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Employer role: What does good employer support look like and where is it happening?

Employer role: What does good employer support look like and where is it happening?. David Massey, UK Commission for Employment & Skills Andrew Murphy , Director of Sales, Avanta Ian Smith, Network for Skills Carole Still, Simply Business Skills.

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Employer role: What does good employer support look like and where is it happening?

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  1. Employer role: What does good employer support look like and where is it happening? David Massey, UK Commission for Employment & Skills AndrewMurphy, Director of Sales, Avanta Ian Smith, Network for Skills Carole Still, Simply Business Skills
  2. What does good employer practice look like and where is it happening? David Massey UK Commission for Employment and Skills
  3. Youth unemployment
  4. Structural barriers A shift in the composition of jobs in the labour market The emphasis on experience and the death of the “Saturday Job” Recruitment methods and a reliance on word of mouth recruitment
  5. So what does good employer practice look like? Recruitment of young people including recruitment methods Offering work experience Providing apprenticeships / non-graduate routes into work more generally
  6. Recruitment Base: all UK employers
  7. Recruitment Why haven’t employers recruited young people? No young people applied Young applicants lack experience Change recruitment practices
  8. Work experience Despite importance to employers only a quarter offer work experience Employer barriers: No suitable roles No-one’s asked us Lack of time and resources Employer benefits Recruitment method Management/mentoring skills of existing staff CSR/reputational benefits + knock on effect on staff
  9. Quality work experience Traditional view of work experience: 2 week full-time placements Part of the “no suitable roles” is the perception of the traditional work experience. Instead we need to think of work experience in its broadest sense. Work experience can include: Visits to local businesses / site visits Mock interviews and feedback Mentoring Solving a real life challenge or puzzle Full-time placements Enterprise competitions Pitching / bidding for real contracts All of these can cross-over. For example a high quality full-time placement might include solving a real life challenge, mentoring and mock interviews
  10. Apprenticeships
  11. Reasons why employers don’t engage Perceived structural barriers Actively choosing not to Low awareness / passive disengagement Base: all employers not offering apprenticeships
  12. Further reading UKCES – The youth employment challenge http://www.ukces.org.uk/ourwork/youthemployment/youth-employment-challenge UKCES – Scaling the youth employment challenge http://www.ukces.org.uk/publications/scaling-the-youth-employment-challenge CIPD – Employers are from mars, young people are from venus http://www.cipd.co.uk/publicpolicy/policy-reports/mars-venus-jobs-mismatch.aspx
  13. 020 7227 7812 david.massey@ukces.org.uk Contact details

  14. What Employers Want...

    8th May Andrew Murphy Director of Sales
  15. Employer Challenges... Conflicting Government incentives What provider to choose 100+ private providers per region 5+ Colleges per region Local Authority service provision Work Programme Providers WP Sub Contractors Identifying tangible evidence of success Improving their engagement of new employees Retaining and Developing staff...
  16. Employers Want.... You to understand their business – ONA Identify their Universal training requirements – TNA Single point of contact Single solution for Recruitment and Staff Development Programmes built for them or their industry
  17. Master Vendor Model Employer Model Hospitality Retail W&D Recruitment Pre Employment Training Apprenticeships Staff retention Avanta Region Partner Region Avanta Region Direct Delivery Direct Delivery Direct Delivery Direct Delivery Direct Delivery Direct Delivery Supply Chain Supply Chain Supply Chain
  18. NAM HR Director Relationship Mapping RAM Regional Manager Avanta Employer ERM Branch Manager
  19. Competency modelling - introduction The Employer’s Perspective Iain Smith Network for Skills www.london.dalecarnegie.com
  20. Competency modelling - introduction Context Loads of unemployed, NEETs, etc School performance is variable School leavers are often nowhere near prepared enough for the work place Lots of new and different types of schools and academies www.london.dalecarnegie.com
  21. Competency modelling - introduction Made worse The Government really isn’t in a place to help But adds to the problem by changing everything all the time Questions 1: Are whim, assumption and TV celebrities real ingredients for success? 2: Which credible brand would launch a product before they have gone through many stages of creation? We say this is employer led……but good employer support needs good Government behaviour too www.london.dalecarnegie.com
  22. Competency modelling - introduction Despite this … employers have stepped up….and did ages ago Employers spend £billions on training their workforce They also engage in Government driven schemes…but this can be hard work Many run great employability programmes: - TfL, BP, BT, EON…. Lots of us engaged with 14-19 Diplomas Many have engaged with UTCs But: You can’t change everything all the time and be surprised that employers struggle to understand / engage / do what the Government says it wants (today) www.london.dalecarnegie.com
  23. Speaker contact details: carole.still@sbskills.com david.massey@ukces.org.uk andrew.murphy@avanta.uk.com iainsmith@networkforskills.co.uk
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