RECRUITING YOUNG PEOPLE: CASE STUDIES FROM PREVIOUS PROGRAMMES
For the electronic version please go to www.neweconomymanchester.com/stories/ 1846-information_for_employers
Case Studies
Sedulo is part of the GM Commitment GM Commitment would like to thank accountancy firm Sedulo, which has recently taken on Zaidi Rhodes-Greene as an apprentice working in partnership with Damar Training. Sedulo also received an incentive of £750 – available for any employer who takes on a young unemployed Greater Manchester resident as an apprentice or into a job with training. What is Sedulo? Sedulo is an established firm of accountants, with offices based in Manchester city centre and the Sharp Project, providing expertise in accountancy solutions and commercial business advisory services. How are they helping GM young people? In the past few years Sedulo has embraced apprenticeships, taking on an average of 2 new apprentices a year. They have settled in to a successful routine, whereby every apprentice starts on reception to become familiar with the world of work, the company and their clients. The apprentice then progresses from HR functions to working in the accounts and tax departments, becoming familiar with both areas before choosing one to specialise in. All the apprentices they have taken on have progressed up the career ladder, becoming loyal and well rounded employees upon whom office manager Elaine Cheetham-Karcz can rely. Office manager Elaine takes a hand-on role as both boss and mentor, helping to shape the young person into a successful and integral part of the company. She says “other employers are missing a trick by not employing apprentices. It’s an excellent opportunity for you as an employer to gain a model employee. Yes you have to spend a bit of time with them, but you get real reward as they start to benefit your business”. Sedulo and Elaine are passionate about helping young people and have established a good relationship with their training provider. Elaine credits Damar Training with helping her to recruit the right young people for her business – in addition to on the job training and assessment, Damar also undertakes free recruitment and pre-selection for Sedulo meaning that hiring an apprentice is an easy and stress free process for Elaine as the employer. Zaidi is 17. She left college because she wasn’t enjoying the style of learning and wanted to start earning money. She looked for an Apprenticeship for about 7 months before finding one, and is now studying 2 A-Levels in her spare time. Why did you want to become an apprentice? After leaving school I was searching for what to do – I wanted to start contributing financially at home and did a lot of research about my future options. I like the fact that I will gain my accountancy qualifications as well as gaining experience in an Apprenticeship, and I will have no debt at the end of it! What’s been the best bit so far? Everything! It’s like a family here and I have the security that I work in a safe environment. Because other employees were apprentices I can see what I can work up to. I’ve been treated as one of the employees from the start, for example I was invited on the office party – it makes a difference to know that even as a learner I’m included in these activities. I like getting up in the morning, coming to work and earning a wage. I’m still learning and improving in my work and starting to get ideas about what area I want to specialise in the future.
New Economy: Case Studies This is part of the GM Commitment to Youth Employment. If you would like to find out more about the commitment, visit our website at: www.neweconomymanchester.com
Case Studies
ANS is part of the GM Commitment Who is ANS? Based in Manchester, ANS Group is a technology solutions company specialising in the provision of hardware, software and 24/7 managed services. They have around 150 Employees and annual revenues in excess of £35 million. They have been named the Manchester Business of the Year at the City of Manchester Business Awards in April 2012 and are heavily committed to supporting the local community. What they are doing differently? As experienced recruiters of apprentices, ANS have realised that traditional recruitment methods do not necessarily allow them to spot the top talent and potential. Young people do not have the experience to give the “right” answers and may find the experience overwhelming; it could even be their first interview. When it came to recruiting multiple new apprentices this time, ANS devised an ‘Apprentice Day’ – an assessment centre which allows Scott and his team to see what skills each applicant has. Quite simply it allows the applicant’s personality and potential to be revealed whilst also giving the young person a valuable lesson in interview technique and life skills. Each applicant has about four hours to work with senior managers , something which many of them may never have had; regardless of if they are successful they are able to receive tips and advice during the day and detailed feedback afterwards. As ANS want to take on a number of apprentices, the Apprentice Day is also an opportunity for the young people to find out more about the different apprenticeships on offer before making a decision. Senior managers each pitch their part of the organisation to the young people, providing a chance for the young people to see where different career paths can lead. Chairman and Founder Scott Fletcher is proud to be a champion of apprenticeships and the GM Commitment to Youth Employment. As a member of the GM LEP he believes in getting young people into sustained employment, which in turn will benefit Greater Manchester economically and socially. He believes that apprenticeships today offer young people a credible alternative to university where they earn while they learn and gain experience and no debt. This is not altruistic; Scott fully appreciates that taking on apprentices keeps ANS ahead of the game and makes good business sense. He is able to grab great talent at a young age, train them in the business and reap the benefits. Scott’s advice for other employers thinking of taking on their first apprentice?“Just do it”
Case study one Alex, attendee on day Why do you want to become an apprentice? After finishing school I thought I wanted to do my A-levels. But in March 2012 I was doing my exams and realised that this was not the right thing for me. I left college and got a job in a factory working 42 hours a week. I was planning on returning to college, but I love working and earning money and have already been promoted to line manager. My school first told me about apprenticeships and gave us all the option to attend an apprenticeship fair in Rochdale. I think I want to work in marketing in the future and an apprenticeship allows me to study and earn money. New Economy: Case Studies This is part of the GM Commitment to Youth Employment. If you would like to find out more about the commitment, visit our website at: www.neweconomymanchester.com
Case Studies How have you found the ANS Apprenticeship Day today? I’ve found it really good. I was really nervous to start with, but feel ok now. I liked how the managers present the different areas to you as it gives you a good idea of the company and if you will fit in.
Case Study Two Niv, Current Apprentice “Yes the wages are lower to start with as an apprentice, but you’ve got to think that you are not working for a wage but instead working towards a career”. How did you come to be doing an apprenticeship at ANS? At school I was not great academically. I went to college to do plumbing and got to the stage where needed to get an apprenticeship but I couldn’t find one. I didn’t want to continue to sit in a classroom when I could earn and read for myself. I started applying for telemarketing and then started an apprenticeship with ANS in January 2012. What do you think are the benefits of being an apprentice? I feel that the apprenticeship has made me. It gives you the experience and foot in the door you need to start in a company. It does throw you in the deep end, but I always want to succeed so it suits me. It has helped give me guidance about my future career and has given me the confidence to articulate what I want and to be fully aware of my skills. What would you recommend to those thinking about doing an apprenticeship? You get experience working in a company, getting qualifications and building business ethics and have no debt! You need to have the right attitude and drive to succeed. If you want to work in a business environment you need to get involved and show initiative. You make your own future.
Alternative Recruitment Practice Case Studies Salford Royal Foundation Trust (SRFT) A commitment to developing young talent forms part of the Trust’s overarching corporate social responsibility objectives and as such became involved with the government’s Future Jobs Fund (FJF) campaign creating in excess of 50 posts for young people linked to a quality improvement nutritional support programme for patients. SRFT historically recruited using the standard NHS format of application form and interview in line with other NHS organisations but quickly recognised that a more inclusive method of recruitment should be used to recruit for these posts. Candidates were invited to attend an open day where they were told more about the vacancies in a relaxed group environment. They were then guided through the completion of a shorter more simplified application form again in a group setting with assistance on hand. Candidates were observed during this time and an assessment made on the basis of their engagement with the process. The final stage of the selection process took the form of a traditional interview but with guidance and support throughout from the trust. New Economy: Case Studies This is part of the GM Commitment to Youth Employment. If you would like to find out more about the commitment, visit our website at: www.neweconomymanchester.com
Case Studies Transport for Greater Manchester (Formerly GMPTE) TfGM historically recruited using the tried and tested method of application form and interview. This suited the organisation until TfGM decided it needed a stronger customer service presence to support the growing customer base of the network. TfGM had been involved in Future Jobs Fund, a Government initiative to get young people back into work. They decided to create customer facing roles “Travel Safe Officers” to improve the public’s experience of using the tram system. To make the interview process less daunting they adapted the normal recruitment method into an assessment day format. Applicants attended an information session with talks from Managers and existing staff, before going on for a 1-1 interview with a Manager. They found that this approach helped to relax applicants so that by the time they reached the interview they found it easier to talk and answer questions. TfGM also took the opportunity to observe how the applicants interacted with each other during the morning - did they look interested? did they get on with people? Their behaviour formed part of the selection process. This method helped TfGM to select the applicants who had the best interpersonal skills and who would therefore be most suitable for customer facing roles. With the growth of the network and the success of the FJF roles, Tfgm decided to make a move towards being more customer focussed and started to look at it’s mainstream recruitment to ensure that the right people could be selected for the jobs. Using the FJF recruitment as a model TfGM modified and improved the assessment day to include group tasks and a lunch to give applicants longer to demonstrate their skills. The new assessment day was trialled on a group of FJF employees who commented that it really helped to relax them, especially as the interviews were conducted by Managers who had spent time with them on the group sessions in the morning. TfGM managers felt it was a much better method of recruitment as they were able to observe how people interacted, were they engaged? Were they interested? Because of the success of the assessment days this method of recruitment is being rolled out to cover all roles within TfGM now - not just for the customer facing roles, and they won’t be returning to the formal 30 minute interview method again.
New Economy: Case Studies This is part of the GM Commitment to Youth Employment. If you would like to find out more about the commitment, visit our website at: www.neweconomymanchester.com