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‘The Importance of Recruiting Young Talent’ “Equipping young people for life is not just a noble endeavour. It’s a business imperative”. - John May Peter.

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Presentation on theme: "‘The Importance of Recruiting Young Talent’ “Equipping young people for life is not just a noble endeavour. It’s a business imperative”. - John May Peter."— Presentation transcript:

1 ‘The Importance of Recruiting Young Talent’ “Equipping young people for life is not just a noble endeavour. It’s a business imperative”. - John May Peter Cobrin

2 The Benefits to Society of Recruiting Young Talent Eliminates the persistent youth unemployment that has been embedded in our system over decades Ends the vicious circle of no work experience, no work Transforms the transition from education into work Ends the curse of low life-time earnings, poorer health outcomes and long term unemployment for thousands Slashes the cost of youth unemployment estimated at £28 billion by 2024 Ends the appalling social cost of wasted lives, wasted opportunities Creates a growing talent pool for the needs of our businesses

3 The Kent Challenge To raise attainment and skill levels To extend and improve technical education, training and apprenticeships To increase participation and employment To target support to vulnerable young people To ensure parity of understanding and esteem between technical and academic education and qualifications Identifying priority sectors and upskilling focused at these sector e.g. Tourism, hospitality and Transport Health and social care Logistics Land Based Environment Construction and the Built Environment Creative and Digital Media Engineering and Manufacturing

4 The Kent Conundrum Board responses to the survey prove that employers are the key……….. But they have the longest journey to make. The Board’s success depends on supporting and facilitating this journey Commercial barriers: there is a perceived or real cost to changing the recruitment policies of a company in favour of young people. Time spent or any youth engagement programme equals a real money cost Structural barriers: education and training is perceived as a specialist and closed shop dominated by “experts”, resistant to change, full of vested interests School barriers: schools too often function behind their educational barricades Ignorance barriers: employers simply do not know what, how, why and where they can make a difference Each of these must be overcome and appropriate support mechanisms put in place to achieve this

5 What employers and providers must contribute at their local level Raising Attainment By demonstrating how technical learning enhances “academic” achievement By supporting a technical offer within schools By using the technical offer in schools to provide alternative routes to functional skills at level C and above Providing role models and mentors Improving and Extending Technical Education, Training and Apprenticeships By ensuring there is a technical offer available to all 14 year olds and above, regardless of the make-up of the local school/s By providing opportunities for experiencing the world of work By demonstrating how technical learning pathways support progression into local employment Increasing Participation and Employment By ensuring employability, entrepreneurship and enterprise skills are taught effectively as part of the curriculum Targeting Support to Vulnerable Young People Companies that already employ vulnerable young people providing support and guidance to other employers By agreeing to be fully DDA compliant By supporting young offenders schemes By working with the judicial system to support excluded young people into work

6 1 A call to action: what can local businesses do? In the Schools Engaging in school governance Becoming governors, mentoring support, business know-how, supporting careers within the curriculum Career Talks The talk might be sector or career specific, or simply telling your own story as an example of what can be achieved. VisitsInviting young people to visit your organisation. MentoringSupporting a young person with their academic and/or career journey Mock InterviewsVisiting a school to provide interview experience as an employer Enterprise EventsSupporting local authority or regional events Real Work Challenges Sponsoring school-based projects Career EventsExhibit at a Careers Fair Work Experience Offering work experience placements to students, graduates and young unemployed people from a week to longer periods. Financial Support Sponsoring/supporting careers education, events and activities, library and other learning resources

7 2 A call to action: what can local businesses do? In the Workplace Work Experience/ shadowing Offering work experience placements to students, graduates and young unemployed people from a week to longer periods. Supporting vulnerable learners Supporting disability access, providing role models, equal opportunity recruitment InternshipsDeveloping a quality internship programme for graduates/young people VolunteeringDeveloping a quality voluntary programme for young people TraineeshipsSix weeks supervised work placement ApprenticeshipsDeveloping a quality apprenticeship programme for young people Advertising vacancies Find a platform to advertise your vacancies to young people

8 The Benefits to Your Business of Recruiting Young Talent Helps productivity, morale, employee retention Develops skilled, qualified and loyal employees Promotes your business in the local community Extends the talent pool for the needs of your businesses Why buy in talent when you can grow your own? Multiple funded pathways available Reduces recruitment costs Can attract government incentives 96% of employers who take on an apprentice see at least one benefit to their business 72%69%64% Experienced improved productivity Had seen increased employee morale Found it brought new ideas to the organisation

9 The Evidence: Business Benefits 96% Of employers who take on an apprentice see at least one benefit to their business 72%69%64% Experienced improved productivity Had seen increased employee morale Found it brought new ideas to the organisation

10 The Evidence: Business Benefits

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12 Meeting the Challenges of Recruiting Young Talent

13 How One Business Met This Challenge In April 2012 they threw their recruitment rule book away as part of their CSR agenda No formal qualifications or prior work experience required Recruited on energy, passion and commitment Initial 5 week employability progamme leading to: Fully salaried 12 month programme for year old NEETs To date 1,000+ in UK branches, contact & operation centres Real job with a real salary and a Level 2/3 qualification Diverse, eager, motivated and loyal team Award winning and overall great success -- 85% retention!

14 Conclusions and Next Steps Review recruitment strategies from a youth perspective Acknowledge the demographic and social imperative Commit to a youth-friendly focus Talk to organisations that have developed youth-engagement strategies Thanks for your kind


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