Youth EMPLOYMENT UK A youth employment magazine for everyone
May 2013
Youth Friendly Badge Launch Job Hunting Tips 3 Interviews You NEED TO Read Digital Bad Hair Days
Primary School Good Practice
Boys Earn More than Girls
Starting a Where in the World Franchise Buisness are the Jobs?
w w w. yeu k . org . u k
CONTENTS
Editor’s Note p3
“Youth Friendly”p4 Digital Bad Hair Days p5 Unemployed Inter view p6 - 7 Job Hunting tips p8 YEUK Youth members advert p19 Traineeships p10 ‘School students inter view’ 11 Employability Workshop p12 - 13 What can Industr y do to support youth unemployment? p14 - p15 Primar y school good practice p16 - 17 InspireEducation Advert p18 - p19 ‘Boys earn more than girls’ p20 - 21 Graduate Inter view p22 - 23 Transforming Recruitment p24 Where in the world are the jobs? p25
Starting a franchise business p26 - p27
Apprentice Employer p28 - p29 Kesh Feature p30 Summar y of available internships p31 YEUK Employer members advert p32 Events p33 A spot light on a sector p34 - 35 Next Issue p36 Contact Us p37 YEUK Members p38
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EDITOR’S Welcome to the third edition of Youth Employment NEWS.
note
I am immensely proud of the distance the magazine has travelled and could not be prouder of our volunteer
As someone who will all too soon face both
youth ambassadors who have contributed its success.
friendly, and ‘unfriendly’ organisations, this
Our second edition was read by more than 16,000 people
scheme is ambitious in its aim and desperately
across the UK!
needed in its intention. For those who face a seemingly endless stream of applications and
This publication is jam packed with information and
cover letters that have not, and, quite likely, will
inspiring pieces. It is also dedicated to the launch of
not, receive a response, this initiative can make
Youth Employment UK’s national Youth Friendly Badge
a decisive stand against youth unemployment
& Framework.
and right the wrongs that thousands of 16-25 year olds face.
As we know too well youth unemployment continues to be a problem in the UK. Making the UK the most Youth
This issue will also build upon the successes of
Friendly place to work is at the very heart of our work.
the previous edition and aims to provide some
The national free badge will celebrate the thousands of
much needed hints, tips and words of wisdom
brilliant UK employers who already support young peo-
from those in the know.
ple and we hope will help inspire and support more organisations to do a little bit for the young people in their
I hope you enjoy our third issue, and do get in
communities.
contact with us if you have an employment experience you wish to share.
It is our belief that if we each make a small change towards being youth friendly the impact on youth unem-
Thanks,
ployment will be significant. We hope that you will sup-
Holly
port this work and champion youth friendly wherever you may be. Laura-Jane
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Making the UK the Most Youth Friendly Place to Work
T
o meet the challenge of 1 million unemployed under 25’s, UK companies are being invited to take part in a pioneering programme to make every UK employer "Youth Friendly" – The
FREE Youth Friendly Badge.
Youth Employment UK CIC founder and CEO Laura-Jane Rawlings is dedicated to fighting youth unemployment, and is committed to reversing the trend of employers turning their backs on young people. Laura-Jane explains her programme:
“Youth
unemployment is a growing social, economic and moral problem and despite government policies, it is still a big problem for the UK.
For too long, report after report talks about the cure of youth unemployment lying at the door of UK business; Young people need to gain experience and knowledge that only the world of work can provide. But too little has been done to create a “Youth Friendly UK” and this is why YEUK has developed this national badge. Every UK employer could do something to be more “youth friendly” and help to reverse the trend and damage of youth unemployment. For some companies, this is part of their DNA - BT, Barclays and BAE are great examples of big business doing it, and we know there are thousands of small businesses already youth friendly at their core. But this still only equates to 1 in 4 businesses and that’s what we need to challenge.
The badge has been developed over the last 8 + months under the consultation of our advisory board and key organisations such as Barclays, WORKing for YOUths, UK Youth, Brightside, ASDAN, the REC and many others who have all helped influence its final model. It has been designed so that every micro and corporate business and anyone in between can do their bit for youth employment. Obtaining the badge and certificate is a free process available to every UK business. We have created the badge under a creative commons license (CC) so that organisations such as EBP’s, LEP’s, Training Providers etc. can embrace the badge and if appropriate make commercial use of it; providing services to their own employer connections to help them become youth friendly. Laura-Jane continues:
“We are showing all
UK businesses that it's actually very easy to be youth friendly, and does not come at a cost- the smallest "youth friendly" acts will make a difference to our young people, local communitiesand improve business!”
YEUK anticipates a large wave of employers applying for the free badge as young people and businesses alike begin to choose to only do business with Youth Friendly companies. If you wanted to do business with YEUK you would have to become “Youth Friendly” first!
The launch of the Youth Friendly Badge (CC) will take place on the 30th of May in London. After this date organisations across the UK will be able to apply for free at www.yeuk.org.uk Please contact Laura-Jane Rawlings for further information: 0844 4143101 ljr@yeuk.org.uk 4
Digital Bad Hair Days This is the first of a regular article for YEUK News about the funny, outrageous and downright scary stories of social media errors each and every one of us could easily make. Well, if we really try hard enough… For every terrible tale there is a flip side and so I’ll also be offering some good advice to balance things out. This month’s horror is about the most common thing I come across working with young people - the lack of awareness of your digital footprint. Remember, every time you put something online it leaves an indelible trace. Recently, I was working with some third year university students and asked them to put their name into Google and Google Images to see what came up. One girl screamed so loudly I nearly choked on my cup of tea when she discovered those long forgotten pictures she had posted on Facebook were there for the whole world to see!
Here’s a guide to understanding Facebook’s privacy options and a tip to help: •Go into your settings on Facebook and click on ‘Privacy’ •Under ‘who can see my stuff?’, click on ‘Limit The Audience for Old Posts on Your Timeline’ •Click ‘Limit old posts’. From now on, content on your timeline you’ve shared with friends of friends or Public will change to Friends. Have you ever Googled yourself? Find out if it’s a bad hair day or not for you! Maybe you have a funny story to share (the guilty shall remain nameless) –email me at david@employabilitycoaching.co.uk. With thanks to our Employability expert friend and Youth Employment member David Shindler.
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An Interview with a Masters Student What were the entry requirements to gain a place on the Masters course?
How demanding did you find you a masters compared to undergraduate study?
The university simply asked for a 2.1 or higher in a relevant degree. Most people on the course had degrees in Earth Sciences e.g. Geology, Environmental Science – but there was also a Maths graduate and two of us were physicists.
It was a big step. It was probably bigger for me because I was moving between two quite different departments, and the approach in Earth Sciences was quite different from Physics. But I think it’s quite a major transition regardless – similar to the move from school or college to university. In your first degree you have to learn to manage your time and workload independently, but most of your course is still quite regimented and easy to follow. I didn’t appreciate this until doing a Masters, where you really are left to tackle things completely on your own a lot of the time. The content of the course itself probably wasn’t any more difficult, but you need to be much more proactive in your approach.
What made you decide to pursue education and study for a Masters degree? I didn’t feel like I was done with academic research, but I wanted a change from physics. I loved being in Bristol so I looked at all the research-based Masters courses they were studying and made a shortlist of the ones that really interested me. The Natural Hazards course looked fascinating, not least because I got the opportunity to visit volcanoes in Guatemala! It’s fair to say I didn’t consider potential careers when making my decision – I was just following my heart. Did you receive funding to continue studying? No, and that was probably the biggest drawback of the overall experience. I had to apply for a Career Development Loan from the bank to support me through my Masters year. Not only was the agreed amount less than I had asked for and needed, but I had to start paying it back at £200 a month starting just 2 months after the end of my studies. It took me a lot longer than this to find a job, so both during the Masters and for those months afterwards I found it really tough going financially.
How much support and feedback did you receive from your tutors? Much less than during my Bachelor’s. There were some assignments that I handed in at the beginning of the year that counted towards our final grade, yet to this day I don’t know how I scored on them! Much of the work, particularly the research element, is expected to be done almost entirely independently – if you want support, you usually need to seek it out for yourself.
How have you found the employment search now that you have this additional qualification? It’s hard to say whether or not the Masters qualification has had an impact, because I never seriously searched for work before doing the course. However, the employment search overall has been difficult – I have been looking for full-time work for a year now, firing out hundreds of applications, and in that time have had five interviews. It’s hard to say where it’s going wrong for me, because feedback on my CV is generally positive and in at least two of the interviews I was only beaten by one person. I suspect it is my lack of work experience that tends to hold me back. Are you currently in full-time employment?
Do you think you gained any additional skills to apply to future employment opportunities from this course? I certainly feel that I picked up new skills during my Masters, and also honed skills that I was introduced to in my first degree. I would say my CV looks a lot stronger now, not just for the qualification itself, but because of certain skills – such as programming, which I had to pick up during my research project – that look impressive to employers. It has also widened the field in which I am able to search and apply for jobs. That said, I still haven’t had much luck in my job search and I suspect in most areas some relevant work experience would be a more valuable asset.
No, but I am working part-time to bring in a little bit of much needed income – depressingly, in the same job I had before leaving for university! Would you advise others to study a Masters? It depends – it’s all about weighing up your enjoyment of the subject and what you expect to gain from it in the future, against the obvious disadvantage of the cost involved. Personally I’m glad I took my Masters course, as I really enjoyed the content and the research project in particular. However, it was not an easy year and it certainly isn’t the “easy option” to take instead of going out into the world of work. I’m still struggling with the financial burden and don’t seem to have much of an edge against other candidates for jobs I have applied for, so it needs to be a course you’re serious about or you could end up regretting it.
Name: Matt Ilsley Age: 23 University attended: University of Bristol (for both BSc and Masters degrees) Degree studied: BSc Physics; MSc Natural Hazards
Job Searching in a changing world
You might have been looking for a job for a few months now or coming to the end of your course and now beginning to think about what you are going to do next, where ever you are in your journey, here are some tips and ideas that could make the difference in you being successful.
2- Know who you are – by this
I mean are you able to articulate to an audi-
ence in a few sentences, the type of Sector you want to work in, the role you would like and the skills you have to offer and why you think they are relevant to the job? - if you can’t answer these questions you might want to spend some time thinking about how you will answer them in an interview
1- Know what you are doing– finding yourself
a job should be treated as a job of its own. It is really important to use your time well. It can be soul destroying sitting in front of your laptop all day sending out applications and then waiting only to get no response. A way to help is to set yourself some objectives (SMART ones! Google it) and draw up a time table for your week. i.e. four targeted applications, speak to three new contacts who can help me, write a blog article about finding work in the sector I would like to work in; this will demonstrate that you are making progress
3- Get organised – rather than just cruise around from job site to job site hoping something catches your eye that you can apply for. Set up a job search spread sheet with the .urls of company websites, record when you go on to them, the jobs you find, add a sheet that tracks our applications and records when you speak to people and any following up that is necessary. Measure this against the objectives you set yourself for the week.
4- Use Social Media – Nearly every company today has a presence in the
world of social media, Twitter, company Facebook pages etc. follow and like these pages, often it is the first way employers will let the public know about what is happening in their organisations. Tweeting and retweeting interesting articles about companies can really get you noticed as well. Good Luck and keep smiling, 5- Don’t lose hope – it can be a tough and some- Simon Bason www.brighttrack.co.uk times lonely process finding, applying for and being selected for a job so it is important to be kind to yourself and not to Simon is a licensed partner and a member of judge yourself harshly remember all of this work will pay off. the senior team of InspireEducation see Make sure you plan time into your schedule of exercise or getting outside in the fresh air and also to talk with people. www.i2e-education.co.uk Remember you are not alone meet up with other people you And our friends at Career Geek have some know are job hunting share tips and support each other.top tips on the same subject: 3 Things you should avoid in your job search: 1. Losing track of your progress 2. Taking rejection personally 3. Showing your frustration on social media www.careergeekblog.com @career_geek facebook.com/careergeek 8
Youth Employment UK CIC is a not for profit organisation working hard to fight youth unemployment and underemployment in the UK. We are the only campaigning and membership organisation in the UK that works with Employers, Educators, Providers and Young People bringing a “joined up approach” to creating a Youth Friendly UK
Benefits to joining Youth Employment UK CIC • Support a national organisation working to fight youth unemployment & underemployment • Access to online forums & best practice documents • Editorial space in the Youth Employment NEWS magazine • Free promotion of events, opportunities and training activities (*) • Inclusion in the members directory • Member rates at events • Use of Youth Employment UK logo, a growing brand recognised by young people & employers • Contribute to national lobbying voice on youth employment issues All of our members must agree to signing the Positive Youth Charter before membership is accepted. Membership rates start at just £75.00 per year. For more information on Youth Employment UK CIC, our members and projects so www.yeuk.org.uk far please visit www.yeuk.org.uk To make membership or sponsorship enquiries please email info@yeuk.org.uk (*) this is subject to limitations and advertisements meeting the YEUK criteria
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Traineeships – A New Way Into Work The new Traineeships are officially going live on 1st August 2013. Although the Government’s original plan was to introduce Traineeships to people aged 16-24, the initial programmes are aimed specifically at 16-18’s. This new initiative is a great opportunity for young people who want to enter the world of employment through a robust and meaningful programme that is supported by employers who will embrace young people into their business. With approved providers having to be Ofsted grade 1 or 2, this will be a quality, well delivered and beneficial programme for many young people. Traineeships are aimed at enabling young people to get the skills they need and to impress employers through work placements thus supporting more young people into work and onto Apprenticeships. The programme will last for a maximum of 6 months and work experience will be for a minimum of six weeks and maximum of five months during that time. The Traineeship is exempt from the minimum wage legislation.
The Traineeship model has been afforded a flexible approach with regard to content, however they must comprise meaningful work experience, a focused period of work preparation training and training in English and Maths which are regarded as essential to employability. The Traineeship framework will include ‘taught’ components covering a vocational qualification(s), preparation for work or work skills, personal development skills, Maths and English and work experience. Additional components will include interview skills, initial advise and guidance, initial assessment and reviews. With these combined components, those taking up Traineeships will benefit from a wide breath of skills, knowledge and work experience that will be both challenging and rewarding. These Traineeships will be funded either through EFA contracts or within existing SFA 16-18 Apprenticeship Contracts. The EFA’s 2013/14 funding guidance, due out in June, will include information on funding traineeships. John Lymn, Director, Workforce Development Consultancy Limited.
The Youth Employment e-magazine will keep you updated with information about Traineeships and useful information about how to apply. 10
? ? ? ? ? ? ? hat do school students think about youth unemployment? ? ? ? ? We posed four questions to two Year Ten students at Malet Lambert School,
W
Hull, Avneet Kaur and Matthew Fussey, about their opinions on, and experience of, youth unemployment. Here is what they had to say: 1.What are your thoughts on youth unemployment? My thoughts on youth unemployment are that there should be more support for youths without jobs, this means providing more job opportunities for those people without work experience because they are not going to gain any experience if they are unable to find jobs. People coming out of school will most likely lose hope and give up on finding jobs if they are turned down by employers, this means youths becoming dependent on other people or the government. To prevent this from happening, support needs to be available for them and businesses need to be more willing to take on new people. Youth unemployment is a big problem because most jobs require you to have a previous job in order to be accepted and since a lot of young people are unemployed, this makes the chance of getting a job very low. This is mostly due to students being unready for work and waiting too long to get their first job.
What activities do their school run to help them be ready for work? School provides many activities to help us get ready for work, such as: Global Entrepreneurship Week, visits to universities, Business Week, Yorkshire International Business Convention, National Business Education Week. We are also visited by guest speakers, such as employers from HSBC and people who have a successful business, as well as motivational speakers like Action Jackson and many more. These all give us the vital information, support and inspiration we need to get us ready for work in the future. Our school provides a work experience week in which we go to work for 1 week in order to help us be ready for the workplace.
It also goes on our CV, which could help us get a job in the future.
What have they enjoyed the most/gained the most experience from? All of the above experiences have been fun to attend and I have gained new things from each one, such as: •Tips and advice for interviews •Employability skills •Advice for stress and exams •General information on the world of work •Gained confidence in myself and my skills •Help on what future careers I could go into •Determination and motivation •Advice and support for college/university •Business Studies information •Gaining general life experience from the trips and guest speakers One event that I have gained the most experience from was Careers Week 2013 because I gained a lot of experience on how to start a business.
Do they think that more young people should have access to these types of events? Yes, definitely. If everyone has these types of opportunities, there’s going to be a lot more of a chance of them getting interested in careers, college, and university, and maybe even business and enterprise, if there is something there to help them develop a further understanding of it. Events inspire and motivate people a lot more than listening to lectures, sitting in a classroom! Yes, because it will help them to get ready for work and will decrease the amount of unemployed young people. 11
Youth Employment UK CIC wanted to bring together the views and expertise of employer cators and youth employment specialists to explore in more depth the question of Employa We asked these questions of our delegates: •“What are Employability Skills? ” •“Are young people employable, what evidence supports this?” •“Why is that?” •“What can we do differently to ensure better outcomes for young people, locally and nationally?”
Having researched the employability skills debate at length it is clear that almost all reports, surveys and is frustrating that this question gets so much air time, when in fact the time could be used to understand w ready” and what can be done to ensure all young people have equal access to opportunities to gain these s
Our report includes a brief look at Employability Skills mapping some of the reports conducted by differe
Delegates of the Employability Excellence Workshop were asked to identify areas that could be improved opportunities and experiences that will help them to develop employability skills.
The delegates then had to prioritise those ideas that could be easily implemented given the current change and which actions would have the greatest impact on the young person. Key Findings:
•Young people all leave education with different skills and abilities, some are highly employable, motivate others have limited skills and knowledge and need further training to prepare them to meet employer exp •Young people have differing and complex needs, some requiring a more supportive approach to engagem guidance. • It is found that those young people who are most employable have benefitted from: oSome experience of the world of work oHave had exposure to positive role models oHave been able to access good careers support and information •The education system has to take prime responsibility for preparing young people for the world of work time and “employability” should be incorporated into their learning. All stages of education, primary th inspire, motivate and prepare young people and to challenge existing barriers, socio-economic experience •Working with young people once they have left the system is rather like “shutting the stable door after the ready for employment, or the system has failed them. •Whilst practitioners are targeted on the outcomes for young people they remove the personal ownershi own employment success. •Employers are keen to see both academic and employability skills from prospective employees, requiring These are the top 5 recommendations put forward during discussion and then subsequently confirmed by 12
rs, eduability.
The full repor t, which includes case studies of good prac tice from attending dele gates c an be found at: www.yeuk.org.uk
d research arrive to similar definitions of employability. It why some young people lack the skills needed to be “Work skills.
ent organisations.
d to ensure that young people have fair and equal access to
es within education, the restrictions of financial resources
ed and ready to add value to their future employers whilst pectations. ment whilst others require signposting to information and
Recommendations: 1. Employability should be embedded within and across the school curriculum, with learning contextualised in terms of work-relevance, and with teachers specifically responsible for elements of careers guidance 2. Ring-fence funding for employability training and information, advice and guidance (IAG) 3. IAG should provide clear, objective and impartial support for all pathways towards future careers and further study, and ensure that all pathways enjoy equal esteem, especially apprenticeships 4. Young people should be supported from early on in developing their emotional intelligence, and in taking on greater responsibility for their learning. Personal attributes such as appropriate risk-taking and entrepreneurship should be encouraged 5. Schools should increase their employer engagement activities with a dedicated employer coordinator, employer governors and initiate/participate in business engagement activities
k. It is the environment in which they spend most of their hrough to Secondary, FE and HE all have a role to play to es, stereotypes and aspiration. e horse has bolted�. Young people should leave the system
ip of the young person to take on responsibility for their
g a balance of skill, knowledge and ability. y a formal survey conducted online:
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By Kate Shoesmith, REC head of policy
The REC believes that improving careers guidance for young people is vital if we are t
The TUC has recently published research which shows that there are too few jobs for ou
As REC’s Youth Employment Taskforce found, recruiters have a key role to play by p market and where the jobs are, they know what employers are looking for.
At the recent Inclusion and AELP Youth Employment Convention we heard from a group of exceptionally bright and talented 18-24 year olds about the barriers they had found in getting work, and what they had done to overcome them. They echoed the findings of the REC and highlighted how careers guidance at schools is woefully inadequate and that they were often confused by the sheer quantity of places to go to look for jobs and training. Careers guidance came up time and again – with a number of employer speakers, from Microsoft, to Barclays, to the NHS, commenting on how important it was that the school curriculum prepares young people for work as much as it does for future study. It was clear to see that employers are willing to help and many are already doing their bit where they can. Politicians are ready to receive our thoughts on how policy can best support employers and educators in helping young people into work. Over the next few months, we will be encouraging more of our members to sign up to the REC’s Youth Employment Charter: a pledge to reduce youth unemployment by reaching out to the next generation of workers and showcase existing good practice within the industry. The REC has also just signed the Youth Pledge, which is an agreement launched by the Department for Work and Pensions (DWP) to support young people to create positive futures for themselves within thriving communities.
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REC head of policy Kate Shoesmith: “If we are to make any head way in getting more young people into work, that have the skills that employers need and of helping them realise their ambitions, we need to work together. This is the only way we are going to shore up the labour market for the future and why the REC is pleased to work with the range of stakeholders involved in youth employment issues in the UK today.”
The REC is a member of Youth Employment UK CIC and also sits on our advisory board.
to prepare them with the right skills and competencies to enter the jobs market.
ur young people – 395,000 too few to be precise - a catastrophic state of affairs for our economy.
providing relevant careers guidance – not only do they know what is happening in the labour
For every graduate, securing a career can be a dauntAs a graduate, you have options. If you dare to vening one. The problem that graduates have today is that ture outside of the UK, you’ll find that there is a high they think that there is a shortage of jobs. This is true in demand for graduates in many countries; you just some respects, but not true if you know where to look! need to know where to look. Many countries have relaxed the restrictions allowing immigrants into The UK itself is experiencing an influx in immigration, their country. with 38% of immigrant graduates, compared to 18% of people who graduate in the UK, which creates the imAccording to ‘Working In Australia’, Australia is one pression that there are not that many jobs for British of the top countries for the British citizen to migraduates. Indeed, a recent poll conducted by the BBC grate to. Those who have graduated with degrees in found that for every graduate job, there are at least 52 IT, mining, pharmacy and dentistry are desperately graduate applicants. needed. An acquaintance of mine (who is a qualified doctor) has recently moved to Australia because There is the misconception in the graduate world there is an influx of jobs for people in the medical that the secret to a great career is to move to London. profession. He said, “By moving to Australia, I will However, this is not true! It is quite likely, that there get a bigger pay rise than I would in the UK, plus I are thousands of career prospects right near you, but I get all the hot weather and beaches to look forward would also implore you to look elsewhere, as well! to as well!” Or perhaps you fancy somewhere completely different? Germany? France? India? Singapore? All these countries are crying out for graduates, so fear not, there is quite likely, the perfect job out there for you… you may just have to look further a field than initially anticipated!
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Employers have often commented on the lack of key skills demonstrated by school leavers, whilst tea enough without the added responsibility of preparing students for employment. However, some school of the world and teaching them skills to succeed socially and educationally will benefit the young peopl ney, London is one of these forward thinking learning centres who have introduced the Friday Worksho spoke to Rowan Shingler, a teacher at Lauriston, to find out more about the scheme. Can you tell us a little about the Friday Workshop Project and how it began? The Friday Workshop Project (FWP) was something the head, Lisa Sharratt, wanted to do at Lauriston, having successfully run something similar at her previous school. Basically, the FWP provides an opportunity for staff, parents, carers, children and the local community to share their skills, passions, and hobbies with each other through a series of 1 hour workshops (normally over 4-6 weeks). It is also a great way to finish the week with an exciting, fun and informal learning environment in a time, Friday afternoons, which can sometimes be a stretch for tired children and teachers. What is the main aim of the project and what benefits does it provide for the children? The FWP has multiple outcomes and benefits for all involved, from the children, to the staff, parents and the local community. However the four main aims and benefits to the children are: • To empower the children to think independently about their learning and what skills they want to develop. • Allow children to improve their social and communication skills through work with different adults and children. •Enhance and broaden their experiences of the National Curriculum and expose them to new skills and experiences.
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• To build self-confidence, persistence, curiosity and other non-cognitive (employability) skills and develop the children’s awareness of job types and work experience. How important are these enrichment skills and have you witnessed their impact? The FWP always generates a lot of excitement and interest from both children and the adults. On top of providing the children with new and different experiences, all the workshops allow the children to develop social and communication skills. It also enables them to express and explore their 7 intelligences (linguistic, logical-mathematical, musical, intra-personal, inter-personal, bodilykinaesthetic and spatial). Furthermore, the more informal learning environments provided by the workshops enable children to explore skills (many of them transferable such as social and thinking skills) in a safer and less pressured environment. The FWP has created a positive impact in a number of ways. It has increased social inclusion by enabling children to feel like they take part in extra-curricular clubs and activities which they may otherwise have been unable to access. It has allowed for greater interaction with parents and the local community, and explicitly values the contribution they make to the children’s learning. It has enabled pupils to increase their skills in a broad range of areas. Another impact is that the school is able to be involved in additional projects that enrich the chil-
achers claim that their workloads are substantial ls believe that providing children with knowledge le later in life. Lauriston Primary School in Hackop Project to inspire and educate their pupils. We
Have you experienced or do you run a similar scheme? Do you think these workshop schemes should become nationwide practice? Let us know at info@yeuk.org. uk or tweet us @YEUK2012
dren’s experiences without adding to the pressures of the curriculum.
dren to think about their futures from an early age? Would it be useful to build on this scheme at secondary school?
Where do the workshops fit into the National Curriculum and how are they viewed by OFSTED? The FWP builds upon and extends the children’s experiences of the National Curriculum. For example the philosophy workshop builds on the speaking and listening aspect of English, by enabling the children to practice joining discussions, listening to each other carefully and exploring their own experiences. The art workshops have allowed children to further explore the art curriculum, enabling them to explore “different tools and techniques and apply these to materials and processes” to quote the art and design key stage 1 guidelines. Also, all of the workshops allow the children to fulfil many aspects of their personal and social education by allowing them to make real choices (about which workshops they attend) and develop relationships through work and play. Although OFSTED are as yet to formally evaluate the FWP, we are confident that the many benefits to pupils are classed as outstanding and many of the wide range of outcomes can be carefully aligned with the requirements of the Spiritual, Social, Moral and Cultural aspects of the OFSTED framework. Do you think it is important to encourage chil-
Encouraging primary school children to think explicitly about which jobs they will do in the future is not the main priority. However, what is important is to broaden their horizons in terms of the experiences, jobs, careers and transferable skills which will assist them in the future. Many of the workshop facilitators are role models in that respect. We have had authors, architects, film makers, artists, illustrators, karate/kick boxing instructors and bakers running workshops over the course of the year. As previously mentioned, it is also a great opportunity for the children to further develop their non-cognitive skills such as persistence, curiosity, self control, enthusiasm and empathy all of which are qualities valued by employers and which will help them go on to lead successful lives. Personally, I think it would be extremely useful to build on this scheme in secondary schools, and could more explicitly focus on skills and employability by forming links with local and national businesses etc.
Fran Daly, YEUK Ambassador, English Language Undergraduate 17
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We live in the 2 The Sunday Tim List, the amoun female Prime M to men. So you’d comes to their f
A study conduc salaries of appr being paid a con this doesn’t mea jobs, it does sug the case, then th high paid jobs? don’t have the c by predominan
For example, th erage approxim Now, I’m not stu role than a wom ‘the best man fo their male coun pay is so large,
It is true that t education is a b by Lord Davies statement: ‘At balanced board generation or th and opportunit 20
1st Century, a time when women can vote and be elected into parliament. mes listed female solo singer Adele top of their British Young Music Rich nt of women applying for university has grown massively, we’ve even had a Minister. We live in a country where women are supposedly treated equally ’d think that female graduates would be treated the same as males when it first jobs, right? Wrong.
cted by the Higher Education Careers Service Unit (HESCU) looked at the roximately 17,000 graduates in full time work and found that women were nsiderable amount less than men who had studied the same degree. While an that women are getting paid less than men for doing exactly the same ggest that women aren’t getting as well paid jobs in the first place. If this is hat just isn’t fair on girls and the question is, why aren’t they getting these Maybe it’s because they aren’t being employed, or maybe it’s because they confidence to apply for these jobs, which are typically seen as being ruled tly male leaders. Either way, it’s wrong and it needs to change.
his study found that men who graduated with a law degree earned on avmately £8,000 more than women with the same degree. That is ridiculous. upid – I know that sometimes the male applicant is better suited to the job man. But, I understand if it genuinely is a male who is, as the saying goes, or the job’, but surely women should be able to expect the same salaries as nterparts? I just don’t see how it can be fair that the average difference in when women have the same qualifications.
things are changing – the fact that 51% of young women entered higher big step in itself, but things need to move quicker. A report commissioned s of Abersotch, showed just how slowly changes are being made with this the current rate of change it will take over 70 years to achieve genderdrooms in the UK’. Well 70 years isn’t good enough for me, the rest of my he generation that follow. It’s 2013 and it’s about time that women’s pay ties reflect that. Kristen Hobden, YEUK Ambassador 21
Name: Emily Duncan Age: 24 Job Role: Strategy Development Consultant AXA Wealth Degree studied: History
What made you decide to apply to a graduate scheme following university? During my final year at University I was debating what path to follow. I had two options – one was pursue a dream of joining the RAF as a pilot and the other was to explore my interest in Business. My poor eye sight & inclination towards hayfever made the decision for me. I began researching graduate programmes around on the internet, through career fairs and word of mouth. AXA seemed the obvious choice as it has a real breadth of offering – you don’t have to decide which particular career route to take as it gives you the opportunity to try placements in Finance, Marketing, Strategy, Project Mgmt, HR etc – virtually any role possible!
How many schemes did you apply to? 22
I applied only to the AXA programme and luckily got accepted. I think focusing all my energy on one application meant that I could give it a good shot. I would advocate applying for more than one though to raise your chances of success.
Was the fact that you had a guaranteed job at the end a factor in your decision to apply to graduate schemes? No job is guaranteed – but yes, the fact that AXA are incredibly strong supporters and advocates of graduates certainly helped. You get a huge support network when joining so it felt like you are looked after – in return for working hard!
Of those you applied to, how many did you a) hear back from b) were successful at applying to? Only applied to AXA and the process was smooth.
How challenging was the interview process? Had to go through various exercises, interviews, assessment days – but the graduate recruitment team really put you at ease and make you feel comfortable so that you can perform at your best. The application process for any graduate programme is thorough and can be challenging, especially given the sheer numbers of applicants who apply, which means they are competitive.
However if you are a right fit for the organisation and the organisation is the right fit for you - then it should be an easy process! The AXA careers site has a Hints & Tips section which is useful for learning more about the process. It offers some really helpful advice about what to expect at assessment centres, preparing for presentations etc, whichever company you apply to.
What was involved at the assessment day? Meeting senior managers, current and past graduates, a series of exercises, tests and interviews – plus a chance to network with fellow candidates at lunch.
Whilst in the scheme, what sort of training and skills did you acquire? Did you have a chance to work in different sections of the company? Whole host of training and skills – got exposure to three areas of the company – one working in insurance marketing their products via corporate clients, one working in the strategy team of their international health insurer and one project managing in Wealth Management business. The programme provided a range of courses too on influencing, presentation skills, questioning &
listening techniques, managing and dealing with difficult / challenging situations.
Did you get sufficient support from your employer during your training? Yes – wide support network. Assigned a buddy (a past grad), a mentor (somehow to be objective and confidential), and a line manager to guide you in daily activity.
Would you recommend others to take this route following a university education? Yes! What advice would you give to people to ensure they have a competitive edge in the application process? • Personalise your application •Speak to as many cess to get their advice
graduates before the pro-
•Provide tangible real examples that provide evidence of the skills / experience that you are claiming to have – it makes it come alive more! •Follow companies on twitter / Facebook so you can get more of an insight into the company
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Transforming Recruitment The Spring Project is working with employers and recruiters pioneering a new style of recruitment – UnRecruitment. The traditional recruitment process for organisations is to reject 99% of applicants; a process which adds little value to those not selected for employment and adds no real value to the recruiting organisation. Understanding that many young people find this process unnerving and sometimes even demoralising this innovative approach changes all of that, giving every applicant an opportunity to develop their skills and take value away from the process regardless of whether they get the job? By combining their radical employability training methods and recruitment expertise The Spring Project champion this new way of recruitment. This groundbreaking method puts both candidate and employer in the driving seat. The process will vary depending on the employer and their needs, but the principle is the same. Removing the initial interview stage and turning it in to a training event during the training candidates get to learn and develop new skills whilst the employer gets to access and evaluate 24
the applicants. The result is transformational applicants go through the process becoming enthused about the employer and the experience, whilst developing key skills that will help them either in the role making them ready for work on day one or leave the process with newly developed skills which will help them in their future.
Win - Win – Win With nearly a million young people not in employment, education or training and hundreds of applicants per role there is no better time to change the way that we think about recruitment and how we can use this process to help the development of all people engaging with our businesses.
Where in the World are the jobs? F
or every graduate, securing a career can be a daunting one. The problem that graduates have today is that they think that there is a shortage of jobs. This is true in some respects, but not true if you know where to look! The UK itself is experiencing an influx in immigration, with 38% of immigrant graduates, compared to 18% of people who graduate in the UK, which creates the impression that there are not that many jobs for British graduates. Indeed, a recent poll conducted by the BBC found that for every graduate job, there are at least 52 graduate applicants. There is the misconception in the graduate world that the secret to a great career is to move to London. However, this is not true! It is quite likely, that there are thousands of career prospects right near you, but I would also implore you to look elsewhere, as well!
venture outside of the UK, you’ll find that there is a high demand for graduates in many countries; you just need to know where to look. Many countries have relaxed the restrictions allowing immigrants into their country. According to ‘Working In Australia’, Australia is one of the top countries for the British citizen to migrate to. Those who have graduated with degrees in IT, mining, pharmacy and dentistry are desperately needed. An acquaintance of mine (who is a qualified doctor) has recently moved to Australia because there is an influx of jobs for people in the medical profession. He said, “By moving to Australia, I will get a bigger pay rise than I would in the UK, plus I get all the hot weather and beaches to look forward to as well!”
Or perhaps you fancy somewhere completely different? Germany? France? India? Singapore? All these countries are crying out for graduates, so fear not, there is quite likely, the perfect job out there for you… you may just have to look further a field than initially anticipated! As a graduate, you have options. If you dare to IT develop er and prog rammer, w me? hat about The information below (and more) can be found in the Australia, Austria, Be BBC News article: “Which are the most wanted profeslgium, Bra Republic, zil, Czech Denmark, sions?” Germany, L t? u tan x un ? e co o m ac g An I b u n a rg, New Z Ireland, , where c ealand, No Canada, Denmark, Finland, land, Russia , a, I am a nurse ali m str iu Au lg r e w B ay , ustria Hong France, Greece, Hong Kong, nia, Swed , Singapore, Slovakia , Poy, n Australia, A a rm e G en, United , SloveFinland, Kingdom nd, New Ireland, New Zealand, Norway, la Denmark, e Ir , ia d gary, In lovakia, Singapore, Sweden Kong, Hun Singapore, S y, a w r o N , ited Zealand Radiograp zerland, Un it w S , n e d e her? Slovenia, Sw A s u s te tr ta a S lia, Finla nited a chef? nd, Irela Kingdom, U Anyone need New Zeala aland, n d , nd, Norwa ada, New Ze n a C , m iu I am a mechanical engin lg y e , Singa- B eer, where can pore, United King ited Kingdom dom I go? Norway, Un Australia, Austria, Braz il, Denmark, France, Germany, Hong Kong, Hun- Aidan Darrall, YEUK gary, India, New Zealand , Norway, SinAmbassador, English Litgapore, Slovenia, South Africa, Spain, erature Undergraduate Sweden, Switzerland, Un ited Kingdom 25
Starting a Franchise Business Winner of regional and national awards and franchisee of the year 2011 and 2012, Ian Dawes, took time out to answer some of my questions on franchise, and why it is that Subway was the franchise for him…
Could you tell me a bit about your background please? Having worked in kitchens from the age of 12 and leaving school at the age of 16, not knowing what exactly it was I wanted to do, I made the decision to attend catering college and was managing my first kitchen at the age of 18. Why is it that you chose a franchise? Unless you have a brilliant idea and an awful lot of money, it is rare that you will succeed without the backing of a franchise. Having thought about owning my own pub or shop, I soon realised the difficulty in transferring the success of one shop to additional stores. Having built up a rapport with customers, it is unlikely that this relationship will be replicated multiple times across multiple stores, as the owner will struggle to be everywhere at once. When working with a franchise, location and financial support is provided. Paying an upfront fee entitles you to a franchise; this can either be the purchase of an existing store, or a brand new one. All the 26
documentation and training is then provided, before you are left to run the kitted-out store, with the support from the franchisor, when needed. A weekly fee is then paid for the use of the franchise name, logo and acumen. And why is it that you chose Subway? I looked into various cleaning companies and printers’ franchises, but ultimately, decided toutilise my background in catering. Having made the decision to stay in catering, Subway appealed to me over other fast food brands, as it is a well-known, and well-liked company. As a more expensive franchise, McDonalds asks for £250,000 investment, to Subway’s £100/120,000. While McDonalds do offer healthy alternatives, Subway tends to have a healthier image; society will always need feeding, but it might not necessarily want burgers. With a health conscious society and drive to be healthy as an incentive, I then conducted extensive research into the franchise offered by Subway and went for it. What’s next for you? Having just got the second, I am now working on
third store and, if I get my own way, a fourth next year. Having run a successful networking group for a year, I have looked into starting a social enterprise venture. To launch a not-for-profit organisation in my hometown, that aims to provide mentoring and volunteering opportunities for young people. banks are often happy to invest in people. You might not have a long and extensive CV, but banks I am constantly considering other options and quite often lend, as franchise is a proven method. franchise; with an eye always on location, it is not my intention to have stores all over the country. They are much more inclined and likely to invest in a franchise than Joe Bloggs who wishes to open Any top tips for young people considering fran- up his own shop, in such an instance, they are chise? much more likely to query experience etc. Be prepared to work hard! When I spoke to Ian, They may not be as keen as they have been in he had been at work since six a.m., took a phone previous years, following the financial recession, call with myself, and all before 10.10- on his day however, they are still interested in franchise. off!! Do your research, do not rush and find a brand Think about your strengths and weaknesses, that is right for you. Ask around, look at the repuand consider the best option for you. If you are a tation of the franchise schemes and be prepared cleaner, look at cleaning companies and research for hard work, it is not easy, but it is rewarding! them thoroughly. Ask yourself the question: is there a franchise that suits you? Banks like franchises, with small cash up front,
Holly Motion, YEUK Youth Editor. 27
What does your company do? Marshall Aerospace and Defence Group is a leading independent aerospace and defence company and are respected and trusted worldwide for our expertise in civil, military and commercial aircraft and defence solutions. How long has your company been supporting young people into employment, in what type of roles? In 2013, Marshall of Cambridge celebrated the success of over 93 years of continuous apprentice training at an event held during National Apprentice Week. Marshall began its apprenticeship training in 1920 for its Motor Business and has continued to train apprentices across the Group of Companies on an unbroken basis ever since, with Marshall being the first company to train ‘modern apprentices’ for the Aerospace Industry. Our apprentices work across every part of the Group and many have taken up senior management positions later in their careers.
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Why does youth emplo work for your organis what are they key benefits?
We recognise that people the heart of our success an power of our people driv Group forwards. Everyone Group contributes, in v ways, to the products services we supply.
We value each indivi contribution, encou everyone to reach their potential.
Working responsibly unde own initiative, our people together to get the job done highest standard. One tho eight hundred Marshall p all with the same set of and common beliefs, a powerful force.
Ensuring that we attrac develop our talent pool the business is key maintaining a competitive through innovation creativity, as innovation life-blood of the Group.
What is your experience of working with young people and how work ready they are when they come to you?
Will your organisation continue to support young people into employment? What does the future look like?
are at nd the ve the e in the various s and
We take 16 year old school leavers directly into our AeroAcademy training school, where they embark on the initial training programmes associated with the apprenticeship scheme - we spend a lot of time in the recruitment phase to ensure that we recruit the right people into our business.
Our commitment to young people over the last 93 years will continue - we recognise that people are at the heart of our success.
idual’s uraging r full
We look for individuals who have the ability and a keenness to learn, strong communication skills, supportive academic results with some experience of practical skills or engineering.
oyment sation, ?
er their e join e to the ousand people, values are a
ct and within y to e edge and is the
Do young people progress within company? Are there examples of this?
your
Promotions within Marshall are based on merit and often apprentices take full advantage of the training to gain knowledge, skills and experience that will help their careers within Marshall. Four directors, our chief designer and the head of quality are all former apprentices among many more senior managers at Marshall. Do you use the support organisations, funding?
of
Marshall Aerospace and Defence Group has grown into a business that employs over 1,800 people and a turnover in excess of ÂŁ280 million young people have and will always play a part in the continued success of the business. What advice would you give to someone thinking about employing a young person? The most important part of the recruitment process is to understand what the applicant can contribute to the business. Every person is unique and has different skills to offer, we make the selection based on the person, not just their age. Our founder David Gregory Marshall started work in the kitchens at Trinity College Cambridge when he only 14 years old in 1887. Today, Marshall Group employs over 4,500 people and has a turnover in excess of ÂŁ1.1 billion.
external
Our apprenticeship scheme attracts government funding.
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Get UP & WORK We continually cry out to our families and the government for help. What can we do? Where can we go? I've got a degree, I've got GCSE's, I've got A-Levels, I've got experience, I've got a dream and I want to be something in the world.
even in my local park, there is litter and all kinds of dog poo to be picked up. There is work to be done. There is a rapidly growing elderly population, and we are the ones who will have to look after their needs. The work is there to be done.
But let me tell you the truth. So what you have all those things? So what?
The need is there. So what kind of world has need for work, but no jobs? It’s a world where work isn’t related to our needs. We have our work satisfying the profit needs of business. But guess what?
Some of you might have a good education behind you, some of you might even have a bit of experience, but, so what? So does everyone else. Life is about to LEVEL up on you, and you're about to the face the big boss. Now is the time to ask yourself: do I have what it takes to break this cycle? Do I have the strength, not just to fight, but also, to endure? Because for every opportunity, every job you apply to, every interview you attend - you're not the only one there with the necessary qualifications and relevant work experience. Yeah, some of you are already on the way, and others aren't. But the guys with the money, the people who make the big decisions, are starting to come out of a couple of years of financial hibernation and NOW is the time for you to make your move.
This country wasn’t BUILT by the huge corporations or governments. It was built... by the people. By the people who work. By the people who work 30 years, and get a pension that just about keeps them afloat. By the parents who slave every day in a dead-end job they don’t like, for their three kids at home. It was built by people who work. So ask yourself: who are you not to work? This town, this city, this country - this society - needs you to work.
Fight hard now, and live forever as a champion. You gotta take it seriously, some of you are not where you want to be in life or where you're supposed to be, yet, you party every weekend. What exactly are you celebrating? If you want that life you've always dreamed of, you gotta seize it with both hands. The world, it doesn't owe you anything. But you owe the world something. You owe it your time, your energy and your talent. Stop behaving like a child, and take responsibility for your world. For OUR world - we aren’t the next generation of leaders anymore. We are this generation of leaders, and this, is our time. We’re not unemployed because there isn’t any work. Look around - we’ve got a shortage of houses, climate change continues to be a problem, we need better education and schooling, inequality continues to grow, women continue to be raped 30
By Keshav Bhatt, YEUK Ambassador www.revolutionhive.com
‘Graduates stepping out into Employment’ For thousands of third year undergraduates, myself included, the experience of University is drawing to a close. Deadlines are being met and examinations are in full swing with graduation and results day just around the corner. Having worked to this point for, quite literally, a lifetime, all of your tremendous hard work is about to pay off… or so you’d hope. I am not alone when I ask: What next? Who will employ me? Am I employable? Is working twelve hours a day with your head in a book or facing a computer screen enough to illustrate that burning desire of yours to succeed, not forgetting your utter dedication and self-motivational skills? – All of which cover the most generic employability qualities. What you’d be glad to hear is that all of your hard work over the years does count when you come to apply for graduate jobs or graduate schemes. Graduate employers not only look at your degree classification, but they also consider your GCSE grades, looking generally for a Grade C or above in Maths and English, and your college qualifications, sometimes setting a minimum number of UCAS points for applicants. What exactly are the options of employment for new graduates?
Graduate jobs
Graduate schemes
What normally distinguishes a graduate scheme from a ‘graduate job’ is that graduate schemes have a defined time frame and structure, typically lasting a year, but can be extended up to two. While the greatest incentive for people going to University is to find a ‘graduate job’, connoting permanency, a high salary, and a career in a graduate profession, I strongly feel that graduate schemes offer a fantastic opportunity – especially if you have little experience in a professional working environment. In addition to gaining excellent experience, graduate schemes are also paid, with successful completion of the graduate programme normally leading to a permanent position within the company. It is believed that your first ‘graduate job’ is not all that different to a non-graduate job (at least in terms of pay). Do not lose hope, though, as according to the Office for National Statistics (ONS), over a lifetime, graduates earn on average £12,000 a year more than non-graduates. What is for certain is that the hard work is certainly not over yet. From CV and cover letter writing, to answering questionnaires, attending interviews and assessment centres, the application process for a graduate position within any company is highly demanding. But these positions require graduates for a reason: we can rise to the challenge, deliver under pressure and fight, for however long it takes, to get to where we want to be.
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•Are you 16-24? •Does youth unemployment or underemployment worry or affect you? •Are you unsure about your next step and how to make sense of all of the choices and information available? •Do you feel like your voice is not being heard? Then join Youth Employment UK CIC, get involved and support a national campaigning organisation working hard to fight youth unemployment in the UK Joining is free to 16-24 year old and membership includes: One place where you can keep up to date with youth employment news A clear impartial signposting service (there are over 729,000,000 resources on google for careers information), at YEUK young people can get the basic what, how, when, why and where and then be signposted back out to the websites and organisations most relevant to them Sign Up to our charter Contribute to national campaigns and ensure your voice is heard Enter Youth Employment UK Competitions Access to the O2 Think Big Programme Subscription to the monthly Youth Employment NEWS e-magazine
*COMING SOON*
•Are school leavers choosing work over Uni? •International Youth Unemployment Initiatives •Breaking in to the music industry •Why women leave academia •Q&A •See how ‘Youth Friendly’ is getting on, one month later…
Youth Unemployment is an issue for every young person in the UK and through our growing campaign you can get involved and help us make the UK more “Youth Friendly” If we can get thousands of young people to Step Up and sign the Positive Youth Charter we can show the UK that young people are invested in this issue and inspire employers and youth organisations to do the same. Join us at www.yeuk.org.uk
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Upcoming Events
Running an event that aims to support youth unemployment? Let us know and we will share it here.
When
What
Who
How
Every Monday
No Limits run a Work Club 2pm-5pm
16-30 year olds
Southampton
16-25s
Reg for free tickets – www. youthenterprisenation. co.uk http://about.me/Nolimitshelp Reg for free tickets – www. youthenterprisenation. co.uk 16-25’s http://www.cesi.org.uk/ events/youth-employment-convention
16-30 year olds 30th May
Creative Industry Careers Event Youth Employment Convention
Brighton Businesses
28th – 31st May
Apprenticeships & Employment Advice Open Day
Northampton
5th June
National Vocational Qualifications Day Islington Community Fair – Meet employers, apprenticeship providers, careers advisers Empower Into Employment
National 16-24 year olds
3rd, 10th, 17th & 24th June
Southampton
Just turn up between 11am – 3:30pm or tweet @IslingtonCEA 19+
National Vocational Qualifications Day 10th June
Careers Event for disabled young people
24th of June
Apprenticeship Recruitment Day
16-25’s
Gainsborough
16+
1st, 8th, 15th Empower into Self Employment SouthampAll of July ton To have your event listed for free in the emagazine it needs to be free for 16 – 24 year olds to attend and aimed at helping them to gain new skills for work or to find work opportunities themselves. If you want to advertise your Open Days, have a larger event listing or advertise your organisation in general please see our 33 advertising rate care.
The Logistics Guild provides a shared support network of resource, information and opportunity, run with our members. Our resource network has been set up to support those who work in any aspect of providers, wholesalers or ports or within the logistics operations of companies involved in the making,
Specially set up for anyone who works in the logistics sector, the Logistics Guild is free to join and no q How big is the logistics industry in the UK? 2.4 million people work in the logistics industry, that is one in 12 people; logistics industry is the 5th largest UK industry, and only 9% for those working in the industry are under 25 years of age, with over 44% of people over 45 years of age. What sorts of careers are there in the sector?
new people to join this industry just to stand still‌ there is also a career path for truck drivers, they could work towards a Fleet Manager, or a Managing Director of a haulage company for example, but there needs to be far more promotion about the various other positions within this industry. What sort of qualifications and skills are needed? There are no particular qualifications needed to join this industry, but there are a number of qualifications you can work towards while working in this sector. Skills needed: whatever you enjoy doing or are pretty good at, there will be some kind of a position within the logistics industry that would suit your skills. The ability to be flexible is important in most, but not all, positions within this industry, as you may be required to work odd hours, weekends and some bank holidays, or arrive early or stay behind to solve issues and challenges that may have arisen. It is an exciting and diverse industry.
We have the professional development Stairway (PDS), which shows the various roles and responsibilities within this sector, there are a wide range of career paths that can be followed for example; business and office based work which covers international trade, freight forwarding; imports and exports from around the world and Europe, if you are interested in IT, or HR, or finance this are all careers within this industry, along with traffic office, driving, warehousing, fleet management, supply chain solutions the list is huge.. Logistics will touch, in some form or other, pretty much all other sectors, as its main purpose is to move goods around the UK Why is it a good sector to work in? and around the world. It is such a diverse and fast moving industry, you What is the recruitment market like? could work in other countries for a period of time, The difficulty the industry has as the moment is the but still be paid by a UK company. For example, the lack of understanding just what is involved in the freight forwarding side of logistics work closely with logistics sector. Many people who asked, “what is lo- overseas logistics agencies, suppliers and import or gistics?� do not seem to know how to answer, or just export companies, someone has to go and either say driving a truck. There is a need for truck driv- work alongside them, or visit them to make sure ers, particularly going forward into the next 4 or 5 everything is running smoothly. There are definite years, it has been said we will need around 500,000 career paths in place for most, if not all, positions 34
n for and by its members who’ll be able to share ideas, support, guidance, development and jobs logistics- the handling, movement or storage of goods or materials, either working for logistics , selling or distributing goods.
qualifications are required to become a member. Registration is
free.
within this sector, it seem that people are just not aware of this fact.
Visit the Skills for Logistics website. www.skillsforlogistics.org
What is the future like for the sector in terms of employment, opportunities and challenges?
The delivering Your Future website, designed specifically for 11 – to 19 year olds. www.deliveryingyourfuture.co.uk
As mentioned earlier, the sector will need around 500,000 new employees from 2017 to allow the industry to stay where it is at the moment, but in order for the industry to grow again, (once the recession is over), we will need many more than this figure. The opportunities are vast and once working within the industry, there are opportunities to climb the ladder to success, to stay within the position you like, and enjoy or to move sideways to a different part of the industry. The Skills for Logistics PDS, is a perfect tool to show employees the way forward or sideways, or just to stay where they are, and maybe develop their knowledge base and skills with working towards qualifications, or all of the above, which is why it is such a diverse industry. The industry also has its own Guild and the membership is free. How can our readers find out more about the sector or the work you are doing to support people into the sector? Ask teachers, careers advisers, and other organisations that are helping the youth into work to find out more about the industry and what it has to offer, and get them to pass on this information to the youth of today who are looking for a diverse and interesting career.
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In our next issue •Are school leavers choosing work over Uni? •International Youth Unemployment Initiatives •Breaking in to the music industry •Why women leave academia •Q&A •See how ‘Youth Friendly’ is getting on, one month later… Ask the experts Before our next edition you can ask our panel of experts questions on: Entrepreneurship – From starting a business to selling one our expert Ketan Mekwana will be answering any entrepreneur/business related questions Careers – Not sure what career or how to break into a career? Then ask your careers question to our InspireEducation Careers Expert Simon Bason Employability – How do you stand out, find a job, and make sure you have what employers are looking for? Ask our Employability Coach David Schindler Email us your question before the 14th of May and we will post as many as we can with the answers from our expert in our next Youth Employment NEWS
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To contact Youth Employment UK CIC Business & School membership: ljr@yeuk.org.uk Volunteer Youth Ambassadors: info@yeuk.org.uk To ask for an advertising rate card or to speak about magazine content: info@yeuk.org.uk Visit: www.yeuk.org.uk
Or Call: 08444 143101
The information contained in this e-Magazine is for general information purposes only. The information is provided by Youth Employment UK CIC and guest editors/blog producers and while we endeavour to keep the information up to date and correct, we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability, suitability or availability with respect to the e-Magazine or the information, products, services, or related graphics contained in the magazine for any purpose. Any reliance you place on such information is therefore strictly at your own risk. Any views expressed here are not necessarily endorsed by Youth Employment UK CIC, Youth Employment News, Inspire2Exceed, Advertisers, Webmaster or any individuals or organisations. Links outside of Youth Employment UK (external links) are provided for user convenience and do not constitute or imply endorsement, recommendation, or favouring by Youth Employment UK. All articles on our site are copyrighted material by the authors to include any graphics that are included with them. Photographs are also copyrighted. If you, the reader, have any grievances with any material that is posted on this site, you are responsible for contacting the author in question. This disclaimer is subject to change without notice.
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