Women & Employment – The State Of The Gender Pay Gap In The UK

by Andre on March 28th, 2015  Andre

With general elections in the United Kingdom fast approaching, the various political parties are doing the rounds, trying to convince us all that they are the best choice when it comes to running the nation. Each party will have their own spin on a variety of situations including the state of the economy, levels of employment and pay and conditions. Although there is a coalition government right now, made up of Conservatives and Liberal Democrats, the Conservatives will no doubt be keen to highlight the economic success of the United Kingdom under the Tories and will be trying to demonstrate how they intend to continue with Britain’s economic recovery.

Following the recession, compared to other European countries, Britain’s economic recovery has been swift and, according to government figures, the jobs market is buoyant and is forecast to continue improving with more full time, permanent jobs set to become available throughout 2015. Back in December 2014, I wrote about 2015 employment and recruitment strategies and mentioned Conservative MP Charlie Elphicke’s statement that there are now more opportunities out there for those wanting to work full time and, in fact, there are now more full time opportunities than part time jobs out there.

On the surface, this is all great news for both employers and employees. School leavers and graduates looking for full time jobs and careers should, in theory, have a better chance of landing the roles they are looking for and employers, meanwhile, should have more job vacancies as their businesses grow. It’s a case of tweaking recruitment strategies to make sure the best young talent is found and developed in the best ways.

The United Kingdom And The Employment Gender Gap

So, the picture that is painted by the Conservatives is that everything is going swimmingly for the United Kingdom economy and the jobs are out there for the people who want them. But, what about females in employment? For many years, the position and treatment of women in employment has been a hot topic of discussion and, unfortunately, that does not look set to change any time soon; certainly in 2015, at least.

As an employer, how many women do you have working for your company? The nature of your company could well be a factor in the ratio of male to female workers, for example. Are the women who are working for you in full time or part time positions, and what are their roles within your company structure? When considering recruitment strategies and employing the best staff, asking these types of questions coıld prove both revealing and valuable.

Despite the government saying there are now more women in employment, other sources argue that this fact is almost irrelevant because those women are often in part time roles and poorly paid jobs that are not well valued. These same sources also argue that as a nation, Britain needs to act to reverse this trend if the economy is going to truly improve so that Britain can remain competitive in the future.

In fact, some argue that because Britain is not addressing the gender pay gap and the role of women in employment, it is actually slipping behind the rest of the world and the World Economic Forum Report appears to show this with its recent results.

The World Economic Forum (WEF) Report

When it comes to women in employment, the statistics displayed in the recent World Economic Forum (WEF) Report, for example, paint a pretty bleak picture of the situation in Britain. Not only is Britain failing to bridge the gap between male and female pay, the situation is getting worse and the nation has fallen down the rankings rather than climbed.

According to this report in The Guardian about the World Economic Forum rankings, Britain fell to 26th place in the Global Gender Gap Report rankings. 26th position is Britain’s lowest ever position and overall score since 2008 and it means Britain is no longer amongst the top 20 countries in the world. When the World Economic Forum rankings were first launched in 2006, the United Kingdom was in 9th position but it has shown a decline each year and now, in the most recent WEF report, Britain is behind countries such as Nicaragua, the Philippines and Rwanda. Iceland, Finland, Norway and Sweden are in the top four places and this was the case last year, too.

What Is The World Economic Forum (WEF) Report?

The World Economic Forum (WEF) Report is broken down into four categories of:

  • Economy
  • Education
  • Health
  • Politics

Although some critics of the report’s findings say the United Kingdom’s position in the rankings is low because of how child care and other areas are funded, the fact is that the nation still failed to achieve a top 20 position in any of the above categories. Employers, firms and the government can work together to improve the positions of women in the workplace in companies throughout Britain.

For example, Britain only managed a low score in ‘economic participation.’ Economic participation assesses the areas of women in the nation’s workforce; how many women there are in the workforce, are they paid the same wage or a similar wage as their male counterparts who are doing a similar role, and also, how many women there are in senior roles within companies. And this topic is seen by many as a serious problem for Britain because, with so few women in top roles, the nation is not making full use of the talent that is out there to drive the economy.

This recent article in The Guardian about why women are still missing out despite the rise in United Kingdom employment figures highlights the fact that although more women are in work, many of these women are in low paid jobs such as social care and nursing. Also, as they start families, a lot of women choose to return to work but on a part time basis. This means their pay is lower and often, they miss out on the training they might have had the opportunity to receive if they had been working full time.

In the legal profession for example, the majority of the members are women but yet, less than one third of those women are in roles at the top level. Also of the companies in the FTSE 100 index, only five company chief executives are women. In academia also, women outnumber men but they only make up 20% of professorships and fewer make it to the position of head of department.

Possible Reasons For The Gender Pay Gap

More women do jobs that don’t tend to be valued -

As an employer, maybe you are aware of these types of scenarios in your company or maybe your company or business bucks this trend and you have many women in top roles or highly skilled jobs. Whatever the case, there are can be a number of reasons for the gender pay gap. As mentioned above, many women tend to be in low paid jobs – they could be working part time after starting a family, they might be doing temporary work or are working in jobs with zero hour contracts. More women tend to do this type of work. Perhaps the government’s claim that there are now more full time permanent roles available than part time can start to speed up the narrowing of the gender pay gap.

Also, due to maternity leave or career breaks for whatever reason, women who are choosing to continue in their full time careers are finding it harder to reach the top.

A lack of drive and ambition -

The lack of drive and ambition by women to get to these top spots is considered to be one of the problems. Could this be the situation in your company with your graduate recruits or school leavers?

This is about the many women who are not reaching the top because of a lack of encouragement in the workplace and also because of a lack of role models that they can aspire to. If more women were doing these top roles, then there would be more incentive for females in less senior roles to feel that they can take exactly the same route and also work in those top positions themselves. It’s a knock on effect and companies can address this issue by looking at their recruitment strategies and also staff development programmes so that all staff are not only given the opportunity to progress but positively encouraged to progress. In some cases, with regards to staff development, maybe different strategies are required for males and females. That could depend on the nature of your company and the field you work in.

A lack of interest for certain professions -

And the previous point leads nicely onto this point. Some highly skilled careers which are well paid – such as engineering positions, for example – are traditionally seen as a male-orientated domain. Many young women don’t enter university to do degrees and other courses in these types of subjects. Nor do they apply for roles like this in high numbers. Obviously, this is not just a task for employers to tackle alone but employers in these types of fields can look at their recruitment strategies and, if need be, change them to make these jobs more attractive to females so that they are encourage to apply. By women not entering certain professions in high numbers, the British economy is losing out by ignoring the talent of a significant proportion of the population.

Is The Gender Pay Gap Greater When Women Reach Top Positions?

Although the government can point to the fact that the UK has indeed had faster economic development than other countries, Anne Francke, chief executive of the trade body, The Chartered Management Institute, says a United Kingdom economy where women benefit less than men in unsustainable. As well as stating the fact that women tend to work in lower positions during their work life, she says that those women who manage to make it to the top roles within their profession are still earning much less than their male counterparts in similar positions. The gender pay gap in these top roles, she says, is ‘alarmingly large.’

Research has shown that up until the age of 34, the difference between earnings in men and women is not a significant one. However, by the age of 40, the gender pay gap sees women earning 30% less than men and, in management roles, women over 40 years of age are earning 35% less than their male counterparts. Obviously, this is a situation which needs to be addressed.

It’s not all bad news for women in the workplace

The gender pay gap is starting to narrow, slowly, in some industries, but there needs to be a continued concerted effort to make sure this narrowing continues; and continues across all professions. One reason, offered for the narrowing of the gap, by lecturer and researcher in Organisational Psychology at City University, London, Ruth Sealy, is the reporting of figures showing the numbers of women (or lack of) in top posts in the workplace. This continual push for transparency, she says, is leading to the number of women on boards growing and is also seeing an increase in the number of female chief executives.

Saadia Zahidi, the lead author of the World Economic Forum Report says that more women are entering the workplace and the narrowing of the gender gap is a result of women entering the workforce and politics in countries all over the world. In effect, transparency in the reporting of figures and more visible high profile women, encourages others to feel they can likewise. And Nicky Morgan, Minister for Women argues that women are now making huge strides in the workplace and they should never have to choose between family and career. The extension of the right to ask for flexible working from next year, so that both parents can share the leave, she argues, will continue to benefit Britain and help to narrow the gender pay gap.

This increase of women in the workplace can be good for your own company’s school leavers and graduate recruits if they see a higher proportion of women in top jobs; especially roles that are traditionally seen as male orientated. And if more of your female staff feel motivated to apply for more of your top posts, this means you have a better chance of finding the best talent because you will have more applicants to choose from when positions become vacant.

What employers can do to encourage women into top jobs

It’s probably fair to say that some employers will have a more challenging task on their hands than others to encourage more females into their top positions. As mentioned above, there is a certain group of professions – and preceding qualifications that are needed to enter that group of professions – that tend to attract far more males than females. As well as engineering fields, these types of roles include:

  • Manufacturing
  • Natural Resources
  • Tech Intensive Roles

In these types of industries, the problem is not just getting females into top roles within their field of expertise but, first of all, creating a climate where women aspire to be in those top roles and, indeed, feel inclined to enter these types of careers in the first place. The projected image of the profession to young school leavers and graduates and, later, the culture within the workplace is all important. At E4S, we focus on offering advice and employment for students, graduates and school leavers and if employers can project a positive image of women working in what is seen as more traditionally male roles to young people, this can make all the difference.

Whatever type of industry you work in, how does your company utilise its recruitment strategies and staff development programmes to make sure young females feel encouraged to apply for top roles and move through the firm. Are there already policies in place or is it something that could be addressed within your company?

Obviously, encouraging more young women to aspire to work in top roles within your firm is not just down to you as an employer. These days, government initiatives are in place (and others will no doubt be developed) that companies can make use of so that young women are attracted to the types of roles you have on offer.

On top of graduate programmes for those looking for graduate jobs, more and more employers are getting involved with School Leaver Programmes and Apprenticeships and these types of schemes can be a great way to leverage the encouragement of young females into roles where they can have structured career development so that they eventually reach the top of the career ladder. For more information about why employers are benefiting from the implementation of apprenticeships and school leaver programmes within their staff development programmes, take a look at this previous blog post on apprenticeships and school leaver programmes.

Another way to encourage inexperienced young school leavers to take their first steps on the career ladder and get experience of the workplace is to offer traineeships for those who perhaps are not ready to commit to apprenticeships. Employers who offer traineeships could make strides in really encouraging young women into roles they might not have considered in the past. If your company isn’t currently offering this type of short programme and you would like more information about them, you can read more here about what traineeships are and why they can be beneficial for employers.

In 2015, it is unfortunate that Britain is still faced with a gender pay gap but hopefully, the not-too-distant future will see this pay gap erased and young school leavers and graduates will feel encouraged to progress to the top of their respective career ladders, and earn equal salaries while doing so, regardless of gender.

National Apprenticeship Week And Beyond

by Andre on March 9th, 2015  Andre

9th – 13th March – National Apprenticeship Week

This week, 9th -13th March, is National Apprenticeship Week and there are events taking place all over England to promote both the week but, more importantly, the benefits of apprenticeships both to employers and to those employees learning their craft via the scheme. As more people undertake apprenticeships, the government is keen to stress that there is increasing evidence that apprenticeships have a positive impact on the people who undertake them, the businesses that offer them an on the UK economy as a whole.

So, it seems as though apprenticeships can be a win win for everyone. What do you think? Is your company currently running apprenticeship programmes for staff? Or perhaps you are thinking about introducing them as part of your firm’s recruitment strategies, maybe as a way to boost your staff retention but also to invest in your staff to make sure they are performing to their best of their ability for your company and feeling fulfilled in their role. Talented staff who feel valued and fulfilled in their role are much more likely to stay around with your firm rather than a team who feels ignored and unappreciated.

The Government And National Apprenticeship Week

So, what is National Apprenticeship Week all about and where do the government come into this? If you are an employer, it is likely that you are already more than aware that the government are really investing a lot of energy into apprenticeships. They provide funding and for them and see apprenticeships as crucial to the future success of the British economy – that’s why they would like more people to get involved (they want to see more apprentices in the workplace and more companies offering them) and they are also keen to stress the benefits of apprenticeships to businesses who adopt them.

National Apprenticeship week is an ideal opportunity to promote apprenticeships and from a government point of view, this is also an opportunity to highlight apprentices and those businesses that offer apprenticeship programmes whilst also inspiring further businesses to get involved. As apprenticeships provide a way to earn and learn within a structured framework where qualifications and skills are nationally recognised, they can be a cost-efficient way for businesses to train the best talent in the knowledge that that training is valuable and effective.

Apprenticeships Facts – Did You Know… ?

So with young people and employers gaining mutual benefit from apprenticeships, let’s take a look at some facts and figures around apprenticeship schemes that might be of interest to employers:

Apprenticeships Have Benefits For Employers

Many employers, almost 90% in fact, have stated that taking on apprentices has benefited their business in some way. Because apprentices are committed to learning new skills within a company, employers are reporting an average increase in productivity by £214 per week. As well as financial gain, some employers have also said they have seen improvements to the quality of the products and services they offer.

Apprenticeships Can Benefit Lots Of Different Types Of Businesses

If you are an employer who owns or works within a small or medium sized business, there is no need to be put off thinking about implementing apprenticeships within your company. Businesses of all sizes and sectors – not just large firms – are now offering apprenticeships. In the past, apprenticeships were traditionally associated with young men learning a trade such as plumbing or joinery. That has all changed, now. Apprenticeships are available in a wide range of sectors and women take up 55% of available apprenticeships. Could your company be one of those firms that benefits from the introduction of apprenticeships?

Apprenticeships Have Financial Incentives For Employers

As well as the financial gains from productivity, by investing in staff via apprenticeships, employers benefit financially in other ways, too: There is government funding – an investment of 1.5 billion pounds in the year 2013-2014, for example. And also, from April 2016, employers will no longer need to pay National Insurance contributions for apprentices under the age of 25 who are earning less than the upper wage limit. This is more financial incentive for employers who are considering taking on apprentices to get involved.

Apprenticeships Can Have Financial Incentives For Small Businesses

As mentioned above, taking on apprentices is not just exclusively for the larger businesses throughout England. If you are running a small business and think you have something to offer to apprentices while benefiting your own business, too, you could be eligible for a monetary grant to help you with that. This could mean you do not miss out on harnessing the best young talent just because you are a small business.

Apprenticeships Now Offer More Control For Employers

Some employers might have been put off introducing apprenticeships to their companies in the past because of a lack of control. Reforms have been, and are being, undertaken the apprenticeships which take this into consideration and now, you as an employer, can be more in the driver’s seat if you do decide to take on one or more apprentices.

Have You Seen The National Apprenticeship Service Pledge-o-meter?

National Apprenticeship Week is all about encouraging people and businesses to embrace apprenticeships and, where possible, to encourage employers to commit to taking apprentices on in the future. If you are a company who has not yet dipped your toes into the world of apprenticeships but you are seriously considering it, this week could be the week where you decide to bite the bullet and commit.

The Pledge-o-meter could be a great way of doing that. Last year, over 20,000 businesses wrote their pledge to get involved with apprenticeships in England and the National Apprenticeship Service is now working with those businesses who commit to pledging to offer apprenticeships make it happen.

This is the link to the pledge-o-meter form, if you wish to get involved. And, if you would like your pledge to go public and be one of the companies shouting loud and proud that you have committed to apprenticeships, at the end of National Apprenticeship Week, the National Apprenticeship Service will publish the list of employers and their pledges. (There is an option to opt out of the publicity if you wish.)

I’m Interested In Apprenticeships But Want To Do More Research First

Apprenticeships require both a commitment from you as an employer and from the apprentice themselves so of course, you are going to want to be fully versed on what is involved if you do decide to go the apprenticeship route. The overarching purpose of National Apprenticeship Week is to raise awareness by challenging how much we really know about apprenticeships so if you are looking to do more research, now could be the time. Let’s look at some useful links:

In the past, we have written about how more employers are benefiting from getting involved in apprenticeships and other programmes for young people. Click here to read about the possible benefits of offering apprenticeships.

If you want all the basics, or a general outline on the subject of apprenticeships you can read our article on our E4S student page, What Is An Apprenticeship.

If you are an employer who wants to commit to taking on one or more apprentices to your company but you aren’t sure if there are apprenticeships on offer within your business sector, you can see a list of the types of apprenticeships here. This link is also useful for further links that are of use to employers. And if you are committed and know you want to get involved, here is information about how to employ an apprentice.

Wherever you company is based, your local council could well have information about this week’s National Apprenticeship Week such as local events that might be taking place as well as other apprenticeship information that might be particularly relevant to your local area.

There can be a tendency with specially organised ‘days’ and ‘weeks’ to forget all about them once the event has passed us by but National Apprenticeship Week is all about awareness of apprenticeships for the future. So, if you are thinking you have already missed the boat, you haven’t. Use this week to do your research so that you can decide if you can really benefit young people and harness the best young talent by offering apprenticeships with your company.

Do More Job Seekers Add Up To More Difficult Staff Retention In 2015?

by Andre on February 8th, 2015  Andre

In a previous blog post, I said about  how 2015 could be a good year when it comes to the number of United Kingdom jobs available out there for job seekers. As an employer, perhaps your company is expanding and has created more jobs as result. This is good news for you and good news for the British economy as a whole as more and more companies create jobs.Staff Retention 2015 - Thumbs Up Or Down

However, more jobs and career opportunities in the UK, coupled with increased confidence, can be a double edged sword for many employers. While you might have more jobs to fill, as an employer, you could also be facing a problem with staff retention. Increased confidence in the jobs market means a more ambitious workforce; a workforce that could be planning a move to pastures new. Is your company prepared for the fact that, in 2015, some of your team could be planning a move elsewhere, either to a different company or perhaps to go self-employed?

More appetite and more ambition for new challenges

With the concept of the job for life being a thing of the past, employers already face challenges with retaining their most talented staff but this problem could be set to increase in 2015. According to this recent survey conducted in the new year by the Institute of Leadership and Management, over one third (37%) of workers are planning to leave their jobs and move on to pastures new in  2015. This figure is up from 13% in 2013 and up from 19% in 2014. Almost double the amount of employees are planning a move in 2015 than in 2014 – and some of the people in those figure could be members of your current staff.

What Causes People To Change Jobs And Careers?

New Year Syndrome

Well, first of all, the arrival of the new year is always going to be a time when people finally bite the bullet and change jobs. New Year’s resolutions see us all feeling positive about being proactive in making changes for the year ahead. We hit the gym to get fit, we change the foods we eat to get healthy…and new year could also be the time we make that career change we’ve been promising ourselves for the last six months. That is more likely to happen in the current economic climate where people are feeling more confident about their future prospects.

But what are the reasons that have revealed themselves in the Institute of Leadership and Management survey? What are the factors that employers need to be taking into consideration to maintain their staff retention levels in 2015? Interestingly perhaps, an increase in salary is not top of the wish list for employees when it comes to job satisfaction and therefore sticking around with the same company. Let’s take a look at what those in UK jobs and careers are looking for in 2015.

Employees are looking for more opportunity for progression

With 59% of those surveyed saying opportunity for progression is what they most want in their jobs and careers, this was the number 1 wish for workers. In 2015, employers need to make sure they have systems in place to develop staff and move them up or sideways through the company. This could improve staff retention at the firm. Implementing graduate programmes and apprenticeships, for example, could be a structured way of doing this so that staff can see their own progress and have an idea of possible promotion or pay rise upon completion of their particular programme.

Employees are looking for higher wages

56% of those people surveyed said they would like to see higher wages. We all know high wages are a good draw for people and they could be good for staff retention, too, when combined with other factors such as the one mentioned above. Higher wages for more responsibility within the company can be a good way for employers to not only harness the best young talent but in also making sure that talent doesn’t want to go looking elsewhere for more attractive opportunities. As wages are set to increase in 2015, perhaps your company is already addressing this issue.

Many employees would like a more interesting job

While not every task in the workplace is going to be mindblowingly interesting – we all know there are those menial tasks that have just got to be done – employers could go a long way to making sure their staff don’t go walkabout in 2015 by taking action to make employees more fulfilled in their work. 50% of the people surveyed said they would like a more interesting job. As an employee, are you passing on the right tasks to the right people? While your bright young stars definitely need to learn the ropes and understand that basic tasks need to be carried out on a daily basis, are they also being kept fulfilled and stimulated within their role? And this leads nicely onto the next item on the wish list for employees.

Employees feel unappreciated or under valued in current role

25% of employees said they feel unappreciated or under valued in their current role. With more of a feel good factor about the jobs market and therefore, more ambition and confidence amongst employees, this could be a factor which determines whether or not your best young talent decides to get out there and go job hunting for something better.

Situations like this could arise in large companies where those in higher positions might seem like a faceless entity to younger or inexperienced staff starting out in entry level roles. What is your company doing to ensure staff feel valued and that their hard is not going unnoticed? This is perhaps where small and medium enterprises could have a slight advantage over larger companies in retaining staff because the personal relationships between staff and management might be easier to maintain and staff feel like a valued member of a team that contributes to the success of the company.

Staff feeling unappreciated can even go right down to part time jobs for students. Make your student recruits feel valued and appreciated in their part time jobs or seasonal jobs and they could be your next graduate star who chooses to stay on with your company once they have completed their course. I have have written in the past about how employers can benefit from having jobs for students and young people such as holiday jobs and seasonal jobs.

Some employees are unhappy with current management

30% of workers surveyed said they were unhappy with the current management at the company they work for. With surveys such as this, it can be difficult to separate the issues out as mutually exclusive. For example, staff could be unhappy with management because they feel undervalued or unappreciated, as per the previous item on the wish list. But, as a company, if you are looking to maintain your staff retention levels throughput 2015, this could be one of the issues that needs addressing within your firm. Indeed, are managers happy in the role they are in. A company wide strategy for staff retention which includes making sure that staff at all levels feel valued and have sufficient training to carry out their roles could go a long way to preventing dwindling numbers of employees within your firm. Again, this point leads nicely on to the next.

Employees would like more training and development

In the survey, 27% of people asked said they would appreciate more training and development within the company and this includes training and development even in their current role. Even if this is in the company’s policies, employees need to question whether staff really are being trained in the practical skills necessary for them to carry out their roles to their full potential. Some staff could feel like they are unable to give their all in their current role because they haven’t got the skill set to do so.

For young people and school leavers, apprenticeships could provide this structure, as we said above. But even for student jobs, whether that’s part time jobs or seasonal work, investment in training can help staff retention levels and, if your company recruits lots of temporary staff for events jobs, for example, those in temporary jobs who have received meaningful training and development may be more likely to return when you have more vacancies available. This reduces your training costs and can be an effective part of your recruitment strategy.

Some employees would like more flexibility

These days, many companies, and perhaps your company have already introduced more flexibility into their work day with regards to flexitime, days where staff can work from home and job share options. 18% of those surveyed said they would like more flexibility within their current job. If your company is already offering flexibility in work life this can not only be a plus point in your current recruitment strategy but also for your staff retention levels.

Some employees would like better parental leave options

At 3% of those surveyed saying they would like better parental leave options, as with the flexibility issues mentioned directly above, many companies could be already addressing those issues in an effective way.

Looking forward to the rest of 2015…

Companies are always going to experience staff moving on to pastures new at some time or other but this year could see more than usual taking the plunge. Many of the points listed above can be merged with others rather than them being standalone issues but there is still lots to take into consideration for employers in 2015 if they are to reduce the number of their staff deciding to bite the bullet and taking off to look elsewhere for other challenges.

Effective recruitment strategies such as essential interview questions need to be in place so that the most suitable employees for your company are taken on in the first place. Once staff are in their roles, an effective system needs to be in place to make sure those employees feel valued and want to continue working for your company for some time to come and this is true of all types of roles from part time jobs for students to apprenticeships for school leavers and more senior roles throughout a company.

Killer Ways To Promote Your Student Job Vacancies

by Andre on January 28th, 2015  Andre

As employers or someone in charge of recruitment for a company – the man or woman in charge of filling student job vacancies – there are many different ways to tweak recruitment strategies so that you can go a long way towards not only finding the best young talent and harnessing that talent, but also giving yourself a much better chance of improving staff retention by encouraging new recruits to stick around in the future and benefit the company in years to come.

In the past, we’ve suggested how you can make life easier for yourself and increase the possibility of employing the most suitable candidate for job vacancies by looking at essential interview questions. These questions could also help you gage whether or not you think your bright new recruit is intending on building a career within your company.

There are also many initiatives out there to help employers who are investing their time in employing young people such as school leavers or those young people who either don’t want to, or are unable to go to university. Running apprenticeships might be a viable option for your company or, depending on the type of field you are in and the size of your firm, setting up School Leaver Programmes could also prove invaluable. These types of initiatives can run alongside existing graduate programmes you might already have in place – it doesn’t always have to be choice between one or the other.

E4S is all about providing students and young people with opportunities to find work – anything from part time student jobs at evenings and weekends to seasonal work, both in the United Kingdom and abroad, to graduate jobs and other full time roles such as apprenticeships. If you are considering ‘what’s the point of giving young people a job’, we’ve looked at how employers can benefit by employing students and young people by offering holiday jobs and we’ve also seen that 2015 is projected to be a year where job vacancies will be on the increase. So, with this being the case, it’s all well and good having systems in place where students and young people can feel themselves to be a valuable part of the team in the workplace, but, when student job vacancies do arise, how do you go about attracting graduates, school leavers and other young people to apply for your vacancies?

How To Attract Young People To Apply For Student Job Vacancies

Student Looking For Jobs

Job Vacancies Are A Chance To Promote Your Business

As well as recruiting staff, when you have job vacancies to advertise, this is also where you get a chance to market your company to others. Whatever type of job you are advertising, how do you want your company to appear to job seekers?

You can go a long way to attracting the best young people if your company comes across as dynamic, forward thinking in your job adverts. And, especially where students and school leavers are concerned, does your company come across as somewhere where they will have fun while working hard and receiving training? Just as companies want to know potential interview candidates are taking their job application seriously and are committed to working for the company, in return, young people want to be given the impression that their student jobs, apprenticeships or other roles will be both rewarding for them and beneficial for them in the long run.

A job vacancy description that is a few lines if generic text is not going to have a very good chance of catching the eye of young people. Mix up your fonts, text size and colour; use images; and, it goes without saying, make sure your company logo is clearly visible. After all, you are the company demonstrating to young people that your recruitment strategy is tailored to them. If someone has been looking for student jobs, apprenticeships or graduate careers for some time, you need your company to stand out above the rest in order to hook in the best young talent.

Tailor your job vacancies to the people you are looking for

If your company is investing in young people and has vacancies in student jobs such as summer jobs or other seasonal work available, is your recruitment strategy tailored to attract those students and young people?

When it comes to university students, many students live away from home, on campus or in student accommodation. During the summer holidays, Christmas break or Easter, for example, some will need to return home. If your company has branches around the United Kingdom, could you offer students holiday jobs and seasonal work closer to their home during those periods so that they can return to their positions in the area where they are studying during semester time? If that is a possibility for your company and you can make this clear in your recruitment material, this could be a good way of encouraging young talent to stay with the company after graduation to develop a graduate career and perhaps move into management or head office positions further down the line.

If you are offering apprenticeships or school leaver programmes to young people and you are looking for young people and students with particular skills or a particular type of personality, how is your recruitment strategy tailored to attract those people? How are you making your company look open and welcoming to new, young talent?

Use Social Media To Promote Job Vacancies To Young People

We all know that these days, used well, social media is a powerful tool for promoting your company, and it can also be used to attract young people to apply for your student jobs and other positions you might have available. Obviously, most younger people are very active on various social media outlets and how you are represented on those social media outlets can make a difference in the types of people you attract into applying for your jobs.

Many companies are represented on Linked In and this plays a big part in their recruitment strategies. While Linked In is clearly important for recruitment, especially for recruitment for graduate jobs and possibly School Leaver Programmes, other social media outlets shouldn’t be neglected. Have you attracted students and an all round younger audience to like your page on Facebook or follow you on Twitter? Have you dipped into other social media outlets such as Pinterest or Instagram? Again, how you are making use of these outlets can entice the best young talent to apply for your job vacancies, whether that is graduate jobs, student jobs or other employment opportunities.

Use Video To Attract Young People To Apply For Job Vacancies

Video is increasingly popular in the United Kingdom, especially amongst younger people, so visuals like this can be a great way to promote your company and your job vacancies. If your usual job vacancies are posted as a ream of text, this can get lost amongst all the other companies who are posting their job vacancies as ream of text, too. Video asks people to watch and listen rather than read through paragraphs of the type of candidate you are looking for.

This links to the social media point above. Has your company got a YouTube account and, if so, how is it being used? YouTube can be a valuable asset in your recruitment strategy and you don’t even need to be an expert film producer or director. If you are hoping to encourage young people or students to apply for summer jobs or Christmas jobs, for example, yoıng staff who are already a part of your team can be a part of informal videos, talking to the camera about their role and why they like working for your company. And when it comes to staff retention, if you have got managers or staff in other senior roles who perhaps started out in student jobs or as young apprentices, they could also do informal videos to describe their career path through your company.

Video can of course be incorporated into your other social media and online presence elsewhere, too. None of these need to be mutually exclusive methods of attracting young people to apply for student jobs and other roles.

Use Job Boards Such As E4S To Attract Students And Young People To Apply For Job Vacancies

Yes, so where do sites such as E4S fit into all this? E4S are dedicated to getting young people into jobs such as student jobs that could could be seasonal work or part time jobs at evenings and weekends. Apprenticeships, School Leaver Programmes and graduate jobs are also advertised on our site, as well as other vacancies. And the good news is, young people and students use E4S to look for jobs and careers.

Within the E4s site, it is possible to have your company profile – with your company logo – which tells job hunters a little about your company, the types of roles you might have available and the types of people you might be looking for to work within your company. The text of your company profile isn’t too long (around 600 words). Just enough to give students and other job seekers a flavour of what your company is all about.

A promotional video from your company, your Facebook page, Twitter feed or links to the career section of your website – everything mentioned in the points above; these can be included in your company profile on E4S so that you can promote your job vacancies and target them to the right people.

E4S is the most visited student job site and, as we say in our About Us page,  we are passionate about helping clients find students to fill their vacancies, and we are totally committed to helping students find jobs. A win win situation for both parties.

There is no one way to attract students and young people to view job vacancies and apply for roles when they arise; rather, it should be a combination of factors, some of which are mentioned above. The type of role you are advertising and the type of candidates you want to attract can be reflected in each individual advert. Whatever type of roles you have available, whether that’s summer jobs, part time vacancies, graduate careers or other positions, if you are looking to invest in students and young people, why not take a look at our E4S About Us page, and our page showing the E4S services, for more information about what we do for you and what you can do to try to fill your vacancies with the most suitable candidates.

2015 Employment & Recruitment Strategies – Are We Looking At A Rosy Picture?

by Andre on December 28th, 2014  Andre

Well, it’s probably safe to say that the answer to the question as to whether or not it is a rosy picture for the British economy and employment figures in 2015 depends on which sources you read and the point of view they are writing from. The current government, and its supporters, is very upbeat about the future growth of the number of people in employment and for the growth of businesses (good news for employers?), while other sources highlight the fact that it’s not just about getting people into the workplace and therefore reducing the numbers of those registered unemployed. It’s about the quality of those jobs, the training and the wage levels.

Let’s take a look at some of the views put forward and what that could mean for employers looking to recruit graduates and young people into their companies in 2015 and beyond.

The Optimistic Viewpoint About Britain’s Economic Growth And Job Creation

According to government figures, after the recession, Britain is now experiencing a recovery which means employers have increased optimism and are looking to employ more people into their companies in 2015 and into the future. And this is not just an increase in the number of people in work. Employers are adapting their recruitment strategies and are now looking to recruit more people into full time positions rather than part time jobs and temporary jobs.

In December 2014, Charlie Elphicke, Conservative MP for Dover and Deal, says that more people who want to work full time are now getting those full time jobs because there are more opportunities out there. There are currently more full time opportunities than part time and wages are set to increase faster in the coming year. And according to this article in The Scotsman, business group, CBI, along with consultancy Accenture ran a survey and its results suggests permanent jobs will outstrip temporary jobs in 2015. As an employer, are you finding this is the case for you? Maybe you are adapting your recruitment strategy and are looking to create more graduate jobs, school leaver programmes or maybe you are designing more apprenticeships to recruit more school leavers.

Minister of State for Employment, Esther McVey also wrote in December 2014 that every single region of the United Kingdom has witnessed a fall in the numbers of people who are unemployed. This suggests there are more openings there for people looking for work and for employers looking to employ young people, students and graduates, sites like E4S can be ideal platforms for recruiting the best staff to fill vacant positions. She states that there are over 80,000 more young people now in jobs and also that the UK now has the lowest unemployment levels since 2008. This definitely sounds like good news for both employers and those looking for work.

Recruitment Strategies – Women and Employment

And figures also suggest that the situation for women in the workplace is looking better than it might have done previously with more women now in employment. Scotland has seen the biggest rise in the number of women in employment with a narrower gender gap in employment than other countries in the United Kingdom. And more women in employment means the economy benefits as a result of this. As for women’s pay, Charlie Elphicke MP says the gender pay gap is now at it’s shorted since records began in 1997.

So, 2015 looks set to be a beneficial year for both employers and for those looking for work and, it seems, particularly beneficial for women and young people who are looking for jobs. But there is another side to this coin, of course. Some sources are challenging these positive government figures and are showing a different story around those statistics and as employers, no doubt you have your own first hand take on these numbers, too.

The Alternative Viewpoint On The UK’s Increase In Jobs And Wages

Opposition parties challenge the government’s figures, as do some employment surveys that have been carried out which survey employers, those already in jobs and also the unemployed.

The position of women in employment

With regards to the number of women in employment, there is still lots of discussion around the standard of that employment and also wages. Although Scotland can boast a big boost in the number of women in employment, for example, and the gender pay gap is said to be decreasing, Jackie Baillie MSP, Scottish Labour Finance, Constitution and Energy Spokeswoman has said that over a quarter of a million women in Scotland are paid less than the living wage (the UK living wage is currently £7.85 per hour. She would like to see a minimum wage in Scotland and also the abolishment of zero hour contracts.

And a lack of women in top jobs is also a longstanding issue, as well as the gender pay gap when men and women are in similar roles. The government have worked hard to encourage employers to promote women into top roles within companies but have, themselves, been criticised. According to this article in The Guardian, the government have set themselves a target of 50-50 employment of men and women within government departments but in December 2014, the percentage of women in Whitehall posts was less than 40% with only five women in a cabinet of 22 MPs; a cabinet that is two thirds male. In particular, the Ministry of Defence only awarded six appointments to women out of a total of 40 opportunities.

The problems facing young people in employment

Naturally, the main focus for E4S is to get young people into jobs such as student jobs, apprenticeships, internships or graduate jobs, for example, so it is good news that employers are starting to employ more young people and get them into the workplace.

However, as with the roles of women in employment, some analysts question the quality of these roles and also the wages paid for jobs for young people (and indeed, issues facing women and young people in employment are not mutually exclusive). According to the Joseph Rowntree Foundation, more and more young people, especially 16-25 year olds are, living below the breadline as they are often working zero hour contracts or are even self-employed but working for low rates of pay (there are currently around 1.4 million zero hour contracts out there). The Joseph Rowntree Foundation see it as worrying trend that so many working people are still struggling to make ends meet and are not earning a living wage. They see it is a threat to the future growth of the British economy. For 16-25 year olds, they say the poverty rate has risen from 25% to 31.5% a decade later and this has been caused by a low minimum wage and high unemployment.

The skills gap as a threat to future economic growth and competition in Britain

The skills gap is also seen as a problem; perhaps the biggest threat to the the British economy in the long term. For example, in Scotland, construction is on the increase but there is a skills shortage in this sector so it is difficult for employers to fill vacant positions.

Solutions for employers and employees

So what does all this mean for employers in 2015 and beyond? Katja Hall, CBI’s deputy director general says the solution is for companies and the government to work more closely together to increase the skill level in employees and therefore get them into more highly paid jobs to carry firms forward.

Employers can do this by creating government backed apprenticeships and school leaver programmes to boost specialist knowledge and practical skills in young people and also create specialised graduate programmes to attract more university leavers into graduate jobs. As an employer, you may have already tweaked your recruitment strategy to invest in young people and attract more young people into your company in this way. If this is not a recruitment strategy you have considered previously, take a look at how employers can benefit from the implementation of apprenticeships and school leaver programmes to see if you could implement something like this in your company.

Of course, another issue regarding skills shortages is that school leavers, students and graduates need to actually want to do the types of jobs where there is a skills shortage. Perhaps government, employers and education institutions need to work together closely to make careers in those fields not only more visible but also more dynamic and attractive to young people.

Staff Retention

Once your company has recruited the ideal candidates for vacant roles, the challenge is then to retain those staff to further progress the company. Even if you do have more permanent, full time positions available throughout 2015, how do you retain the best talent? This can be especially challenging for SMEs and we have written blog posts in the past about the challenges small and medium enterprises face with recruiting and retaining the best talent. This post contains tips for how small and medium sized enterprises can attract and retain the best staff. Because there is also the viewpoint of the employee. Employers need to constantly think of more inventive ways to boost their company’s staff retention levels as more and more employees, these days, are choosing to move between multiple jobs throughout their working life. Attitudes have changed and employees are less fearful about moving jobs as they would have been in the past.

It is often said that the ‘job for life’ is a thing of the past and people will have on average nine different jobs in their working life. Some people even opt for a complete career change or go self-employed. As we mentioned in our blog post about the job for life being a thing of the past, this has repercussions for both the employer and the employee and it’s about working together to make sure both parties can benefit from the situation.

If, as the government have stated, more and more job vacancies are now for permanent positions – and this trend looks set to continue through 2015 – employers will be hoping to keep hold of the talent they have scouted and employed. As vacancies arise, it’s important for employers to recruit the right type of candidates for the roles available because the recruitment process can be both time consuming and, depending on where you advertise your vacancies, expensive, too. In giving yourself the best chances of getting it right first time, the interview process is an important part of the process and there are some essential interview questions you can ask to make sure your candidate and your company are the best for each other.

Part time jobs and temporary holiday jobs for students and young people

And this blog post has focussed mainly on full time, permanent jobs but when it comes to skills shortages and lack of work experience amongst students and young people, there is a role employers can play, too. Student jobs such as part time jobs at evenings and weekends or seasonal work such as Christmas jobs and summer jobs can be highly beneficial for students not just in a financial sense but also in providing and developing transferable skills; preparing them for the workplace.

And what’s in it for you as an employer?  Apart from knowing you are investing in youth and playing your part in preparing young people for the workplace, you could also harness the fresh ideas that young people could possibly bring to your company. And if you have the roles available, if you spot a true talent, help that person develop a full time career with your company before someone else snaps them up. Here are some of the other ways your company can benefit by employing students in holiday jobs.

So, the government have lots of initiatives in place to get young people into the workplace and statistics show more jobs and higher wages will be available in 2015. E4S have many employers advertising vacancies on the site and many young people visiting the site each day, looking for work. If you have vacancies in your workplace and would like to employ school leavers, students and graduates, why not place your adverts with E4S? Read more here about working with E4S.

‘Job For Life’ A Thing Of The Past – But How Does It Affect Employers?

by Andre on November 30th, 2014  Andre

Job for life – a job that you can stay in all your working life…

This is traditionally what young people aspired to, just a couple of short generations ago. Get a foot in the door of a firm, learn a trade or develop new skills, and build qualifications so that you could move up through the company, earning yourself promotions and pay rises. At the age of 60 or 65 comes the big retirement party and that handshake from the company directors where you are presented with a golden clock or watch as a thank you for your loyalty and hard work over the years. Off you go to retire with your state pension and a company pension keeping you financially afloat.

Fast forward to 2014 and all that has changed for many employees and employers. According to various sources – and maybe you are even seeing increasing evidence of this in your own workplaces, too – the whole concept of the ‘job for life’ is done and dusted. It is no more. The debate remains, however – is the suggestion that a job for life no longer exists a good thing or a bad thing for employers? Where does that leave you for your recruitment strategy, for staff retention, for developing your company – or the company you work for – further, for future growth and success?

There is certainly no doubt that the workplace has changed a lot over recent years, both for employers and for employees, and that means both parties need to address these changes and work with them. While employees who change jobs regularly – and even sometimes take the step of making a complete career change – need to take more charge of planning for their future from a financial point of view, employers need to adapt so that they can get the most from employees while they are with the company and develop strategies to keep employees feeling fulfilled so that they might stay around on a more long term basis.

So what’s changed for employers and employees?

A combination of factors has brought on this change. Just a few of those factors that have contributed are; changes in the world economy, technological developments, government changes in legislation and the introduction of new initiatives and also changes in people’s attitudes towards the workplace by both employers and employees.

Insurance firm LV= recently conducted a large survey of 3,000 people – some of the them in employment and some who are retired. The report found that the generation that are now going into employment can expect to do more jobs and, in real terms, be paid less for those jobs than previous generations who were in employment before them. On average, people in the workplace now will have around nine jobs throughout their work life career; a definite move away from the concept of a job for life, and they will also work longer before retiring. Indeed, some workers never really retire. It’s now expected that many employees will work into their 70s rather than their 60s.

Employees are also now taking more charge of their careers and, according to LV=, are moving jobs on average every five years. This is both to increase their chances of promotion and also to increase their salaries. In the current climate, many employees themselves don’t consider their current role as a job for life and they are not afraid to make changes such as changing job or career in order to improve their lot both financially and in terms of lifestyle.

But LV= also suggest that another major reason cited for the movement of employees from company to company is the removal of workplace pensions. Employees no longer feel tied to their job in order to keep their workplace pensions going. So what are employers doing to about this situation in order to encourage a sense of loyalty towards the company? What can they do about this situation both in terms of recruitment strategies – recruiting the best young people and graduates – and in terms of retaining the best staff in the long term?

A Commons debate earlier in November 2014 discussed the fact that those employees on lower wages had less chance of securing considerable pay rises while those in higher paid careers were able to increase their pay more significantly. School leavers and others who take on low paid jobs which pay the national minimum wage can find themselves in what has been labelled ‘the poverty trap,’ because wages are not increasing in line with the cost of living.

So What Are The Possible Solutions For Employers?

But there is action that employers can take, both in larger corporate companies and in small and medium sized enterprises, too. Getting students and young people into the workplace to learn new skills increases productivity in the United Kingdom – and all employers can play a part in ensuring this happens. Investment in staff and in staff development is key.

Employers can attract school leavers to encourage loyalty

Some of the top companies in the United Kingdom have tweaked and developed their recruitment strategies and are now leading the way in trying to attract students and young people who are not university graduates into the workplace . This is good for those young people who are looking for an alternative to university but who still want to build a dynamic career for themselves.

By going into schools and promoting links with these schools, these companies are accessing young talent and can promote themselves as some of the best companies to work for. They are encouraging loyalty from a young age by developing training programmes for those school leavers so that they can learn new skills, progress through the company and hopefully get promotions and pay rises that they otherwise might not have earned elsewhere. Investing in young school leavers and developing their skills can mean they have an increase chance of earnings above the national minimum wage and can therefore free themselves from the ‘poverty trap.’

This type of strategy is not only a viable strategy for larger companies. It can also be adapted and used as a strategy for small and medium-sized enterprises. School Leaver Programmes and apprenticeships are both strategies companies can employ in order to encourage loyalty and keep staff feeling both valued and fulfilled. While School Leaver Programmes probably suit larger companies, apprenticeships are a great way to recruit those young people who might otherwise slip through the net. Via their apprenticeship, working with your company, they can learn skills whilst on the job and increase their knowledge by gaining recognised qualifications. Apprenticeships can be a very valuable tool in your recruitment strategy and also for staff retention.

If your company is an SME, a previous blog post on 5 ways SMEs can retain the best young talent could give you some further ideas about ways to encourage your staff to stick around to help drive your company forward. Apprenticeships, locally based training courses, the possibility of faster career progression and offering flexible working hours are all strategies smaller companies and medium-sized enterprises can leverage to their advantage. In a recent study conducted by themselves, the CIPD (Chartered Institute for Personnel and Development) concluded that pay can only increase if there is investment in training and technology by employers. A structured, government recognised apprenticeship can can be a good way of making sure young recruits are getting the workplace training they need. For more information about this, you can take a look at why more employers are benefitting from implementing apprenticeships and school leaver programmes into their recruitment strategies.

Employers can employ students and young people for evening and weekend work or seasonal jobs

Obviously, this depends on the type of company you are running but many firms actively recruit university students and those in other types of study. Recruiting students into entry level jobs can give employers the opportunity to spot talented students before they graduate. If you don’t already advertise your vacancies to students and young people via E4S, take a look at our Recruiting Students page to see how you can go about it and get yourself set up. Recruiting students into part time jobs can lead to them building a full time graduate career within your company if you, in turn, can offer a staff development programme that can challenge and fulfil them.

Job hopping comes with risks when it comes to future retirement plans

As we said above, many people these days can expect to have on average 9 jobs throughout their working life. This can be a benefit for employers because staff can come to the company with experience of various workplaces and can bring different skills and ideas to the table. Job hopping can be good for the employee, too, because of the transferable skills that are developed and there is the feeling of rising to the challenge of taking on something new. Today, there is very much a culture of people moving jobs – or even making a career change – on a relatively regular basis.

This has been a concern for the government for some time. As LV= said in their report, the lack of generous workplace pensions means a job for life is a thing of the past because staff no longer feel tied to their jobs. The responsibility of planning for financial security once in retirement now lies more with the individual. Moving from workplace to workplace and being a part of various pension schemes means people can lose track of what is due to them in the future and the concern is that many people are not planning for their retirement effectively and could be leaving themselves with a small pension.

Automatic Enrolment Pension Schemes have been introduced and, although as yet, not many small and medium-sized companies have registered for the scheme, the CIPD state that of the companies who have enrolled onto the scheme, those employers are going above and beyond the call of duty in the size of their contributions for employees and this, in turn, encourages those employees to also save for their future. It could be interesting in the future to see if those employers who have registered themselves with the Automatic Enrolment Pension Scheme are seeing any change in the average amount of time their staff stay in employment with them.

In Summary

So, it is clear that the notion of a job for life is no longer in the mindset of the new, young generation of employees that are now entering the United Kingdom’s workforce. But that does not have to be a bad thing for either the employee or the employer. It’s a case of adapting accordingly as the current climate develops – apprenticeships, school leaver programmes and even traineeships are a way of addressing this; as are changes to the way people work such as the opportunity to work from home, career breaks and job sharing, for example. And as for students who are looking for part time evening and weekend jobs, and seasonal work such as Christmas jobs or summer holiday work, employers could do well to think about recruiting students for those roles if they don’t already do so. As well as providing valuable experience in the workplace, there is also the opportunity for employers to recruit them later to more senior, full time positions.

Why Job Boards Remain A Valuable Part Of Employers’ Recruitment Strategies

by Andre on August 18th, 2014  Andre

When it comes to recruiting the best new staff, job boards can play a valuable role in your recruitment strategy. With more and more digital recruitment taking place these days, using job boards is probably already a part of your recruitment strategy for harnessing and retaining the best staff – and research consistently shows that online recruitment is on the up. In fact, online recruitment is now seen as the norm rather than a niche for those job seekers who happen to be internet savvy, and job boards play a big role in linking employers with candidates in a fast and easy way that is also more economical.

All employers know that the recruitment process can be both time consuming and expensive, and job boards can be an ideal way to find the staff you need more quickly. As we have said in previous blog posts, there is no one strategy that gives employers the magic wand for recruiting the best staff. Rather, a combination of strategies can be more effective and job boards such as E4S can play a central role.

For example, E4S is the number 1 most visited website for undergraduate jobs. So, if you are looking to recruit students and other young people for part time jobs at evenings and weekends, or you have vacancies for summer holiday jobs or at Christmas, then a website and job board such as E4S could be both useful and economical for you. Even with the growth of social media, the number of job boards is still growing and one reason for this is that perhaps job seekers can just visit the one site to look for a variety of vacancies rather than concentrating on following a whole host of different social media accounts. Social media and job boards can be used together rather than them being two mutually exclusive entities that job seekers need to choose between.

In 2014, there are various benefits to making use of job boards in your recruitment strategy for finding and maintaining the best staff at all levels. Here are some of the benefits to bear in mind when your company needs to fill vacancies with quality people.

1. Job boards are popular, fast and value for money

Job boards are now the number 1 way people use to seek employment and, with the increasing financial costs of going to university, many students now fit part time jobs and holiday jobs around their studies. Job boards are a popular route for students and young people to find jobs (as we said above, E4S is the most visited website for undergraduate jobs) so you could fill your vacancies quickly by advertising on them.

As well as being effective in staff recruitment with regards to speed – you can see your job advert very quickly on job boards – they can also prove to be cost effective, too. More traditional advertising such as newspapers and magazines can be costly, depending on the size of the advert you are posting, you need to wait for your advertisement to appear in the relevant edition of the newspaper and you are also relying on someone happening upon your job vacancy.

2. Job boards can mean employers have a good chance of finding the right candidate for the job

The E4S job board is a place where students, graduates and young people such as school leavers come to look for employment – both full time and part time jobs. By using job boards such as E4S and employing students, they are then getting experience of the workplace. Young people can be full of enthusiasm and can also bring novel ideas to your company which perhaps had never been considered previously. And there is also the benefit that because employing young people is part of your recruitment strategy, as an employer, you may be able to mould your new staff more effectively to suit your business and way of working.

If their SEO is effective, then job boards are effective. Employers can take advantage of the fact that their job vacancies will appear high up in the Google rankings and other search engines so that potential applicants spot the vacancies and this increases the chances of being able to recruit the best staff for your vacancies. Employers’ job vacancies are there for as long as employers want them to be which means students and young people who spot vacancies can come back to them as and when and find the adverts easily.

3. Job boards put employers in control of their staff recruitment

Whilst many larger companies can also make use of recruitment agencies as part of their recruitment strategy to employ and retain the best staff, small and medium enterprises might not have this option due to lack of funds. Job boards put employers in control of their own online advertising which means they can create their own advert so that, in the case of E4S, they recruit students and young people who can fully match specific recruitment criteria.

We’re not all experts when it comes to IT or completely savvy when it comes to the internet but placing ads on job boards is a quick and simple process which even the most reluctant users of tech should be able to negotiate.

4. Job Boards allow employers to really target the right people

As well as general job boards, these days, there are many types of niche job boards out there. In the case of E4S, if you an employer using this job board, then chances are, you are looking to recruit students, graduates and other young people. This could be for entry level jobs on a part time or seasonal basis, apprenticeships, school leaver programmes or tailored graduate programmes.

Having job boards such as E4S as part of the recruitment strategy means employers should cut down on the number of applications from unsuitable candidates and, therefore, cut down on having unfilled vacancies for a long period of time. Obviously, it also follows that if the original job advert was placed on relevant job boards and staff were recruited as a result of that, there is a stronger chance of improving staff retention within the company because the advert was so targeted in the first place. Job boards, particularly niche job boards, mean employers looking to recruit staff can get their message across to a specific group of people.

5. Job boards can be good for company branding

In an effort to harness the best young talent and retain quality staff, a company’s recruitment strategies mean they also need to market themselves to tempt applications from the candidates they want. Branding is a key part of this so that applicants can easily recognise the company they are applying to – and job boards are a useful way for companies to display what they have to offer.

E4S, for example, give employers the opportunity to have a company profile which gives students and young people the opportunity to find out a bit about the firm before they apply for any vacancies. As well as company background and the types of staff the company looks for, firms are also given the opportunity to display promotional videos and link to the company website. Building a brand amongst the people a firm is trying to reach – in this case, young people and students – increases the chances of more targeted recruitment.

With the E4S job board, company profiles stay on the site regardless of whether there are any current vacancies being advertised. Those looking for student jobs or other types of work can research companies in their own time and this can mean, when job vacancies are advertised, there might be more applications which will possibly come through quicker than usual.

6. Job boards can be used in conjunction with social media and other strategies

The world of technology and the internet is constantly changing, and those employers that have spotted the power of social media have been making use of that as part of their recruitment strategy. Effective recruitment and future staff retention makes use of a variety of techniques rather than an either / or approach. While different companies can develop their own social media presence for company branding and for recruiting staff, companies such as E4S who offer job board services also use social media to further promote current vacancies and other relevant information.

E4S make use of social media to share relevant student news, to build relationships with students and young people and also to network with companies which are looking to recruit young staff. You can find E4S on:




Google +:

Young people and students who are actively seeking part time and full time jobs can also set up job alerts with E4S so that any relevant job vacancies can be sent to their email as soon as they are advertised.

As mentioned above, E4S is the United Kingdom’s most visited website for undergraduate jobs. If you are an employer looking to recruit students, graduates or young people to work for your company, whatever type of role it is, you can advertise your vacancy to over 300,000 candidates a month. Registration with E4S takes only a few minutes – simply fill in the required fields in our Post Ad section and follow the step by step instructions. In our About Us section, you will find out about why we E4S was formed and how we have grown since we started. Our daily stats, independently audited by abc, are also displayed. And if you would like to see any testimonials from other companies recruiting through E4S, and for statistics on demographics of where students are looking for jobs and the types of subjects they are studying, you can visit our dedicated audience page.

How Employers Can Benefit Students & Young People By Offering Holiday Jobs

by Andre on July 29th, 2014  Andre

It’s always been a Catch 22 situation for both the employer and the applicant when it comes to employing students and young people. Employers commonly complain that they can’t find suitable candidates with the relevant work or life skills to fill their vacancies and, in turn, students and young people complain about the fact that they can’t find work because employers reject their applications due to lack of experience. How can they get relevant experience, they argue, if they aren’t given that opening chance to prove themselves in the workplace?

So with both employer and applicant feeling less than fulfilled by the situation, what are the steps that can be taken in order to not only get young people, students and graduates into the workplace, but to get them into the workplace and making a valuable contribution to the future success of companies? The government are making attempts to address the situation by introducing traineeships and apprenticeships as both a way to get young people into work and to provide a structure that employers can add to their recruitment strategy.

Depending on the type of company it is, one way that can help to ease this situation is by taking on students and young people for holiday jobs or other seasonal work. In doing this, employers could both benefit their firm and and the future employability of the staff they employ for carrying out seasonal work. Students often look for employment as a way to both fund their studies and gain work experience and holiday jobs, especially summer jobs, are one of the ways they look to gain employment.

Why Offer Holiday Jobs And Seasonal Work?

It’s not a case of employers having to choose one strategy over the other when it comes to recruitment and staff retention. Using a variety of strategies means employers could recruit and come into contact with some of the country’s best young talent and hopefully harness that for the future. Young people and students are increasingly choosing different paths into employment and career development so employers need to be able to attract talent via a variety of routes.

Summer jobs opportunity to give students and young people a chance to prove themselves

Many summer jobs and seasonal roles exist because that’s when a company is at its busiest. Most of these roles tend to be entry level jobs where staff are recruited to roles that they can begin work with a minimal amount of previous training or experience. So, in this sense, offering summer jobs can give students and young people with little or no previous work experience the break they might be looking for. In turn, the employer and the company get to fill temporary vacancies with keen young people and students who are looking for holiday jobs.

Investing in seasonal staff can pay dividends for the company

Some companies may only operate seasonally – summer activity camps, for example – while others operate throughout the year but require extra staff at certain busy times such as summer or Christmas. Investing in staff who are employed on a seasonal basis by treating them as a valued part of the company and training them effectively means students and young people develop workplace skills that can be built upon in the future. Investment in seasonal staff pays dividends for the company because it can also improve staff retention. Students and young people who do summer holiday work for the firm and who feel valued are more likely to return when temporary staff are once more required and this can benefit the company in a number of different ways.

  • It can reduce recruitment costs for companies when theses companies have a bank of reliable young people and students to draw on. They can be invited back to cover the busy periods such as Christmas or summer.
  • In turn, this can increase productivity for the firm because returning staff are already familiar with the company layout, routines and they know what is expected of them. Little or no induction is necessary and returning staff can just get on with the job in hand and work effectively.
  • Employing students and young people in summer jobs and other seasonal roles can be a valuable talent spotting exercise. Many companies who recruit students and other seasonal staff go on to offer full time, permanent positions to the most talented staff. This can be in the form of apprenticeships, graduate programmes or other positions such as team leaders or supervisors. Again, this is a cost saving and time saving exercise in recruiting the best staff and it can be good for staff retention because the employee already knows the company and has accepted the role because they want to work there. In this sense, there is an opportunity for the employer to build up a sense of loyalty to the company by offering summer jobs and other seasonal work to students and young people.

Does your company’s recruitment strategy for getting young people and students into summer jobs and seasonal work ensure you are not potentially missing out on the best young talent?

When it comes to getting young people and students into summer holiday jobs or temporary roles, a more hand in hand approach in offering roles might mean a company can spot and, more importantly, retain students on a more permanent basis after graduation, developing them to suit the company’s needs and increasing success. While this obviously requires a strong application and show of commitment from students and young people, could there be more room in your company’s recruitment strategy or could tweaks be made to make sure you get those people. While larger companies tend to have a robust and well established recruitment strategy, small and medium sized enterprises could really tap into this pool of young people out there who are struggling to land seasonal jobs.

For example, a student blogger recently wrote this piece in the Guardian about how she was finding it impossible to get summer jobs. While she is searching for vacancies and applying for roles, she says she is constantly knocked back (or in some cases, she has received no reply or feedback, at all) for summer jobs because she has a lack of experience. There are lots of young people and students out there who could possibly fill temporary roles and really shine in the company.

Offering summer holiday jobs or other temporary roles to students and young people gives them many transferrable skills that they can then add to their CVs and use to develop their career. Whether this is developing basic skills by offering entry level jobs or offering more specialised temporary roles to students who might be studying relevant subjects at university, job offers can really boost the morale of young people which in turn can benefit the workplace.

Offering summer jobs to students means they could increase their chance of really boosting their salary when they go on to forge a graduate career. Much of this post has considered staff retention as a possible benefit of summer jobs but many companies obviously only require temporary staff. Students are ideal for these roles. They get to work their summer, the company gets to fill their vacancy and the students gain real experience for their CV.

Even offering entry level summer jobs in any type of role means students and young people can start to grasp a firm knowledge and awareness of the working world. This can be the most basic of skills such as when to take breaks and how long for, an awareness of appropriate clothing for the job they are doing, how to answer phone calls, how to address seniors within the company and how to manage their time, both within the workplace and outside.

Practical skills in the workplace are key to young people’s and students’ future development when it comes to employment. Summer jobs and other temporary work is ideal for this so they can boost their confidence, boost their self-esteem (especially if they have been trying to find summer jobs for some time and have received many rejections), learn how to work as part of a team and even develop leadership qualities.

These news skills can either benefit the company for the temporary period of employment or, they can be developed later if permanent roles are offered within the firm. There are many other benefits for companies in employing students and young people in temporary or part time roles. If you are keen to tap into this type of recruitment, take a look at our reasons for giving job opportunities to students and young people.

5 Ways SMEs Can Retain Staff And Harness The Best Young Talent

by Andre on July 17th, 2014  Andre

Many of the companies that look to recruit students, graduates and other young people via the services offered by E4S are SMEs. Whatever the size of the company, whether it is a larger corporation, a medium sized company operating in a few different locations or a small family business, once new staff have been recruited to the team, obviously, the hope from there is that this person becomes a valued member of the company and stays around for the period of their contract, possibly progressing upwards through the firm.

Staff retention is a key ingredient for the success of any firm, large or small, but small and medium enterprises face different challenges to corporate firms when it comes to ensuring their staff stick around. There are lots of staff retention strategies that SMEs can pull from the larger firms and adapt to their own needs, but this is not the only way SMEs can retain their best staff. SMEs can also develop and make use of completely different strategies that work to their advantage; strategies that celebrate the fact that the company is a small or medium enterprise.

So whichever positions the company is looking to fill – part time jobs for students, temporary summer jobs and other seasonal work, apprenticeships, school leaver programmes or even graduate programmes – what are some of the staff retention strategies small and medium enterprises can use to ensure the future success and continued development of the firm?

1. Small and Medium Enterprises Can Recruit As A Small Company To Attract The Right Candidates

Right from the outset, as soon as vacancies are posted, small and medium enterprises can promote themselves as a smaller company in the job advert, pointing out what this means in terms of working as part of a more close-knit team. Working for SMEs is not for everyone, so by making sure potential candidates are aware that the vacancy is with an SME as soon as the vacancy is advertised, it should save valuable time and money. Those students, school leavers or graduates who do apply for the job are more likely to be applying because the company is an SME.

There are lots of ways small and medium enterprises can make sure they are making the most of their recruitment for staff retention. For more tips on developing recruitment strategies that could help attract and retain the most talented staff, employers can read the E4S blog post, How to Recruit The Best Students and Graduates and Make Sure You Retain Them.

2. Small And Medium Enterprises Can Adapt And Utilise Staff Retention Strategies Used By Larger Companies

Strategies used by large corporations can also be adapted by small and medium enterprises to encourage staff to stay with the company rather than being tempted away elsewhere. Investing in staff development makes team members, whatever their role within the company, feel valued.

Training courses

While bigger companies very often have their own in house training and development, SMEs can possibly make use of courses available locally that will benefit staff.

For example, some of the biggest bar and restaurant chains in the United Kingdom have their own structured in-house staff development programmes where team members can learn about food hygiene, branch management or leadership skills for supervisory roles. While smaller and medium-sized restaurant companies probably don’t have the access to funds for this type of training, they could send their staff on basic food hygiene courses that are being run locally and perhaps offer pay rises upon successful completion.

Structured Apprenticeships

If the SME has a commitment to employing young people and school leavers, another way to really show investment in their development is to perhaps offer the opportunity of doing relevant apprenticeships to those staff. Employers can read more here about how more companies are benefiting from offering apprenticeships to school leavers and young people.

Seeing the value in offering student jobs

Even for students who may be working as part time waiting on staff, doing bar work or working as a kitchen assistant, investing in their development can make them feel a valued member of the company and this in turn encourages loyalty. The knock on effect could be that at busier times such as Christmas and special events, it should be easier to encourage team members to work extra hours and even take some leadership responsibilities over younger or more inexperienced members of the team. It’s worth noting that lots of students choose to stay on at the company where they have had student jobs even after they have graduated. Employers running small and medium enterprises can read more here about reasons to offer job opportunities to students.

3. Small and Medium Enterprises Can Have The Advantage Of Faster Career Progression

And this is a further way that small and medium enterprises can encourage talented staff to remain within the firm. With larger companies, it can be more difficult for even the more ambitious employees to get promotions and progress through the company. SMEs have a different dynamic where staff may need to be more flexible in the workplace rather than solely working within one department. This can mean skills and talent are spotted more easily and staff can progress through the smaller companies much quicker. Students who were working part time whilst at university may have shown strong leadership qualities and choose to stay on after graduation. Likewise, school leavers who may have done Apprenticeships with the company could be attracted to remain with the firm if the option of career progression is there.

4. Small and Medium Enterprises Can Leverage Flexible Working

As of 30th June 2014, employees have the legal right to request flexible working from their employer, based on hours and location. Previously, this right was only extended to parents and carers. Employees have the right to request this once they have been working for the company for a period of at least 26 weeks and although employers do not necessarily have to grant it, it is going to have an effect in the workplace. (For official guidance and further information about flexible working, please visit the flexible working overview.

So, how could flexible working benefit SMEs and help with retaining the most talented staff within the company?

Small and medium enterprises are likely to be a more close-knit ‘community’ than larger corporations who are employing thousands of staff and, because of their size, smaller companies often actually need staff to be flexible. Since the change of law came into effect, although there might be more official administrative work to get through for company owners if staff members choose to exercise their right to flexible working hours, it can be easier for the whole team to sit down and arrange working hours that will suit everyone and the company, too. Some employees may have very specific needs with regards to working hours and employers running a smaller company may have quite a bit of leeway in responding to those needs more effectively than those working within the larger firms.

Many large companies already operate a flexitime system which means employees are given the opportunity to commute to and from work outside the traditional rush hour times and also work extra hours to build up ‘flexi days’ where there is no need to go into the workplace. Depending on the nature of the business small and medium enterprises could give staff the opportunity to work from home on occasion or swap shifts with other team members, for example.

Because of the size of the company and therefore a smaller team of staff, other employees may be more likely to do their best to fit around other staff members’ requirements, especially if there is a friendly ethos within the company and a give and take approach. Employing students to do part time work, while at the same time investing in their development, could mean you have reliable staff to go to when you need people to cover busy periods or to cover extra hours when other staff need to change their hours of work. Students often prefer flexible working hours so that they can fit their job around their study and, of course, they are often free to cover busy holiday periods such as Christmas and summer.

5. Small and Medium Enterprises Can Create And Benefit From A Friendly Team Atmosphere

For larger firms with thousands of staff, their challenge can be greater than that of the small and mediım enterprises in creating that friendly atmosphere where staff feel valued, and personal as well as professional needs are met. This is an area where SMEs can actually celebrate their size and have more advantage over larger corporations when it comes to retaining their best staff.

Strong Leadership From Employers Where Staff Feel Valued

One concern about the new law regarding the right to request flexible working hours is that it could possibly cause resentment and divisions between staff in some companies. This might occur if one member of staff is awarded the flexible hours requested while another staff member’s request is refused. However, if employers in smaller and medium sized companies can create a friendly, team atmosphere in the workplace where staff feel valued and feel able to put their opinions forward, this type of potential situation could be eliminated. This means the possibilities of good staff retention are increased.

Holding Regular Staff Meetings

Also, within this framework of employees feeling valued and working in a friendly environment, depending on the size of the company, employers of staff within SMEs can hold regular, informal staff meetings where staff can update each other on progress in their work. The employer or senior staff members can also update staff on development or expansions within the company so that the staff feel a part of this progress and feel involved.

Holding Staff Social Get Togethers

Again, depending on the size of the company, small and medium enterprises can also make staff feel valued by organising staff get togethers where everyone attends. This quarterly evening out or a group lunch out of the workplace, paid for by the company. In this way, SMEs can build a strong team spirit amongst their staff on both social levels and professional levels in a way that large corporations are unable to and this encourages loyalty towards the company which increases the chances of staff retention.

A happy team of staff can mean that even if a company’s best talent is considering a move elsewhere to progress their career, they might feel reluctant to move away from that ethos and choose to remain in their current position. Indeed, if a small or medium sized company develops a reputation in their field for having this type of work ethic within the firm they could even find themselves with no shortage of high quality applicants when vacancies arise and a team of staff that are happy in their roles and keen to stay exactly where they are.

While the challenges faced by SMEs are different to those of larger national and multinational corporations when it comes to staff retention, by adopting clever recruitment strategies and building a sense of loyalty within the company, employers can actually turn the fact that they are a smaller firm into an advantage rather than a disadvantage.

Traineeships – What They Are And Why They Can Be Beneficial For Employers

by Andre on April 28th, 2014  Andre

Traineeships are the new kid on the block when it comes to government initiatives. Starting last year in August 2013, traineeships are aimed at getting young people and school leavers into the workplace and providing them with the tools and training necessary for the building of a successful career by either progressing onto apprenticeships, other employment, and sometimes further education. Traineeships are aimed at young people between the ages of 16 and 24 years old.

Many employers have been finding that when they are doing their recruitment for young people, many of them have little or no experience to draw upon to get the job they applied for. This can be right from the application process with covering letters and CVs, to interview techniques, to previous work experience. This also means that some potential young recruits have little idea of what is expected of them once they are in the workplace.

As an employer looking to recruit staff to carry your company forward in the future, you will no doubt realise that much of the United Kingdom’s best young talent is slipping through the net because of this. Some young people may have been unemployed for some time and are on benefits and lack confidence, while others may have only recently left school and just need that little extra help to give them a kickstart to get them into the workplace.

That’s what government traineeships are all about and your company could benefit by adopting traineeships as a part of your overall recruitment strategy.

Traineeships: What is expected of you as an employer?

First of all, if you did want to integrate traineeships into your company’s recruitment strategy, let’s take a brief look at what would be expected of you as an employer:

Pre-agreed structured programme lasting at least 6 weeks up to a maximum of 5 months

On providing a young person with a work placement as part of their traineeship, you, the trainee and the training provider you are working with will design an individual, structured programme that best suits the needs of the trainee and your business. There will also be a written agreement outlining this training with dates for when feedback will be given.

Structured opportunity and purposeful activities

Traineeships are all about providing purposeful activities (rather than merely observing other staff members) for school leavers and young people do further prepare them for the workplace. If your company offers apprenticeships, the activities you opportunities and activities you offer could help towards progressing the trainee from traineeship to a place on your apprenticeship programme.

Long enough placement to develop new skills

The length of the placement will be discussed at the beginning between you, the training provider and the trainee and must be long enough so that the trainee can come out at the end with new, practical skills that allow them to develop in the workplace.

Traineeships provide a mentor and feedback

As a company, you would provide a designated mentor for the trainee. This mentor will give regular, structured feedback. Traineeships are designed to be flexible so the length of the traineeship can be extended or shortened depending on how your trainee is progressing.

Traineeships can include the start of a vocational qualification

If it is suitable for the young person, you can assist them in the beginning of a vocational qualification. This would be especially useful if you are hoping to later transfer your trainee from traineeships to your apprenticeships programmes.

Traineeships offer the trainee a meaningful exit

After the traineeship is complete, ideally, you will be in a position to interview the trainee and offer placements on apprenticeships or other jobs within your company. However, it is not essential that you have these vacancies. If you have no vacant jobs or apprenticeships, you will provide the trainee with a meaningful exit interview, professional references and put them in touch with relevant companies and organisations where apprenticeships or other work can be found.

What Are The Advantages For Employers Who Provide Traineeships?

So, if your company does offer traineeships, what’s in it for you? Why go to the bother? Let’s take a look:

There is no financial cost for you or your company

Well one advantage of of offering traineeships is they are government funded. Government funded traineeships mean there is no financial cost for your company as they pay for the training and you can even advertise your traineeship vacancies for free on the website. There are no wages for traineeships but you are strongly encouraged to help trainees out by helping with travel expenses and food costs. Being in a position to recruit the best staff can be a costly affair. Adding traineeships to your recruitment strategy can be a good financial investment for the future.

Providing traineeships means you will be in good company

Large multinational companies such as Siemens and Virgin have embraced traineeships as they see them as a fantastic way of harnessing young talent. Some companies have assessment centres for their apprenticeships and some young people and school leavers narrowly miss out on places but don’t return to try again for a placement. This is the talent that was slipping through the net. Offering traineeships to those young people means the company can prepare them for apprenticeships and for the workplace and not miss out on that talent.

Traineeships provide an opportunity for both the employer and the trainee to decide if this is the right placement

Apprenticeships are a commitment for both the employer and the apprentice and traineeships provide a means whereby the employer and the trainee can make a decision as to whether the role and the company is a best fit for them. Traineeships are flexible for employers can adapt roles so that young people can fit into the company and benefit it more easily. Government traineeships can be a win win situation both for school leavers and employers and integrating them into your recruitment strategy can improve staff retention.

Traineeships mean employers could get the pick of the best young talent

All employers want to find the best staff for their businesses and they want to retain that staff. Some school leavers may just need a bit of practical work experience while others may have been unemployed for some time and could have low confidence as a result. Of course, this doesn’t mean they couldn’t be a valuable asset to your business. By offering traineeships to young people and school leavers, employers can find good young talent earlier and develop their skills to best suit the company’s needs. Setting up a system whereby the employer regularly recruits a variety of young people and school leavers means you could, over time, build up a pool of high quality young recruits to carry your company forward into the future.

Traineeships are likely to attract young people and school leavers from the local vicinty and this can be good for staff retention

By setting up traineeships within your company school leavers and young people who live locally can benefit from this and this in turn will benefit your company. By using traineeships in your recruitment strategy, rather than outsourcing or recruiting staff from outside the local area, traineeships give you the opportunity, as an employer, to take a good look at what potential talent is available within your local area.

This could benefit your company in various ways. First of all, school leavers and young people who live locally are likely to have some awareness of your business – especially if you are a prominent employer within your local community – and will therefore have a basic idea of what you are about.

Recruiting locally by means of traineeships also means your new young trainees may feel more ownershşp of their post rather than them just entering a random workplace where they have no real idea of your ethos. Whether you are a big firm or a small firm, it’s likely that school leavers and young people will at least have heard of you and will be able to relate to you and your business more easily.

If you can, in turn, develop their skills and offer them mentoring and support as part of the government traineeships initiative, then this means you could build up a young and loyal staff that have been recruited locally. In the long term, this might well be a perfect solution to your staff retention problems. Young people who enter your company via traineeships and then progress to apprenticeships or other jobs where they are given training and opportunities to attain qualifications, are far more likely to stick around in the future, thus benefitting your firm considerably.

Government traineeships can also benefit your existing team of staff as well as your new young recruits

A further advantage to employers who choose to add government traineeships to their recruitment strategy is the extra benefits to the staff who already work there.

When you offer young people and school leavers the opportunity to do traineeships within your company, you need to assign a mentor to those people to give them support and structured feedback at regular intervals. These mentors will typically be a member of your existing staff and because traineeships are so individualised and flexible, this does not need to be the same member of staff for every trainee. Depending on the size of your company, the number of departments you have and the number of trainees you take on for each area, you can assign different mentors for different trainees.

What does this mean for your company? It means that not only are you choosing to fulfil social responsibilities by providing government traineeships and opportunities for school leavers and young people, but you are also creating opportunities for your existing staff to develop or improve their mentoring and coaching skills. Again, adding traineeships to your recruitment strategy can be a win win situation as you recruit the best staff via traineeships and also improve your staff retention by valuing your existing team in allowing them to add new mentoring skills or develop existing ones. When staff feel valued, they are more likely to stick around in the future and this helps in the future of your firm.

Traineeships are a stepping stone for both young people and your firm

As an employer, you naturally want to recruit the best staff and retain them. While it is not essential that traineeships lead on to apprenticeships, traineeships and apprenticeships do go hand in hand. If you can find and develop the best young people to carry your business forward, adding traineeships to your recruitment strategy alongside your other strategies could well build your company more than you could have imagined. Also, at the same time, you are giving opportunities to school leavers and young people that they may never have had the chance to act upon before traineeships came into fruition.

If you are not already taking advantage of apprenticeships in your recruitment strategy, take a look at a previous E4S blog post about how employers can benefit from implementing apprenticeship and school leaver programmes.

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