IT Technical Salesperson
Why a IT Technical Salesperson Firebrand Apprenticeship?
Employers need IT Technical Salesperson apprenticeships because...
- Apprenticeships deliver the digital skills you need across your organisation. Whether it's hiring more skilled employees or improving the quality of existing staff's technical know-how, Firebrand’s apprenticeships bring new skills into the workplace quickly
- Your people will engage with your business. Apprenticeships accelerate the speed and quality of key business projects by increasing the number of staff with skills to deliver them. Apprentices see they're making a difference, making them want to stay at their company for longer
- Apprentices want to learn more. Your digital workforce need to be ready to keep up with the pace of technology change. A recent Government survey found 73% of digital apprentices plan to undertake further study within three years
Apprentices need IT Technical Salesperson apprenticeships because...
- You'll be ready for anything. IT apprenticeships teach and test the core skills that enable you to work effectively across a range of products. Once you've mastered the main concepts, you’ll extend your skills in current and future technologies used at work.
- It makes you better at your job. Firebrand's programme helps you develop new knowledge about your job, gain new skills and embed new behaviours to help you make a greater contribution to your employer.
- It's valued by your industry. More and more employers are recognising the value apprentices bring to their organisation. An apprenticeship badges you as a forward-thinking, highly skilled individual who is willing to keep learning - all key traits employers want to see in their digital staff
Firebrand's IT Technical Salesperson apprenticeship delivers...
- Industry-recognised quality. Our apprenticeships combine the core digital skills businesses need with the product knowledge learners want, giving apprentices a strong technical grounding and making them instantly productive
- The skills you want. Customise programmes by adding product training and certification for apprentices to support business needs. Firebrand's programmes teach apprentices as much about successful application of systems as they do about mastering functionality
- Great results. Firebrand's training delivers some of the best results in the sector - over 90% retention for the past two years, a 95% pass rate across all standards (national average 90%) and 46% of apprentices achieving Distinction (national average 30%).
Find out more about IT apprenticeships here
What is a IT Technical Salesperson Firebrand Apprenticeship?
How will apprentices learn?
Firebrand's apprenticeship training is delivered through a combination of market-leading residential training, online learning and targeted support from our in-house subject experts:
Residential Training
A suite of Firebrand's proprietary training courses, delivered at our state-of-the-art facility in Wyboston Lakes, Bedfordshire. Courses cover all requirements of the knowledge modules for the standard, ensuring a strong grounding in the core skills of the role.
Once all knowledge exams are complete, apprentices will have the opportunity to undertake a course of their choice, providing additional depth of knowledge and (where applicable) professional certification.
Subject Matter Experts
Firebrand's resident authorities on all areas of the IT industry will host subject-specific webinars, advise on project development and provide additional live learning and masterclasses to support all levels of learning. This gives apprentices the additional knowledge and insight needed to turn a passing grade into a Merit or Distinction.
Personal Development, Behaviour and Attitudes
We support the personal development, behaviour and welfare of all apprentices through accredited online programme Impact. This video-led modular course will help apprentices develop their awareness and understanding of challenges they may encounter in the workplace and wider society. Learning content is linked to current events to provide real-world context. On completion of Impact, apprentices receive certification that contributes to their summative portfolio of evidence, showing how they have fulfilled key behavioural development criteria of the standard.
When not undertaking formal training, apprentices will be learning at work, applying their skills to business-specific projects and gaining a deeper appreciation of their role and business through off-the-job activity. They also undertake a six-month professional behavioural programme, Impact.
What's the process?
- Onboarding activity – supported by our Enrolment and Administration Teams, apprentices and employers will undergo all necessary checks to ensure the apprentice can succeed on programme
- First Day of Learning webinar – this online session, led by a Learning Mentor, outlines the apprentice's journey from initial meeting to End Point Assessment and the expectations of all parties involved
- Learning Journey – the apprentice undertakes formal and informal learning over 13 months, covering, applying and recording all the competencies required to pass their apprenticeship. Residential training, online learning and Subject Matter Expert sessions will be spaced regularly, giving apprentices time to apply one skillset effectively before learning another. Progress is reviewed during formal sessions approximately every 8 weeks.
- End Point Assessment – the final review, conducted by an independent body, of whether the apprentice has met all the competencies required to pass the standard. This includes a reference from the employer, portfolio of evidence, synoptic project and final interview with an assessor. End Point Assessment activities are completed over approximately 12 weeks.
Who's on hand to help?
Firebrand provide wrap-round support to ensure apprentices' technical, learning and personal needs are met. Every apprentice is supported throughout their qualification by a Learning Mentor, a former industry professional who understands exactly what it's like to work in the sector and can advise on how to evidence the required knowledge, skills and behaviours through the work apprentices do every day. Our Course Instructors deliver residential training, while in-depth information on subject-specific topics and industry insight is provided by Subject Matter Experts.
What happens at the end?
An apprenticeship is a recognised benchmark of skills and knowledge that allows an apprentice to:
- Acquire professional accreditation (e.g. BCS Register of IT Technicians (RITTech))
- Continue their apprenticeship studies at a higher level
- Undertake further professional training to develop additional product knowledge and skills. Visit Firebrand's commercial training pages for details of how our accelerated training could support life after an apprenticeship.
Become an IT apprentice employer now
Reviews of Firebrand Apprenticeships
Feedback shows our approach is delivering the tangible benefits outlined above for both employers and apprentices. We are proud to work with and receive great recognition from our customers. Today we're actively helping employers and apprentices acquire better skills, be more engaged and make clear contributions to their business outcomes.
Apprenticeships deliver new skills…
The best thing about my apprenticeship? Seeing the progression from how you were when you started. Working on the job, you’re gaining skills constantly – you look at how far you’ve come and what you can do now. Level 4 Software Developer apprentice
A real-world approach delivers results…
My first cohort delivered a presentation on their live project to a local MP who came in, and he was blown away by the work these apprentices were doing, given that some of them hadn't coded up until that point. This was quite early on in their apprenticeship, month 4 or 5. They had more confidence than more experienced employees and they had a much more natural pattern than other people who have been here years. That was a bit of a light bulb moment, seeing what they could achieveLine Manager, Transport for London
Hiring apprentices promotes retention…
With graduates, they come in sometimes and they just want to keep moving on to the next thing, gaining promotion after promotion.coming in at a younger age and gaining the skills within the team means he’s settled with us and hopefully we’ll get to keep him a lot longer. Team Manager, Lloyds Banking Group
Firebrand’s people know the industry inside out…
The instructors on the courses are all excellent and brilliant. They have so much experience behind them. Not only are you learning on the job, you’re listening to them and their personal experiences which are always so interesting. Level 3 Infrastructure Technician apprentice
Training for the industry is better than training to the minimum requirement…
I saw some of the work that came out of [my apprentice’s] Java course, which was very good; exactly what we needed from him. He probably picked up a few things that he won’t be using day to day, but it gives him that extra depth of knowledge which makes him more confident when he comes to use the technology. Line Manager, Lloyds Banking Group
Apprenticeships train engaged people with the right skills…
Ultimately, one of the big reasons we're doing apprenticeships is to home-grow the exact kind of person we want, with the exact kind of skills. The more effort you put in…the more likely you are to get the kind of person you know will then be able to go anywhere within your organisation. Line Manager, Transport for London
Daniel is currently on his level 4 Network Engineer apprenticeship with Firebrand, and is due to complete his programme in 2018:
IT Technical Salesperson Overview
Firebrand’s IT Technical Sales programme is tailored specifically for the IT marketplace. Apprentices develop into IT Technical Sales professionals, selling your company’s products and services whilst generating leads, appointments and sales to develop a pipeline of current and prospect customers with the aim of winning more business.
During the apprenticeship, employees become an integral part of internal sales teams, maintaining good relationships with existing clients and gaining repeat business wherever possible from customers both internal and external, UK or internationally. Apprentices will become experts in their technical field, providing a proactive sales function, offering advice and technical support on a range of products.
About the programme
Apprentices develop into an IT Technical Salesperson, selling a company’s technical products and services whilst generating leads, appointments and sales to develop a pipeline of current and prospect customers with the aim of winning business.
Apprentices become an integral part of a sales team, maintaining good relationships with existing clients and gaining repeat business wherever possible from customers both internal and external, UK or internationally. They will become experts in their technical field, providing a proactive sales function, offering advice and technical support on a range of products.
Successful IT Technical Salesperson apprentices go on into roles such as a Sales Associate, Sales Consultant, Sales Engineer, Entry Level Customer Support, Technical Retail Assistant and Junior Account Manager.
Technical Competencies
- Communication: works both independently and as part of a team and following the organisation’s code of practice; demonstrates an ability to communicate effectively and present both in writing and orally at all levels, using a range of tools.
- Customer Experience: demonstrates strong interpersonal skills and cultural awareness when dealing with colleagues, customers and clients during sales operations and whilst defining requirements with an emphasis on customer satisfaction and relationship management.
- Data Security: operates securely in line with organisational guidance, legislation and organisational software packages and complies with security of data and can effectively record, analyse and communicate data at the appropriate level using the organisation’s standard tools and processes throughout all sales interactions.
- Problem solving: applies structured techniques for troubleshooting, problem solving and analyses problems by selecting the appropriate tools and techniques in line with organisation guidance when dealing with sales as well as routine tasks
- Assesses and qualifies sales leads by developing a clear understanding of clients’ business needs and advising how these might be met with appropriate products, tools and techniques.
- Project management: works flexibly and demonstrates the ability to work under pressure independently and as part of a team to progress sales and manage their time, workflow, priorities and projects.
- Interprets and follows:
- health and safety legislation to securely and professional work productively in the work environment
- Data Protection Act 1998
- Sales of Goods Act 1979
- Sales process: professionally operates all sales-related tasks to maintain integrity, brand and company image during negotiations, handling of objections and closing sales with an understanding of the markets and external competitors
- Technical: ability to understand and explain the technical portfolio and technical systems sold within the organisation and can use the current hardware and operating systems available.
- Database and Campaign Management: prioritises their contacts and keeps an up to date database knowing when and why to contact current consumers or prospects in line with organisational requirements.
- Context / CPD: identifies and negotiates personal development in the context of the wider business and how their role relates to other roles in the business.
Technical Knowledge and Understanding
Upon completion of their IT Technical Salesperson apprenticeship, individuals will:
- Understand the basic elements and architecture of computer systems
- Have a working knowledge of Cloud and Cloud Services
- Understands the principles of secure coding
- Have a working knowledge of the role IT plays within the broader context of a business strategy
- Understand the main methodologies used for unified communications
- Understand the basics of how data storage works and the main technical options available
- Understand how to communicate using the appropriate language and terminology for audience and cultural awareness
- Understand the principles and ethics of sales, recognising the importance of delivering value to the customer
- Understand the sales life cycle, techniques & processes
- Understand how to negotiate, handle objections and close sales
- Understand the business product(s) they are responsible for selling including the relevant vendor product(s) as selected by the employer.
Funding
£12,000
Level
This is a level 3 apprenticeship.
Professional Recognition
This apprenticeship is recognised for entry onto the register of IT technicians confirming SFIA level 3 professional competence and those completing the apprenticeship are eligible to apply for registration.
Duration
The duration of this Firebrand apprenticeship is 13 months. We recommend that learners are employed for a minimum of 16 months to ensure that their employment covers the End Point Assessment.
Registration to the Register of IT Technicians (RITTech)
Once apprentices have completed their apprenticeship they are officially recognised by the British Computer Society (BCS) for entry onto the Register of IT Technicians, confirming SFIA level 3 professional competence.
Interested? Complete this form.
What are the benefits of an IT Technical Salesperson apprenticeship?
Firebrand’s digital apprenticeships deliver new skills while supporting both the individual and their employer. Benefit from award-winning training supported by on-going guidance along the way with digital apprenticeships that create valuable, long-lasting employees.
Benefits to employers
Improved retention rate - 69% of companies say digital apprenticeships improve retention*. Apprentices are completely engaged by employers, knowing they’re highly valued employees. Employees find themselves in a marketplace where their hard-won digital skills are highly valuable and in demand.
Always learning - 73% of digital apprentices expect to undertake further study within two to three years*. With increasing digital transformation, apprentices continue to master new technologies and processes. Having digital workers that are focused on developing their skills will better position businesses around new technologies, like updated cloud platforms.
Tailor your training - Get business-specific skills alongside apprenticeship requirements. The flexibility of Firebrand’s delivery allows employers to select training options that align most closely with the existing technology stack to work on current projects. Where applicable, employers can embed specific vendor products, like Microsoft, into apprenticeships to deliver a greater depth of learning.
Happier employees - Apprentices feel valued with their new digital skills. 78% of digital apprentices reported improved job satisfaction, job security and career prospects*.This satisfaction increases productivity and happiness in the workplace, benefitting employers by increasing employee engagement.
Networking and peer learning - Firebrand’s residential training centre delivers award-winning public courses to industry professionals. Learning takes place alongside individuals from different organisations with varying levels of experience. Apprentices benefit from receiving a valuable insight into how their skills are applied in different contexts.
Watch the video below to see how Firebrand's digital apprenticeships help employers hire and train current and future staff:
Benefits to apprentices
Real world skills - Apprentices benefit from learning up-to-date digital skills in a time of rapid digitalisation. They develop technical knowledge and industry insight through practical learning and real life application. Become an expert in different technologies and a valuable asset to the team.
Investment in your career - Digital apprenticeships are a career investment – with Firebrand you’re committing to the highest quality IT training. This investment is the first step toward a rewarding future with an employer as they commit time and money in the learner's skills development. Digital apprentices feel so valued in their workplace that 89% of them said that they want to stay at the same employer for the next two to three years*.
Learn while at work - An apprenticeship combines a full-time job with formal learning. New and existing staff can benefit from the opportunity to learn while continuing to work, getting new skills without having to study on evenings or weekends.
Support a career change - Digital apprenticeships provide the skills to move into new IT roles, giving more control of the learner's digital career path. Move seamlessly between roles in an organisation without experience of a particular field, or using experience of other digital roles in a related field.
Never forget again - Digital apprenticeships reinforce learning. They’re built on the principle of learning and immediately using skills that will help apprentices do their job better. Quality programmes incorporate structured training and project activity to apply and demonstrate new skills. 90% of regular learning is forgotten within 3 to 6 days, unless it’s regularly reinforced. Firebrand’s training style helps gain skills more quickly, retaining and using them more effectively.
Watch the video below to find out how digital apprenticeships with Firebrand can kickstart careers:
*according to the 2017 Apprenticeships Evaluation for the Department for Education
Interested? Complete this form.
IT Technical Salesperson curriculum
Firebrand’s Core apprenticeship programme covers all mandatory knowledge and skills outlined in the apprenticeship standard. Every Firebrand apprentice attends a suite of market-leading training programmes, to cover knowledge required from the apprenticeship standard. This training is then fleshed out through a package of selected online learning, which also allows apprentices to explore any topics of particular interest/importance to them in greater depth.
The information below outlines the training curriculum delivered for each Knowledge Module through Firebrand's residential classroom-based training and online learning modules.
Knowledge and Understanding
Upon completion of their training with Firebrand, IT Technical Salesperson apprentices will:
- demonstrate the full range of skills, knowledge and behaviours required to fulfil their job role
- demonstrate how they contribute to the wider business objectives and show an understanding of the wider business environments
- demonstrate the ability to use both logical and creative thinking skills when undertaking work tasks, recognising and applying techniques from both.
- show that they recognise problems inherent in, or emerging during, work tasks, and can tackle them effectively
Read through the full curriculum for Firebrand's classroom-based training and supporting online learning modules below.
Introductions, programme overview & ice breaker
Delegates will be asked to introduce themselves and share their learning styles. They will be given an overview of the programme, style and structure and will participate in an icebreaker activity.
Relationship Essentials
In this section, delegates are encouraged to debate how important being trusted and liked are to a sales relationship. They will be provided with techniques to build trust on a day to day basis.
The impact of technology on the sales environment
This session explores the changing nature of the sales environment, the impact of technology on buyer behaviour and how this affects the customer buying cycle
Introduction to the sales process
Delegates will be asked in pairs to name as many steps to the sales process. They will present their findings and then will be introduced to the 7 steps to selling. It will improve their understanding of the sales process and how important it is to understand where they are currently on it.
Introduction to social selling
This session will improve the awareness around marketing activities and expectations. It will improve the understanding of their role in social selling. They will develop their understanding and the importance of their online profile and provide some tools and skills for their own prospecting.
Planning Process for new business calls
Delegates will review their current planning activities around a new call and then will be introduced to the planning must do's.
Introduction to the call
Delegates will roleplay getting through a gatekeeper with their coach as a group. They will be introduced to techniques that encourage them to get through the gate keeper as fast and efficiently as possible.
Engage with the client
Delegates will roleplay their current techniques to engage with a new client. They will have a chance to write their hook, rehearse it before sharing with the group. They will then be provided with four components to an 'Interest Getter'. Finally they complete a new version individually and practice in pairs before sharing with the group.
Motivating Question
Delegates will discuss the importance of motivating the customer to answer questions in the next phase of the sales process. They will complete a question that feels comfortable and is in their own language.
Practical - bringing it all together
Delegates will have time to plan a roleplay individually before they are put into groups of three. Each delegate will perform the role of a sales person, a customer and an observer. This practical session is designed to run through the entire sequence of making a new business call. Delegates are asked to feedback constructively and will have the opportunity to run through a few times each.
Ice breaker - quiz
A fun quiz to recap the previous days content.
Handling the early objection
An introduction into objection handling, but mainly concentrating on the early objection. Delegates will be asked what are the reasons why a customer might not want to have a conversation with them. They will then be provided with four techniques to handle each type.
The importance of 'Discovery'
This session explores the importance of discovering the real, underlying needs that lead to customer interest, and the dangers of presenting solutions too early in the sales process before needs and benefits are fully understood
The investigation stage of the sales process
Delegates will be introduced to a framework designed to get the most out of the customer. In small groups they will be asked all of the things they would like to understand about a particular customer. Their responses are grouped and placed into the framework. It provides a structure for a call or meetings.
Questioning Techniques
Delegates will investigate the different types of questions that can be asked and how to use them appropriately. They will be encouraged to use assumptive questions, continuation techniques to lead the conversation to suit the salespersons products and services.
Building fear and desire around differentiators
Most people buy through the emotion of fear or desire. Delegates will explore the techniques to build either emotion to lead the client to their products and services.
Summarising customers needs and requirements
Once delegates have uncovered the information required, they will then be asked to summarise their findings back to the client to ensure that the key elements are replayed back to the customer to be ready for the presentation stage.
Conditional closing - securing a follow up
Delegates will be introduced to one of the best sales tools. Conditional closes are used to check the level of commitment. They will be provided with the methodology and asked to construct a conditional close question in line with the findings from the investigation stage.
Practical - bringing it all together
Delegates will have time to plan a roleplay individually before they are put into groups of three. Each delegate will perform the role of a sales person, a customer and an observer. Delegates are asked to feedback constructively and will have the opportunity to run through a few times each.
Ice breaker - quiz
A fun quiz to recap the previous days content.
Managing Meetings
Delegates are introduced to some new concepts around planning for the meeting, how to conduct themselves in a meeting and what outcomes they should be looking for.
Features and benefits, and how to align them to customers needs
Delegates will be provided with a presentation framework that is essentially used for the different ways to present the solution. They will be asked to write down a pitch about a product or service that they are familiar with. There is a group exercise around features and aligning benefits. The 'Which means that' game is played as a group to highlight the power of three benefits to one feature.
Presenting the solution
In this session, delegates will consider the different ways to present the solution. How to structure a strong presentation using the different methods of communication available. Ensuring that the components of a strong presentation are there for all.
Workshop summary and introduction to remote work
Summary of the workshop and providing the group with the scenarios that they will work on in groups and what is expected to happen over the next few weeks. Finally they will be asked to complete remote modules of learning.
Planning Process (2 hours per group)
- Activity - Delegates will work in groups to research Sutec Solutions and prepare a strong Interest Getter
- Activity - Test Interest Getter with colleagues - and obtain feedback
- Output - documented Interest Getter for Sutec Solutions
Engage with the customer (4 hours per group)
- Activity - Prepare for a phone call role-play with the instructor using the process.
- Activity - Delegates will be expected to follow the framework of a new call including the motivation statement.
- Activity - Adapt and tweak interest getter following instructor feedback
- Output - Make phone call to instructor (Recorded Evidence)
Early Objections (4 hours per group)
- Activity - Prepare a list of early objections that you encounter in your organisation.
- Activity - Create a 'best of class' response to each early objection and practice in pairs
- Output - Produce an early objection bank for your organisation
Investigating the client (6 hours per group)
- Activity - Create a list of topics to cover with the customer around the three funnel headings
- Activity - Practice questioning techniques over the phone with other delegates
- Activity - Investigation phone call with the instructor.
- Output - Recording of investigation call with instructor.
Proposing the solution (4 hours)
- Activity - Create a proposal to talk through with the customer
- Activity - Rehearse presenting the proposal with other delegates
- Activity - Feedback by completing an evaluation form
- Output - Proposal and evaluation form
Presenting with Impact (4 hours)
- Activity - Create a presentation of the proposed solution in groups
- Activity - Practice presentation via webinar to colleagues/manager
- Activity - Prepare to present solution to the group at the next Sales Workshop session
- Output - Recording of Webinar, presentation ready for delivery at next Sales Workshop
Total remote working - 24 hours
Recap and overview
Introduction, recap of progress to date, review of remote work, overview of workshop 2.
Group Presentations
Presentations of outputs from remote project work.
Objection Handling
Delegates will be asked to jot down the different types of objections. The most common objections will be discussed and they will be provided with the most common techniques to handle them. They will be asked to provide one example of the best possible answer for each type.
Delivering the price
Sandwiching the price and delivering it effectively with impact will minimise the price objection. Delegates are introduced to the methodology following their own current examples of delivering the price.
Sales Language
This module looks into the language to avoid when handling objections and words that are more favourable. It also serves well for the rest of the workshops in terms of positive language.
Negotiation Essentials
A negotiation tactic that is used in the price objection sessions on day two.
Conditional Close
A closing tactic to help with handling the price objection.
Video example and review
A video of a sales person trying to handle an objection and closing the deal. Delegates are encouraged to debate the advantages and disadvantages of the film to draw out particular techniques to assist with the price objection.
Ice breaker - quiz
A fun quiz to recap the previous days content.
Forecasting and Qualification
Delegates are introduced to the essentials when it comes to forecasting and qualification. In groups they will list the information that is required to forecast with their manager. A framework is introduced to ensure that the relevant information is gathered. Finally a discussion around when the salesperson should ask for the information.
Handling the price objection
A ten step process to handle the key five different price objections. At the start of the session, delegates are asked to prepare a short roleplay following a phrase "That sounds expensive?" Each delegate will feed back to the group before starting at step one. Around halfway through, delegates will be asked to practice the first few steps before returning to the methodology.
Handling the price objection Practical
Delegates will have time to plan a roleplay individually before they are put into groups of three. Each delegate will perform the role of a sales person, a customer and an observer. Delegates are asked to feedback constructively and will have the opportunity to run through a few times each.
Ice breaker - quiz
A fun quiz to recap the previous days content.
Closing and managing the sale
Delegates are asked to consider when they have been closed well, and when they haven't. Delegates use real life situations to demonstrate the different techniques that are available. A debate is encouraged by the sales coach to discuss which closing techniques are suitable in their industry. Each delegate with then practice them in pairs. In addition the group are introduced to the process managing the sale to order. This is often a overlooked stage of the sales process, and the best sales people do it regularly.
Advanced negotiation skills
This session is based on a scenario that the salesperson knows they are about to enter a negotiation. Teams are formed and following advanced negotiation theory, teams plan their negotiation, and then roleplay a meeting. Teams have to work collaboratively to get to a resolution. This is a competition between groups and there is an overall winner.
Workshop summary and introduction to remote work
Summary of the workshop and providing the group with the scenarios that they will work on in groups, what is expected to happen over the next few weeks. Finally they will be asked to complete remote modules of learning.
Objection handling (4 hours)
- Activity - Prepare a list of objections that you encounter in your organisation
- Activity - Create a 'best of class' response to each objection and practice in pairs
- Output - Produce an objection bank for your organisation
Preparing for the close (4 hours)
- Activity - Prepare a closing strategy for the Sutec Solutions deal in groups
- Activity - Practice the closing strategy for the Sutec Solutions deal in groups
- Output - Documented closing strategy with reasons for the strategy selection
Handling the price objection (4 hours)
- Activity - Prepare for the ten step process
- Activity - Practice with colleague
- Activity - Role play a closing call, including objection and price handling, with the instructor
- Output - Role play with instructor
Conditional Closing (2 hours)
- Activity - Create a series of conditional close statements for each of the discussed scenarios in the classroom
- Output - Complete Conditional Close document
Negotiation meeting (6 hours)
- Activity - Prepare the negotiation for the Sutec Solutions deal in groups, document the plan
- Activity - Role play the negotiation call with the instructor
- Output - Negotiation planning document, role play with the instructor
Sales campaign review (4 hours)
- Activity - Review the success of the overall Sutec Solutions sales campaign, prepare to present conclusions to the group at the next Sales Workshop session
- Output - Presentation, reviewing the overall sales campaign, ready for delivery at next Sales Workshop
Total remote working - 24 hours
Recap and overview
Introduction, recap of progress to date, review of remote work, overview of workshop 3.
Group Presentations
Presentations of outputs from remote project work.
Planning and personal effectiveness
Delegates are asked to consider the importance of planning and its contribution to sales success. From there, they explore the obstacles that prevent sales people from preparing and executing effective plans, and develop techniques to overcome them.
Territory planning
This session explores the purpose and value of territory planning, introducing a structure for the process and defining the elements of an effective territory plan. Delegates will learn how to profile their customers and prospects, develop relevant action plans and prioritise activities within the territory plan.
Ice breaker - quiz
A fun quiz to recap the previous days content.
Account development
Delegates will consider the key values displayed by top sales performers, and how they differentiate themselves from the rest. The importance of understanding customers’ business context is explored, along with methods of navigating organisational structures and identifying sources of influence. Delegates will learn how to develop an effective contact network, motivate new contacts to engage, and identify potential sales opportunities. They will then pull everything together into an account development plan to help drive growth in target accounts.
Opportunity planning
Whilst a clearly defined sales process is clearly important, a customer centric mindset is the essential ingredient when progressing sales opportunities. This session develops the delegates understanding of customer buying cycles and matches appropriate sales activity to each stage. Delegates learn how to use progression criteria to identify stages of the buying cycle, and compile a bank of resources to help progress opportunities from one stage to the next. A framework is introduced that allows delegates to analyse and qualify opportunities, along with a template that pulls everything together into a winning opportunity plan.
Deal planning workshop
Working in groups, delegates will develop a winning opportunity plan for a live sales opportunity and present their plan back to the wider group for feedback and critique.
Ice breaker - quiz
A fun quiz to recap the previous days content.
Customer service in a sales context
This session explores the nature and importance of customer service, and the impact it has on business performance. Delegates will calculate the lifetime value to the business of typical customer accounts, and assess the potential cost to the business of poor service. Using real life examples, delegates will develop an understanding of the root causes of customer disatisfaction and assess the personal and organisational impact that poor service has on customers. Finally, delegates will practice a proven technique for resolving customer conflict and achieving positive outcomes.
Conflict resolution workshop
Using role play scenarios, delegates will put their new conflict resolution skills into practice to demonstrate how positive outcomes can be achieved from situations of customer disatisdaction.
Workshop summary and introduction to remote work
Summary of the workshop and providing the group with the scenarios that they will work on in groups, what is expected to happen over the next few weeks. Finally they will be asked to complete remote modules of learning.
CRM Usage (4 hours)
- Activity - Delegates will be asked to write a report on their CRM and how it impacts the sales force. What are the benefits and what are the key inputs they have to complete
- Output - Report documenting their findings and conclusions
Company Mission, Purpose and Values (4 hours)
- Activity - Delegates will be asked to write a report on the company mission, purpose and values; and how they relate to their role within the organisation
- Output - Report documenting their findings and conclusions
Territory plan preparation and presentation (6 hours)
- Activity - Delegates will prepare a territory plan for their territory, or for a territory in which they are actively involved
- Activity - In groups, delegates will present their territory plan to the instructor for feedback and critique
- Output - Territory plan document, and associated presentation to the instructor
Account plan preparation (4 hours)
- Activity - Delegates will prepare an account plan for one of their key accounts, or for an account in which they are actively involved
- Output - Account plan document
Opportunity plan preparation (4 hours)
- Activity - Delegates will prepare an opportunity plan for one of their key opportunities, or for an opportunity in which they are actively involved
- Output - Opportunity plan document
Presentation of account and opportunity plans (2 hours)
- Activity - In groups, delegates will present their account and opportunity plans to the instructor
- Output - Presentation of account and opportunity plans to the instructor
Total remote working - 24 hours
Module 1: Using Computers
- Common Computing Devices
- Using a Workstation
- Using an OS
- Managing an OS
- Troubleshooting and Support
Module 2: Using Apps and Databases
- Using Data Types and Units
- Using Apps
- Programming and App Development
- Using Databases
Module 3: Using Computer Hardware
- Using Device Interfaces
- Using Peripheral Devices
- Using Storage Devices
- Using File Systems
Module 4: Using Networks
- Networking Concepts
- Connecting to a Network
- Secure Web Browsing
- Using Shared Storage
- Using Mobile Devices
Module 5: Security Concepts
- Security Concerns
- Using Best Practices
- Using Access Controls
- Behavioral Security Concepts
Module 6: Infrastructure
- Cloud Fundamentals
- Waterfall vs. Agile
- DevOps
Interested? Complete this form.
When do IT Technical Salesperson apprentices train?
Firebrand’s apprenticeship programmes are based around a core suite of residential training programmes delivering fundamental knowledge and skills to support on-the-job activity. All training courses are held at our dedicated training centre in Wyboston Lakes, Bedfordshire.
Basing delivery around our public training schedule allows Firebrand to offer apprenticeship delivery on an open cohort basis. However, where an employer can provide enough apprentices to form a closed cohort (typically between 8 and 15 apprentices per cohort) we can schedule closed-cohort training at our delivery centre. We run both open- and closed-cohort training for current employers; the delivery option selected depends on business needs, in terms of both required skills and operational logistics.
Below we've listed the course dates for the training delivered at Firebrand's training centre against this programme.
When
Start |
Finish |
Days |
Status |
|---|---|---|---|
|
|
|
|
Open |
Start |
Finish |
Days |
Status |
|---|---|---|---|
|
|
|
|
Open |
Start |
Finish |
Days |
Status |
|---|---|---|---|
|
|
|
|
Open |
Start |
Finish |
Days |
Status |
|---|---|---|---|
|
|
|
|
Finished |
|
|
|
|
Limited availability |
Interested? Complete this form.
Who can enroll on an IT Technical Salesperson apprenticeship?
Firebrand apprenticeships are open to a wide rage of learners, giving employers the opportunity to hire the very best individuals for the job. There’s no upper age limit to who can enroll on this apprenticeship, and candidates can even hold a non-IT related degree.
Apprentices don’t need lots of experience to enroll on a digital apprenticeship with Firebrand. Our digital apprenticeship programmes give individuals all the skills needed to be a digital expert in their new role.
We've provided answers to common questions from both employers and apprentices to help establish whether an individual is eligible to enroll on a programme:
Is there an upper age limit for someone that wants to go on an apprenticeship programme?
Individuals can enroll as long as they’re over 16 - there’s no upper age limit. With a desire to learn and a real interest in IT, Firebrand will teach individuals everything else they need to know to succeed.
What's the minimum educational criteria for entry onto Firebrand's apprenticeship programme?
We recommend having five GCSEs, including English and Maths, though we'll help apprentices meet the minimum criteria before the apprenticeship starts. However, there are alternatives open to apprentices if the criteria hasn’t been met.
I have someone that I want to put on an apprenticeship but they have no GCSEs in English and Maths. Can they still enroll on an apprenticeship programme?
Individuals can enroll on an apprenticeship without GCSEs. They'll need to achieve a Level 2 or above in a Functional Skills test prior to the apprenticeship. We'll arrange the delivery of the test to apprentices before they start.
My potential apprentice has an IT based degree. Are they eligible?
Individuals need to be learning new digital skills, not re-learning old ones. Firebrand’s digital programmes may not be suitable if candidates have extensive work experience or an IT-based degree in the area that is being upskilled.
My apprentice doesn't want to learn through residential training. Can we still use Firebrand as a provider?
Firebrand’s apprenticeship programmes are based around a core suite of residential training programmes delivering fundamental knowledge and skills to support on-the-job activity.
Our block-release approach allows apprentices to acquire an entire skillset in one out-of-office period, rather than gaining skills incrementally in a day-release model. Residential training allows apprentices to immerse themselves in a specific product and understand how it can be effectively applied to tasks in their workplace, making them instantly more skilled and productive on their return.
Interested? Complete this form.
How much does a IT Technical Salesperson apprenticeship cost?
The total cost of this apprenticeship programme is £12,000. How much you pay as an employer will depend on whether your business pays into the Apprenticeship Levy. Read below for to learn more about how apprenticeships are paid for.
Firebrand’s approach to apprenticeships and the breadth and depth of our course content means we deliver knowledge beyond the standard for every apprentice. Apprentices on our standard programmes receive exactly the same training, from the same skilled instructors, as industry professionals attending on a commercial basis; this is reinforced by more than 3000 online learning course options and support from Learning Mentors and Subject Matter Experts with senior-level industry experience. Set against the funding cap, this overall training package represents exceptional value for money.
Our standardised cost model accommodates a high degree of flexibility, allowing employers to adjust the content of their training package to include required skills or products. We'll work with employers to make sure their package is comprehensive, covering business training needs while minimising any incremental costs incurred through change requests.
Are employers or apprentices charged for the accommodation at Firebrand's residential training centre?
There's no additional charge for accommodation and food provided as part of our residential training delivery.
How does the Apprenticeship Levy work?
Where employers have an annual paybill over £3million, they'll pay 0.5% of that total paybill into the Apprenticeship Levy. Payments are made on a monthly basis, and they’ll show in the company's Apprenticeship Service account as soon as they’re made.
Through co-investment from the government, Levy-paying businesses receive an extra 10% top-up in their Apprenticeship Service accounts. This means every £1,000 will be increased to £1,100 in value. See how Levy payments work below:
If an employer's annual paybill is under £3million, the government pays for 90% of the total training costs, meaning you can access award-winning accelerated IT training at a fraction of the cost when you invest in apprenticeships. See how non-Levy payments work below:
Interested? Complete this form.
How are IT Technical Salesperson apprentices assessed?
An End Point Assessment (EPA) is the final step in the apprenticeship journey for employers and apprentices. The assessment allows apprentices to demonstrate that they've developed all the competencies (skills), knowledge and behaviours outlined in the Standard to prove they're able to do the job they've been training for throughout their programme.
Who delivers End Point Assessments?
EPAs are delivered by independent End Point Assessment providers. The British Computer Society (BCS) is the organisation that assesses all Firebrand apprentices - it's the Chartered Institute for IT and is the professional body for the digital industries. All successful apprentices appear on the BCS Professional Register for IT Technicians (RITTech) free of charge, and are entitled to use the RITTech letters after their name.
The EPA lets apprentices map out their digital skills by looking at examples of their best work. It’s designed to bring together all the completed work and skills they’ve learned into one portfolio. Upon completing their EPA, apprentices receive a grade for their hard work, either Pass, Merit or Distinction. The EPA is a chance for apprentices to prove to their employer, themselves and the assessor that they have certain knowledge and skills which have been officially recognised.
What’s included in the EPA?
Summative Portfolio
While working in a new role, Firebrand Learning Mentors will help apprentices collect evidence of their best work. This is called the Summative Portfolio and it’s submitted as evidence of their digital skill development. The Summative Portfolio can be written, image-based, audio or video – whatever medium helps apprentices get the point across best.
Synoptic Project
Apprentices complete a Synoptic Project as part of the EPA. ‘Synoptic’ means a general summary so it’s a learner's chance to test their new knowledge. The Synoptic Project applies new learning to problems outside a normal working environment. Apprentices spend three to five days away from work completing different skill-related projects. Firebrand Learning Mentors will then help submit the best project to the BCS as part of their overall portfolio.
Employer reference
All employers are required to write unique references for their apprentices. They should demonstrate how they've applied the knowledge, competencies and behaviours in the projects they've been given at work. Firebrand will work with employers with guidance and a template to help them complete this throughout the apprenticeship programme. It's a great opportunity for employers to detail the rewarding relationship they’ve built with the learner, which is a reflection on their time as a valuable member in the team.
Interview
All completed work is sent to the BCS, along with an employer’s reference. Apprentices then finish the EPA with an interview from an assessor at the BCS. This is a chance for apprentices to discuss all their completed projects and explain how they’ve developed the skills to meet the digital apprenticeship standard.
How do employers support?
Employers help prepare the apprentices for EPA, while also reinforcing their new digital skills. By writing a reference, employers get to detail what value-adding projects apprentices are working on and the benefits of their new professional relationship.
Engaging in regular one-to-one’s also keeps employers informed and lets apprentices provide updates on what skills they’ve learnt and how they plan to use them in their role
How does Firebrand support?
Firebrand’s Learning Mentors guide apprentices and employers along the way. The Learning Mentors make sure the learner’s EPA submission is the highest quality of work possible.
While also supporting the employee's learning, Firebrand provide various resources for employers, like a template for their employer reference. This makes the process easier and lets employers focus on writing the best reference they can.
Benefits of RITTech registration for individuals and employers
RITTech is recognised by employers and recruiters, demonstrating a higher level of skills and professionalism across digital and technology industries. With 'RITTech' after their name, it proves individuals are competent at what they do (RITTech is only awarded to people working at a SFIA Level 3 or above standard) and it shows they care enough to apply to be on this register.
RITTech status demonstrates quality and professionalism for the individual, who they work for and to their customers. Employees with RITTech have proven they care about what they do, and the people who employ them will care as well. Some organisations even use attainment of RITTech as part of their professional development measures.
Source: British Computer Society
Find out more about the End Point Assessment (EPA).
Interested? Complete this form.
What does an IT Technical Salesperson apprentice's journey look like?
Employers should know what’s happening at every step of the apprenticeship. That’s why Firebrand have identified how their employees learn and at which point they’ll get to apply their new digital skills.
How does Firebrand support learning?
Firebrand includes residential training, online training and plenty of work-based support from a dedicated Learning Mentor. Residential and online training is spaced throughout the programme to ensure the apprentice has time to learn and apply skills before moving onto something new.
How do I ensure my employees are always learning?
Firebrand schedules training carefully so that the learner gains skills they can use immediately at work. Residential courses happen from month 3 and are usually an average of 2 months apart. In between, there’s online learning and Learning Mentors activities (e.g. behavioural modules, Functional Skills). All apprentices complete several work-based projects for their portfolio. Learning Mentors support them with writing up each project over a 12-week period.
Help along the way
There are three main sets of people who support apprentices – Firebrand’s Learning Mentors, Course Instructors and Subject Matter Experts. All of them have different responsibilities, but the benefit of Firebrand’s model is that apprentices get really good technical expertise, plus strong guidance on how to complete their apprenticeship successfully.
Apprentices meet their Learning Mentors on the first day and discuss the full apprentice programme in depth. The Learning Mentors begin understanding the learner’s personal approach, level of knowledge and learning style.
Learning Mentors help if the learner is stuck on something. They use their industry experience to guide apprentices in the right direction, helping them solve tasks from a different perspective. While also providing support, Learning Mentors check to see if the required standards are being met when completing work-based projects.
Learning with Firebrand
Apprenticeships combine a full-time job with formal learning. Firebrand’s formal training includes between three and five specialist IT courses. These courses are decided by the employer during the on-boarding process.
When apprentices are on a Firebrand course, they’ll be in Wyboston Lakes, Bedfordshire at Firebrand’s all-inclusive training centre. They’ll receive accommodation, food and a free shuttle bus from the train station. They then return to work and apply what they’ve learnt, tailoring new knowledge to their organisation’s technologies.
Coming to the end
As apprentices reach the end of the apprenticeship, Firebrand’s Learning Mentors will help them get ready for the EPA.
See the End Point Assessment (EPA) section for more information.
Interested? Complete this form.
How do IT Technical Salesperson apprentices progress?
The pace of digital transformation means there’s always going to be new technologies and smarter processes in businesses.
Progress to the next level and learn even more new digital skills. Progression is a natural step in the IT industry and it keeps employee's skills refreshed.
Develop and reinforce technical knowledge by advancing to a higher-level apprenticeship or training on Firebrand’s public courses. Gain certifications on public courses from vendors like Microsoft, AWS and CompTIA.
Level 3
For apprentices at the end of their Level 3 apprenticeship, advancing to Level 4 is the next natural step. Learn further digital skills while in a more specific IT related role. Specialised Level 4 roles include being a Data Analyst, Cyber Security Technologist or Network Engineer.
Rather than just understanding an organisation’s technologies, learn to master them. Level 4 apprentices apply previous skills with new technical knowledge to gain greater responsibility in a digital role.
Take a look at our Level 4 apprenticeships to continue developing your IT career.
Level 4
After a Level 4 apprenticeship, apprentices can enhance certain specific skillsets and gain further product knowledge by taking Firebrand’s public courses. Public courses are the best option after successfully completing a Level 4 qualification. They align individual courses with desired IT skills.
There’s no limit to the number courses that apprentices can take. Continue learning with Firebrand and gain the certifications needed to move into top IT roles at twice the speed. Continue building a professional career in the right way with recognised industry qualifications
Start choosing certifications from over 700 public training courses.
Interested? Complete this form.
