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Julie Page HR Ltd – Newsletter May 2013

Last month, I wrote about the importance of attitude and honesty and integrity. This month I would like to take that one step further and introduce a topical subject alongside it which is  - The ‘talent pool’ you recruit from……

talent pool

Latest research shows a genuine gap between the expectations of young people and those of employers which is contributing to high levels of youth unemployment. It is also creating a skills shortage for local businesses, which may be losing out on this diverse pool of talent.

Peter Cheese, Chief Executive, CIPD says: 'Too many young people are struggling to find their first job, whereas many employers are finding it difficult to get the skills they need. This mismatch needs to be addressed'.

We know from experience that the older one gets, the harder it is for change to occur, so why not utilise tomorrow’s talent within your business by recruiting them from this young talent pool?

In the 1980’s Graduate training schemes were plentiful and worked by allowing Companies to recruit the best potential for their future growth and expansion.  The downside of this was that many training programmes at the time were too lengthy and Graduates became bored and left to further their career with other companies who were eager to reap the benefits of this young, ambitious, ‘newly trained’ potential.

Today, we are looking at a younger pool which is just as eager, but more cost effective and easier to utilise within the workplace in terms of return and investment. Equally, if you recruit and develop ‘raw material’ in terms of ‘work expectations’ you will be able to influence and nurture aspects such as attitude, honesty and integrity more easily…..

So, enough said about the why you should do it, below are some useful pointers for how you proceed for success……

Step 1, Think about your current business challenges-

  • Consider creating roles for young people, i.e. apprenticeships, school-leavers, graduate programmes as well as internships and work experience placements 
  • Does the role you’re recruiting for really need previous work experience?
  • Be proactive - Contact local schools and colleges to introduce your business and the career opportunities you can offer.
Remember, perfect planning prevents poor performance……..

social media recruitment

Step 2, Where and how do you advertise-

  • Young people are more likely to use social media for jobs, so consider advertising on your Company Facebook and LinkedIn sites
  • Think also about other media:
    • Jobcentre Plus
    • National Apprenticeship Service (NAS) website
    • recruitment agencies
    • local press, magazines, posters
  • How is the advert written?
    • How wordy is it? 
    • Is all the information relevant?
    • Could it be written around ability rather than experience?

 Keep it simple. The clearer you are, the more ‘good applications’ you will receive…….

Step 3, Review your selection process-

  • Think about selection criteria. Does the job require experience, or could it be performed by a school leaver/apprentice?
  • Make sure your selection processes are youth-friendly and simple
  • Develop simple and easy to use application forms or just ask for a comprehensive CV
  • Don’t be put off by recent unemployment, it happens - look beyond the words on the CV and focus on potential.

You will not truly know their worth until you speak with them, either face to face or via the telephone……..

 Step 4, Fully brief applicants before you meet them

  • Tell them as much as you can beforehand
    • What they should wear – casual or smart dress?
    • Who they should ask for on arrival
    • What form the interview will take
  • Give them a tour of the office and introduce them to other work  colleagues
  • Begin the interview with an informal chat. This will put them at ease and encourage them to be more open
  • Try strengths-based instead of competency-based interviewing
    • What are you good at?
    • What comes easily to you?
    • What do you learn quickly?
    • What did you find easiest to learn at school or university
    • What things give you energy?
    • Describe a successful day you have had?
  • Inform them of the next stage before they leave
If you allow applicants ‘to shine’ at interview you will see their true potential……

Step 5, Complete the process with feedback

  • Acknowledge each application with an automated email.
  • List ‘common reasons’ applications have not been shortlisted in an email/letter to candidates
  • Provide candidates who have been unsuccessful at interview with an opportunity to receive feedback.
  • Be positive but honest - explain why the role isn’t necessarily the right one for them so it maintains their confidence for future applications

Remember - if WE all help each other, tomorrow’s talent will continue to grow and develop in the right way for all our future businesses……

Julie Page, an experienced HR & Training Specialist, works with companies of all sizes to ensure they utilise Employment Legislation, Best Practice and their own Aims and Objectives to maximise their Business Potential through their Staff. 

To find out more about the contents of this Newsletter or ways in which Julie can work with you for your HR and staffing requirements, please contact her on 07776 135350 or through this website for an initial discussion and free consultation.

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