1. NASES Agency Working Party Conference Workshop 8 th & 9 TH July 2014

2. Introductions How is the Student Employment Sector Growing Getting Started - things to think about Case study – University of Derby Ask the Expert....

3. How the sector is changing

4. Advantages of an Internal Agency Ability to support emergency cover Builds greater relationships with students & internal departments Pool of skilled student labour to tap into Can monitor students working more effectively Will enhance university PR and support the University being the destination of choice for applicants Can measure success effectively and produce effective MI Students working on campus are higher alumni donators Reduces the time to hire window, as can bi-pass lengthy HR process’s Advantages of a Commercial Agency style service Income generation geared towards covering operational costs and profit Allows for growth and planning Potential to develop service Can be competitive with high street agencies

5. Disadvantages of an Internal Agency Influencing institution to convert to in-house service Convincing Departments to use service if there is no formal policy in place Convincing departments to pay for an internal service May increases admin procedures / systems More resource required for a recruitment service Threat of external agencies Disadvantages of a Commercial Agency style service University may not be geared to commercial market / services Students commitments will restrict your market Service may need competitive resources Financial liabilities – credit control and management Management of recruitment agency legislation Needs to be competitive and have a strong brand and USP’s

6. How is the Student Employment Sector Growing? impact – examples of what services are achieving £ million pound wage mark hit earlier in the term each year Increase in numbers of students working Greater number of Students engaged into casual work year on year

7. Getting Started – Things to think about

8. Ensure a Successful start Form a Steering group of Key Stakeholders in your University that are able to make decisions. Agency Chair Person HR Director Finance Assistant Director Operational Manager ProcurementCareersITLegal

9. Location High student footfall is useful…not essential Virtual Presence essential Staffing Depends on budgets and operation style Are you front facing or on-line service? Business development role generating business and Admin/filler role matching vacancies and doing back office roles Student staff ideal solution as business develops

10. Recruitment software A range of options exist depending on requirements & budget: In-House Solution

11. Thinking about Finance Financial Planning / Budgets Useful to have finance person onboard Straight re-charge? Admin fee on top of hourly rate?

12. Wage rates Needs discussion with your HR department and Union reps Pricing Policy - Rate calculator Average rates Pay rate + overheads + admin charge = charge rate Holiday pay

13. Time sheets Manual v on-line Payroll invoicing Think about Cash flow Payment Terms and Credit Control

14. Payroll - who will do this Ideally an internal solution linked to Recruitment Software Needs to be an on-line system for large payrolls On-line mechanism saving time and staff time Weekly/Monthly External solutions available

15. How will you operate? Registering students On-line Per vacancy or bank applications As an employer you must check all students’ eligibility to work and retain copied documentation You need to recheck eligibility on an annual basis, coming soon the need to check term dates for students

16. Getting started – the basics Registering clients/vacancies When accepting new clients general paper work should be completed Depending on your insurance /university requirements certain checks should be made

17. Employability Links Work with Careers/Employability to impact student employability Internal clients – guidance on good recruitment practice, giving references etc Recruitment basics inc interviewing/short listing guides

18. Case Study 2 - University of Derby Brief history of the Student Employment Agency (SEA) Rationale behind developing the external market for the SEA Vision: To be the first choice agency for employers seeking student employment

19. Understanding the Market Place Competitor analysis – benchmarking Knowing who your competitors are External Influences – PEST analysis Political Factors Economic Factors Social-Cultural Factors Technological Factors

20. SWOT Strengths: Wide pool of skilled students Small, flexible and agile Prominent location on campus Very short to long-term employment

21. SWOT Weaknesses: Overly dependent on internal client base Location for external business Brand awareness externally

22. SWOT Opportunities: Strengthen relations through networking External Marketing campaigns Projected growth as economy recovers Joined up working

23. SWOT Threats: High street competition Employment legislation Un-realistic targets

24. Operations Management Use and recording of data Location Efficiencies Capacity and demand Structure

25. Ask the expert