice has proven uniquely valuable. With a fresh outlook, our apprentice drives creative solutions — recently, he was given full ownership to develop a simple mobile app connecting people at networking events, an impressive feat he achieved in under a year. Young talent has a natural affinity with emerging technologies, often eager to explore and adopt the latest tech. They also bridge generational perspectives, connecting insights across different age groups, and embrace dynamic work methods, quickly adapting to the flexible and iterative approaches common in SMEs.
Looking Forward
Our first apprenticeship experience has been so successful that we're expanding the programme. Moreover, we're now guiding clients to integrate apprenticeships into their digital transformation strategies. This approach not only addresses the skills gap but also offers a sustainable model for building digital capabilities.
For companies considering digital transformation, we encourage thinking beyond traditional models. By incorporating apprenticeships into project planning, businesses can create lasting value that extends beyond immediate technical solutions. As our experience demonstrates, when young talent is given the right opportunity and support, they can become true catalysts for innovation and growth.
Interested in how apprenticeships could support your digital transformation journey? Get in touch — we'd love to share what we've learned.