In this case study, we speak to Woodland Group about their experience with Seetec apprenticeships.
Woodland Group is a leader in freight, supply chain, and logistics, operating with a focus on innovation and a people-first culture.
To maintain their competitive edge, they’ve partnered with Seetec since 2018 to develop their workforce through apprenticeship programmes.
Seetec has addressed challenges and delivered impactful results by fostering collaboration and responding to feedback, helping Woodland Group up-skill their team and maintain their commitment to operational excellence.
These initiatives span various skill areas, including Business Administration, Customer Service, and Team Leadership, providing employees with the knowledge and resources to not only meet but exceed expectations in their roles.
By fostering expertise in these key areas, employees are empowered to take on leadership responsibilities, improve operational efficiency, enhance customer satisfaction, and contribute to the overall success of the organisation.
The Challenge
Like many companies in the logistics and supply chain industry, Woodland Group was grappling with an aging workforce and the challenge of attracting younger talent.
With a growing need for skilled personnel, the company sought a way to future-proof their workforce while ensuring they could meet the demands of the fast-paced industry.
When you hire experienced professionals, they may bring habits, expectations, or even scepticism from past workplaces.
Richard Lissimore-Hird, People Development and Culture Manager at Woodland Group
Sometimes, they feel that they can’t change anything.
Leaving levy money on the table
Woodland Group needed a cost-effective solution to fill their skills gaps, recruit fresh talent that fit their mission and culture, and drive long-term employee retention.
Their goal was to make the most of the apprenticeship levy funding to not only hire talent, but also upskill existing staff, aligning their workforce with industry standards.
“We needed to leverage the apprenticeship levy to fill key roles and invest in the next generation of talent. It was the smart, long-term objective for recruitment and development,” Richard tells us.
At a glance
6+ years of partnership between Seetec and Woodland Group
Most apprentices stay on for at least 12 months post-apprenticeship
100% retention after successful apprenticeship completion
27 apprenticeships completed through Seetec
The Solution
Seetec addressed Woodland Group’s challenges by helping them utilise their apprenticeship levy effectively, filling key skill gaps, and providing a structured route for younger talent to enter the business.
This not only solved the recruitment issue but also reduced the burden of high recruitment costs.
Richard explains: “We were able to find great talent, and the levy provided us with a way to do that without incurring large additional costs. It has been a massive help.
“Furthermore, the tailored apprenticeship programmes helped Woodland Group build a sustainable, skilled workforce.
High Retention
“Having a mix of apprenticeships for different roles has really helped our business and employees,” Richard continues. “It’s great to see people progress through their apprenticeships and stay with us.
“It’s becoming a more embedded part of our culture.”
The high retention rates seen in the apprenticeships were crucial in reducing recruitment costs.
“One thing we pride ourselves on is retaining 100% of apprentices who successfully complete their training, which means less time spent on recruitment.
“That’s really key for us. We’re seeing a direct benefit from the investment we’ve made.
“Apprentices are eager, want to contribute, and fully engage with the culture we’ve worked hard to nurture. That enthusiasm and willingness to grow are invaluable.”
A supportive, family culture
“As a family-owned business, we’re not massive, but we’re not small either – about 850 staff globally, with teams around the world,” Richard enthuses.
“Despite our size, we’re still very much a family business.
“Our CEO founded the company and remains actively involved, which helps maintain a family-focused ethos.
“Bringing in apprentices aligns with that ethos. While not all of our apprentices are school leavers, we’ve had fantastic success stories – such as mums re-entering the workforce after raising children.
“It’s about creating a supportive environment, helping them achieve, and celebrating their successes together.
“That sense of community and shared achievement is deeply ingrained in our culture.
“As a levy-paying employer, we want to maximize the levy. Apprenticeships also come with a cost-saving benefit in the first 6-12 months. It’s a really effective way to recruit new talent.
Looking to the future
“That said, we pay our apprentices well above the minimum wage, and their salaries increase annually. Additionally, we guarantee performance-based salary bumps at six and 12 months.
“By 18 months, they’re usually fully trained and earning the standard rate for their department, based on their age.”
The apprenticeship programme also aligned with Woodland Group’s future staffing needs, creating a direct pipeline of trained, experienced staff ready to step into new roles as the business continues to grow.
“We now have people in roles that we know will be able to develop and take on more responsibility as the business grows, which gives us confidence moving forward.”
Seetec’s commitment to collaboration, responsiveness, and continuous improvement has strengthened its partnership with Woodland Group.
Together, they’ve not only addressed challenges, but also delivered results that enhance team performance and align with Woodland Group’s operational goals.
“We’ve been really pleased with the positive improvements we’ve seen recently. Seetec has stepped up to make things easier for us and our apprentices,” Richard concluded.
Are you an employer interested in attracting or nurturing talent through apprenticeships? Speak to one of our consultants.
