1 Employer role: What does good employer support look like and where is it happening? David Massey,...

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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

What does good employer practice look like and where is it happening?David MasseyUK Commission for Employment and Skills

0

200

400

600

800

1,000

1,200

16-24 Un-employed

All Vacancies (thousands)

Youth unemployment

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

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

Recruitment

Any under 25 recruited

(27%)

742,723

819,272

Recruited 25+ only (16%)

Not re-cruited (4%)

883,339

Base: all UK employers

Recruitment• Why haven’t employers recruited young people?

• No young people applied

• Young applicants lack experience

• Change recruitment practices

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

Quality work experienceTraditional 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

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Plans to offer in the future (32%)

Have Appren-tices now (9%)

Aware & very good knowledge

(8%)

Don't have or offer (85%)

18% 41%

Heard the term but don't know what's

involved (16%)

2%

Offer Appren-ticeships but

don't have now (6%)

Apprenticeships

No particular reason

No one has enquired about doing one lately

Never have before so haven’t considered it

Bad experience with training providers in the past

No need (unspec.)

All our staff fully skilled, no need

Apprenticeships are only for manual staff / not for professionals

We cannot currently afford to

Not suitable for our business (e.g. too small / new)

1%2%3%3%

5%12%

0.010.01

0.030.04

0.090.18

0.020.03

0.10.12

0.140.15

Reasons why employers don’t engage

Base: all employers not offering apprenticeships

Perceived

structural barriers

Actively choosing not to

Low awareness /

passive disengagem

ent

Further readingUKCES – The youth employment challengehttp://www.ukces.org.uk/ourwork/youthemployment/youth-employment-challenge

UKCES – Scaling the youth employment challengehttp://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

Contact details

020 7227 7812david.massey@ukces.org.uk

What Employers Want...

8th MayAndrew MurphyDirector of Sales

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...

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

Master Vendor Model

Hospitality Retail W&D

Employer Model

Recruitment Pre Employment Training Apprenticeships Staff retention

Direct Delivery

Direct Delivery

Supply Chain

Partner Region

Direct Delivery

Direct Delivery

Supply Chain

Avanta Region

Direct Delivery

Direct Delivery

Supply Chain

Avanta Region

Relationship Mapping

NAM

RAM

ERM

HR Director

Regional Manager

Branch Manager

Avanta Employer

Competency modelling - introduction

www.london.dalecarnegie.com

Iain Smith

Network for Skills

The Employer’s Perspective

Competency modelling - introduction

www.london.dalecarnegie.com

• 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

Context

Competency modelling - introduction

www.london.dalecarnegie.com

• 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

Made worse

Competency modelling - introduction

www.london.dalecarnegie.com

• 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)

Despite this … employers have stepped up….and did ages ago

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Speaker contact details:

carole.still@sbskills.com

david.massey@ukces.org.ukandrew.murphy@avanta.uk.com

iainsmith@networkforskills.co.uk