Our new “Hot Topic” posts look at what is currently trending either nationally and/or globally, allowing us to share with you our unique Change Gear point of view. In our first “Hot Topic” Carrie shares her thoughts about how employers can do more to support young people entering the workplace – a very real hot topic for everyone waiting for their A-Level and GCSE results to be unveiled!
As a mother, whose son is about to get his long awaited A Level results today, this question is certainly one that has catapulted to the front of my mind recently. Having been very clear that university was the way forward for him, a sudden last minute change of heart (high expectations and the thought of being saddled with a huge debt from university fees) had him announce that he was going to get a job instead. I’m all about encouraging my children to make good decisions and choices and do what makes them happy but knowing the employment arena as I do, this new revelation has made me a tiny bit anxious on his behalf.
Recent research is suggesting that as much as 80% of young people finishing education feel they are not being taught the right skills before they leave to help them successfully find work. So it’s no surprise that today over 900,000 people aged between 16-24 are unemployed in the UK. The ratio of youth unemployment is far higher than adult unemployment and this gap does not seem to be decreasing.
Yet in order for organisations to future proof themselves against a back drop of an ageing workforce where knowledge transfer is critical they are going to have to start actively promoting the recruitment of young talent into the workplace. There are so many positive reasons for businesses to employ young people; it’s certainly more cost effective to invest in your own young talent rather than buy in more expensive, skilled people later. It also adds to workplace diversity – young people bring with them different perspectives, fresher ways of looking at things and usually their technical and digital knowledge far outweighs that of older generations. It’s also a fantastic way to boost the PR of your business.
So how can your business help transition young people from education to work? Here are Change-Gear’s 5 top tips to help you on your way:
- Start to form relationships with your local schools and colleges to bridge the gap between your business and education. Careers offices are always keen to meet employers. Offer to run workshops or taster sessions for them giving young people information and advice about what a career in your industry would be like. Share your stories and expertise with them.
- The Apprenticeship Levy has forced many employers with an annual pay bill of over £3 million to think differently about hiring apprentices into their workforce. Faced with spending 0.5% of their total pay bill they are keen to make sure they use their £15,000 allowance each year by taking on apprentices into their businesses and providing on the job training and coaching using this allowance. Whether the levy applies to your business or not, offering apprenticeship schemes is a great way of attracting young talent into your business. Many bright students are opting for an apprenticeship programme as opposed to facing huge uni fees, so you are likely to get some great young recruits.
- Provide high quality work experience opportunities giving young people the insight and skills they need to work in your industry. This can also be a great way to “try before you buy”. Plan out the work experience so that the student really comes away with something useful and a good impression of your organisation. Do remember you are as much on show as a business as they are! Social media will make sure the message about how good or bad their experience was will spread wide and far!
- Question whether you definitely need someone with previous “work experience”. We often make assumptions that taking on a young person straight from education will be a lot of hard work for us and time consuming “showing them the ropes”. How many times have you hired someone who didn’t have enthusiasm and energy (even in their first few months) and you ended up spending far more time dealing with their lack of motivation and commitment? Often young people are really keen to show what they can do and work exceptionally hard to prove themselves.
- Consider whether the recruitment processes in your business actually are “youth friendly”. Think about your own interview questions and whether you adapt your interview style to bring out the best in them during the interview process. This may well be a first interview for a first job – so make sure you are giving them the right environment to relax and be the best they can be.
So hopefully that’s given you some food for thought and if you’d like to learn more about how we help our clients with induction programmes for apprentices and graduates or some of the one to one work our coaches do with young people looking for work, please get in touch. In the meantime, here’s wishing all the students getting their results tomorrow the best of luck.