For businesses across the water industry, being good at what you do is only part of the challenge. Potential customers also need to understand your expertise, recognise the value you offer and be able to find you when they need your services.
That makes marketing an important business capability, but one that can be difficult to develop alongside the demands of running an organisation. Creating useful content, maintaining social media, researching competitors and improving online visibility all take time and skills — and in many businesses, these responsibilities are shared between people who already have other priorities.
Developing those skills internally is one way to build a more consistent approach. That’s the focus of a new partnership between Distinctive Media Group and Reveela Academy, which brings the Level 3 Multi-channel Marketer apprenticeship to businesses looking to develop their marketing capability.
The programme combines structured training with practical workplace experience, alongside access to Reveela marketing tools throughout the training. It offers businesses a route to developing skills within their existing team or supporting someone new to a marketing role.
Why marketing capability matters
Marketing is often treated as a collection of individual tasks: updating a website, publishing a social media post, sending an email or producing a case study. But these activities are more effective when they form part of a wider approach.
For a business in a specialist sector, that might mean turning technical knowledge into content that helps customers understand a service. For a company competing in a crowded regional market, it could mean communicating what makes it different. In either case, marketing involves understanding audiences, choosing the right messages and deciding where time and resources will have the greatest impact.
These skills are not always readily available in-house. Smaller businesses may not have a dedicated marketing team, while employees who take on marketing responsibilities can find themselves learning through trial and error.
A structured development route can help bridge that gap, giving employees the opportunity to build their knowledge while applying it to the needs of the business.
The partnership between Distinctive Media Group and Reveela Academy
The partnership brings together Distinctive Media Group’s work with business audiences through its specialist publications and Reveela Academy’s Level 3 Multi-channel Marketer apprenticeship.
The aim is to help businesses explore a practical way to develop marketing skills from within, rather than assuming that every organisation needs to recruit an experienced marketer or outsource all its activity.
Through the apprenticeship, learners develop knowledge across areas including content creation, social media, digital marketing, market and competitor research, and marketing planning. They can then apply that learning through relevant workplace responsibilities.
Access to Reveela marketing tools is included throughout the training, providing learners with tools to support their marketing activity as they develop their skills.
The combination is important: training builds knowledge, workplace experience helps learners apply it, and tools can support the organisation of activity. The programme is not a substitute for clear objectives or good decision-making, but it can help businesses develop the people and practical skills needed to support their marketing over time.
A route for existing employees as well as new recruits
Apprenticeships are sometimes associated mainly with young people starting their first job. In reality, they can also provide a development opportunity for eligible existing employees.
This may be relevant to businesses where marketing responsibilities have grown gradually. Someone working in sales, administration or another role might already manage social media, contribute to website content or help communicate with customers. They may understand the business well but have had limited access to formal marketing training.
An apprenticeship can offer a structured way to build on that experience, helping an employee develop their knowledge while continuing to contribute to the organisation.
It can also be considered when recruiting someone new into a marketing role. In that situation, the business can support the learner’s development while building marketing capability around its own priorities.
The most suitable approach will depend on the role, the learner’s circumstances and the business’s ability to provide appropriate workplace experience and support.
What could businesses gain?
The benefits will vary according to the organisation’s starting point and the responsibilities given to the learner. However, developing marketing skills internally may help businesses to:
- Communicate expertise more effectively through useful content, case studies and clearer messaging.
- Build a more consistent online presence by developing the skills needed to plan and maintain digital activity.
- Understand their market through research into audiences, competitors and sector developments.
- Make more informed marketing decisions by connecting activity to business objectives rather than treating each task in isolation.
- Develop people alongside the business by giving employees a route to grow their skills and responsibilities.
These outcomes aren’t automatic. They depend on how the learning is applied, the support available in the workplace and the priorities the business sets. But for organisations that want to strengthen their marketing over time, developing internal capability can be a worthwhile consideration.
Could funding make it more accessible?
Funding is an important part of the decision for many employers. Depending on the circumstances, apprenticeship training may be fully funded for eligible 16–24-year-olds. Some qualifying employers may also be eligible for a £2,000 hiring payment when recruiting a qualifying apprentice. Funding may be available for eligible existing employees aged 25 and over, depending on the circumstances.
The rules and eligibility criteria vary, so businesses should confirm what applies to their situation before making a decision.
Through the partnership, businesses can enquire about the programme and explore their potential funding options.
Marketing apprenticeships: frequently asked questions
Is this apprenticeship only for young people entering the workplace?
No. Apprenticeships can support people starting a career as well as eligible existing employees who want to develop their skills. The individual’s circumstances and the programme’s eligibility requirements will determine whether the route is suitable.
Does a business need to recruit a new employee?
Not necessarily. An eligible existing employee may be able to undertake the apprenticeship, provided the relevant requirements are met. Businesses can explore whether developing someone already in the team or recruiting into a new role better suits their needs.
What does a Level 3 Multi-channel Marketer do?
The role can include creating content, supporting social media and digital marketing, researching audiences and competitors, and helping to plan and evaluate marketing activity. The responsibilities will depend on the learner’s role and the organisation’s needs.
How does the partnership with Reveela Academy work?
Reveela Academy offers the Level 3 Multi-channel Marketer apprenticeship, while Distinctive Media Group is partnering with the Academy to bring the opportunity to businesses through its specialist publications. Access to Reveela marketing tools is included throughout the training, helping learners put their developing skills into practice.
Will an apprentice take responsibility for all our marketing?
An apprenticeship is a development route, not an automatic replacement for an experienced marketing team or an established strategy. The programme helps learners build skills over time, with their responsibilities shaped by their role, training and workplace support.
Is the training fully funded?
Funding depends on the employer’s circumstances, the learner’s eligibility and the current funding rules. Some eligible learners may qualify for fully funded training, while other arrangements may require an employer contribution. A funding enquiry can help clarify the options.
Can employers receive a payment for hiring an apprentice?
Some qualifying employers may be eligible for a £2,000 hiring payment when recruiting an eligible apprentice. The payment is subject to specific criteria, so employers should confirm the current rules before relying on it.
