As youngsters start filling in their UCAS forms and visiting universities across the country, the question we are asking local businesses is: what do you look for in a new member of staff - qualifications or potential?

Steve Matthews, commercial director, Centric Recruitment

Helping employers find the right people for their workplace is how we have been helping hundreds of companies in South Wales and the rest of the UK. Qualifications are important, particularly for certain sector roles such as engineering or teaching, however getting that all important first step on the employment ladder doesn't necessarily mean having to have a degree. For example, one of our key sectors is the contact centre industry where strong interpersonal skills and an ability to interact and communicate well with potential customers is key - more so than a degree. What employers are often looking for is someone who can demonstrate a diverse CV coupled alongside positive personal attributes such as a people skills and an ability to work well as part of a team. These are just as, if not more important, than qualifications in the work place.

David Davies, managing director, Axiom Manufacturing Services, Newbridge, and ESTnet board member

Personally, the most important quality I look for in candidates is a desire to succeed. There are many reasons why a person may not have achieved certain qualifications, but if someone displays the will and the work ethic, Axiom will give them the chance and support them all the way. I would certainly hire someone without a degree or a diploma. If a person demonstrates self-motivation and a dedication to their work and career, we’ll support them to gain any qualification they need to progress with that path.

Maria Larcombe,director of operations (South), Acorn, Newport

I would most certainly hire individuals with no qualifications and give them an opportunity if they were the right fit for our business. I would take on youngsters who have potential, relevant life skills and the right attitude, and I have done so successfully throughout my 20 years at Acorn. Obviously degrees and other qualifications have a vital place in some of the industries we work in such as IT and digital, nursing and healthcare and construction and engineering, and it’s also important to develop existing employees of all ages so they can achieve the relevant qualifications in line with career goals and our company objectives. It's important to remember that age doesn’t limit talent so we must always consider an individual's potential.

Liz Maher, VAT director, Centurion VAT Specialist Ltd, Langstone

Whether the role requires specific learning or qualifications is obviously key, so students do need to think about what their career choice will need in terms of demonstrating ability around their subject areas and qualifications are a part of that. I’m sure we all recognised that a person may have all the right qualifications for a role academically eg accounting qualification for a finance role, but lack of social skills or communication skills to fit into a team or simply lack of motivation and desire to engage is what every business owner or employer will really take note of. It’s the potential in a person we need to see against the background of academic ability particularly in a professional services firm such as Centurion – our team need to be able to communicate clearly both in writing and in meetings or at training events, they need to understand legislation, have problem solving skills and whilst our team all have degrees they aren’t in tax or accounting – so academic qualifications have a marginal influence in that respect. Thirty years of experience in VAT is the real value, I hope in my case, but what of the new cohort entering the market? I’ve seen lots of 17 year old students engage in setting up a business through the Young Enterprise Charity programme and certainly there are those who have the spark and enthusiasm to succeed in business or a career that doesn’t necessarily need the vindication of a qualification. It’s important to see the person as well as the qualifications, but students still need to recognise any CV needs to be able to demonstrate that level of enthusiasm, commitment, and engagement that a business owner needs to see when taking the decision to invest a salary in that person.

Steve Morgan, Steve Morgan Associates, Newport

Recruiting the right person on the technical side of the civil and structural engineering consultancy field is incredibly difficult. Engineers require a masters degree to enable them to progress on to chartered status but many of the graduates we interview lack some basic skills which are essential to our business. Historically, engineers are not good communicators. Therefore, we have to look at qualifications, a basic requirement, but more importantly, potential. We can teach the technical side of the business but if a graduate is a poor communicator, it can limit their potential. For that reason, our interviews for technical staff concentrate on the candidates characteristics and personality. On the administrative side of the business, potential (and a basic knowledge of maths and English) is our only requirement as it’s the administration of the business that keeps it running smoothly. We do, however, encourage our administration staff to obtain qualifications while in our employment as we recognise that many of the larger companies will initially filter candidates using qualifications alone.

Natalie Poynton, director, Xpress Recruitment, Newport

I think qualifications play a significant part for particular roles, for example in marketing, engineering, driving and other skilled professions which need a specific level of understanding and competency in key area. A few roles in which I would say qualifications aren’t as necessary would be customer-facing roles, sales development and logistics as they would be based mostly on personality, the ability to build relationships and rapport with people. Industry knowledge would come with both time and training. Mostly the person will just have a passion, flare or particular strength enabling them to perform within a role and being able to establish their ‘fit’ at interview is difficult but can indeed be done!

John Newell, director, Kingston Newell Estate Agents, Newport

Our industry is customer focused and people facing. When I interview candidates I do take notice of their qualifications but how they come across is more important and whether they have the communication skills and personality to work with home buyers and sellers. I want to hire motivated, enthusiastic staff who are professional, well presented and willing to work. Of course being qualified is very important. For some industries they are essential and the only way you can progress. I’m keen to encourage my team to register with our trade body and undertake specific qualifications for our industry.