Discovery Recruitment Limited

Discovery Recruitment Limited Report following a monitoring visit to a ‘requires improvement’ provider

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Name of lead inspector: Helen Morgan, His Majesty’s Inspector

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Type of provider: Independent learning provider

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Address: Ipsley Court Berrington Close Redditch B98 0TJ Monitoring visit: Discovery Recruitment Limited, 25 and 26 June 2025

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Context and focus of visit

Discovery Recruitment Limited was inspected in July 2024. At that time, inspectors judged the overall effectiveness of the provision to require improvement.

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Context and focus of visit

The focus of this monitoring visit was to evaluate the progress that leaders and managers have made in resolving the main areas for improvement identified at the previous inspection.

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Context and focus of visit

Discovery Recruitment Limited is an independent learning provider located in Redditch, Worcestershire. The provider works to support employers’ various recruitment and training services. At the time of the visit, there were 10 apprentices in learning. Apprentices study level 5 operations and departmental manager, level 3 team leader or supervisor, level 4 sales executive and level 3 customer service specialist apprenticeships. All apprentices are adults.

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Reasonable progress

Since the previous inspection, leaders have focused on improving the quality of the progress reviews that apprentices experience. They have improved the attendance and involvement of line managers and the feedback that apprentices receive during these reviews. Where line managers are not able to attend progress reviews, staff ensure that they communicate concerns and reviews of progress to the employer. Leaders set high expectations of line managers when apprentices start their studies to ensure they understand the value of attending progress reviews consistently. Leaders have increased the presence of line managers at review meetings effectively. Apprentices value the input from their line managers, which allows for better coordination between on- and off-the-job learning activities. Consequently, a greater number of apprentices now benefit from more frequent and structured opportunities to practise and consolidate their newly acquired knowledge and skills.

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Reasonable progress

Leaders have developed clear processes that track line manager attendance at progress reviews, as well as the progress apprentices are making in their studies. Where leaders identify that employers are not supportive of apprentices in terms of their attendance at reviews or their allocation of off-the-job time, they work closely with employers to make the necessary time available. If employers are not able to support apprentices, leaders do not continue to recruit further apprentices with Monitoring visit: Discovery Recruitment Limited, 25 and 26 June 2025 them. As a result of this and other improvements, fewer apprentices leave without completing their studies and more achieve their apprenticeship. Employers understand the importance of attending progress reviews. They offer feedback to apprentices on the progress they are making in the workplace and work with tutors to find opportunities for apprentices to develop their workplace skills

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Reasonable progress

further. For example, apprentices partner with another member of staff with a different approach to communication to learn to be more assertive. Employers can see the progress apprentices are making in developing their skills and knowledge.

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Reasonable progress

Since the previous inspection, leaders have worked to improve the feedback that tutors give apprentices, so apprentices understand how to improve the quality of their work. They have worked with external organisations and support networks to understand effective feedback techniques better. Leaders have created feedback forms for tutors to use in giving written feedback to ensure that this is consistent. Tutors have completed training on how to give effective feedback and implement this new learning well. Leaders have established clear processes for standardising and monitoring the quality of written feedback tutors give to apprentices. Leaders set high expectations for the quality of written feedback. They set standards for feedback, which are monitored through individual key performance indicators set for tutors, to confirm that these standards are being met. Tutors give apprentices clear and specific written feedback. Apprentices use the

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Reasonable progress

feedback they are given to develop their ideas further. They reflect on written feedback to identify their own areas of development, including how the feedback can be used to improve their workplace practice. In several cases, apprentices refine their work using this feedback to achieve higher grades in their assignments. Coaches give valuable oral feedback to apprentices, which helps them put feedback into context in the workplace. For example, feedback from presentations helps apprentices identify improvements in posture, tone of voice and eye contact. Apprentices practise improving their presentation skills in the workplace and become more confident and competent at presenting as a result. Where line managers participate in review meetings, their feedback adds significant value to discussions. The involvement of these additional stakeholders provides a third-party perspective, enriching the dialogue and introducing a wider range of ideas

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Reasonable progress

for continuous improvement. Monitoring visit: Discovery Recruitment Limited, 25 and 26 June 2025

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Reasonable progress

Leaders have taken appropriate actions to increase apprentices’ awareness of the career opportunities available in their workplaces. They have purposefully changed the apprentice progress review process, enabling coaches to participate more frequently in discussions about future career prospects. Apprentices now routinely reflect on potential progression pathways, in both their current employer and the wider sectors in which they work. Since the previous inspection, leaders have developed a clearly defined careers education, information, advice and guidance strategy. As part of this strategy, they have introduced a workplace buddy scheme to raise apprentices’ awareness of career pathways. Apprentices who participate in the scheme develop a broader understanding of the range of roles and opportunities available in their sector. However, this scheme has not been implemented across all apprenticeships.

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Reasonable progress

Therefore, it is too soon to see the full impact. Leaders have taken effective steps to increase apprentices’ exposure to and engagement with networking organisations and professional bodies. Where apprentices participate in these activities, they develop a broader understanding of potential career pathways and strengthen their future employment prospects. For example, a few apprentices gain valuable network-led qualifications in ethical sales principles and their importance in modern business practice. However, leaders acknowledge that they do not currently monitor or analyse apprentices’ participation in these opportunities and, as a result, cannot fully evaluate their impact on the apprenticeship experience. Monitoring visit: Discovery Recruitment Limited, 25 and 26 June 2025 regulates and inspects to achieve excellence in the care of children and young people, and in education and skills for learners of all ages. It regulates and

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inspects childcare and children’s social care, and inspects the Children and Family Court Advisory and Support Service (Cafcass), schools, colleges, initial teacher training, further education and skills, adult and community learning, and education and training in prisons and other secure establishments. It assesses council children’s services, and inspects services for children looked after, safeguarding and child protection.

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T: 0300 123 1231 Textphone: 0161 618 8524 E: enquiries@ofsted.gov.uk W: www.gov.uk/ofsted

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