‘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
Introduction: Lessons from the Sales Sector What Our Research Told Us: • 44.7% of respondents do not employ 18 -24 year olds • But this is where the talent is! • Only 32.8% of companies take advantage of government funding • Is this through ignorance or fear of complexity/bureaucracy • 49% of businesses are focused on recruiting young sales talent • 47.5% are focused on recruiting young customer service talent. • That’s the good news, but………………….
“Learning” from how the sales sector recruits What Our Research Told Us: • 64.9% of companies use competency based interviews in recruitment • Is this relevant for today’s digital generation? • 55.9% of companies use recruitment agencies to find new young talent • Is this model relevant any more? Are their methods effective? • And the evidence for my doubts: • 30% + of companies have an attrition rate of 21%+ amongst their young talent • Over 13% of companies have attrition rates of 41%+ in the young workforce
The Benefits of Recruiting Young Talent
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
The Benefits to Your Business of Recruiting Young Talent • Helps productivity, morale, employee retention • Develops skilled, qualified and loyal employees of employers who take on an • Promotes your business in the local community 96% apprentice see at least one benefit to their business • Extends the talent pool for the needs of your businesses • Why buy in talent when you can grow your own? 72% 69% 64% • Multiple funded pathways available • Reduces recruitment costs Experienced Had seen Found it improved increased brought new • Can attract government incentives productivity employee ideas to the morale organisation
The Evidence: Business Benefits 96% Of employers who take on an apprentice see at least one benefit to their business 72% 69% 64% Experienced Had seen increased Found it brought improved employee morale new ideas to the productivity organisation
The Evidence: Business Benefits
The Evidence: Business Benefits
Meeting the Challenges of Recruiting Young Talent
Demographics Transforming Your Business • Employers are having to recruit from a shrinking workforce due to an aging population, as the OECD confirms • In 1950 there were almost six workers in the UK for every pensioner • Today the ratio is a little less than four • In 2040 the number of workers per pensioner will be less than 2.5 • There is a growing mismatch between the skills employers need and the talent available 1950 2011 2041
Are You Ready for This Challenge? Some questions for you: • When forward planning, do demographic factors such as the % age of working-age population, education level and skills base matter to you? • Do you have a strategy for dealing with these issues? • Are you developing strategies to better tap the intellectual capital/potential of younger less experienced staff • Do you have a strategy for skills development that includes coaching and exposure to a variety of experiences? • After seeing the next slide, how radical could you be?
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 16-24 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!
Routes into Employment • It provides work-place experience It’s what young people told us • It’s for all young people Work Experience they wanted to help make • Duration of 1-3 weeks or informed career choices 1-2 days per week • Unpaid
Routes into Employment • Provide training to support progression into apprenticeships/jobs for 19-24 year olds not yet in work • Training covers work readiness, English/Maths, and skills training appropriate to Traineeships The new training initiative the work placement • Duration up to 6 months including 6 weeks+ quality work experience • “Guaranteed” job at end if completed satisfactorily • Does not effect benefits entitlement • Employer wage subsidy
Routes into Employment • Work-based training programmes designed around the needs of the employer • Paid work and training and leading to nationally The real alternative to Apprenticeships recognised qualifications university • Available for all sectors across a wide range of industries • Can take between 1-4 years depending on job and skill requirement
Supporting Staff Already in Employment • Funded work-based training programmes designed around the needs of the employer • Existing Employees Transforming performance Training leading to nationally recognised qualifications • Programme delivered onsite over 12 months
Traineeships – the New Secret Weapon • We recognised there was a vast and wasted talent pool • But surveys from the CBI and CIPD tell us how ill-prepared young people are for work • The businessman in the street demonizes young people as: • Unemployable • Illiterate • Lazy • High risk • So we designed a programme to address these challenges • And it looks like this…………………….
Traineeships – Our New Secret Weapon Numeracy and 2 week Literacy Support 6 week active work supported Employer Specific Entry into full employment via placement work Sales Training apprenticeship Employability placement Training 16 6 10 0 4 Time progression (Weeks)
A Call to Action: What Can Business Do? In the Schools The talk might be sector or career specific, or simply telling your own story as an example of Career Talks what can be achieved. Visits Inviting young people to visit your organisation. Mentoring Supporting a young person with their academic and/or career journey Mock Interviews Visiting a school to provide interview experience as an employer Enterprise Events Supporting local authority or regional events Real Work Sponsoring school-based projects Challenges Career Events Exhibit 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
A Call to Action: What Can Business Do? In the Workplace Work Experience/ Offering work experience placements to students, graduates and young unemployed people shadowing from a week to longer periods. Internships Developing a quality internship programme for graduates/young people Volunteering Developing a quality voluntary programme for young people Traineeships Six weeks supervised work placement Apprenticeships Developing a quality apprenticeship programme for young people Advertising Find a platform to advertise your vacancies to young people vacancies
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 attention! peter.cobrin@employmentpathways.org.uk @petertheteacher
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