DC14 3. Are apprentices the new graduates part 1 (Bright Futures, BT, PwC, HSBC)
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This document summarizes a conference session discussing how leading employers like PwC, IBM, HSBC, and BT are benefitting from hiring apprentices. The session aimed to share how these four companies structure their apprenticeship schemes. Speakers from each company's apprenticeship programs introduced their roles and discussed how apprenticeships have grown significantly in recent years, with over 1.5 million starts since 2010 and nearly 870,000 people in apprenticeships in 2012-2013 alone.
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The survey found that career development opportunities have a strong influence on attracting candidates to apply for roles, more so than salary. Overall, candidates rated their online tests and interviews positively, with around two-thirds finding the tests relevant and engaging. However, candidates indicated a desire for more information and communication from employers throughout the recruitment process, particularly when it came to receiving feedback.
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This document contains statistics and charts about graduate recruitment and hiring. It shows that application volumes per vacancy are highest in IT/telecommunications and law firms, and turn-down rates are also highest in these fields. A chart shows that while more applications per vacancy is weakly correlated with lower acceptance rates, IT and law are outliers with higher turn-down rates. The document also notes that rejected candidates are likely to share negative experiences, with over half vowing never to use that company again and a quarter telling friends about the poor experience. It suggests that word-of-mouth, both in person and online, can significantly impact employer brands. Finally, a chart indicates that while assessment methods have changed little over time, with interviews still dominant
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PwC targets universities, schools/colleges, and first jobbers for their recruitment programmes. They work closely with 36 target universities and have relationships with a further 28. For schools/colleges, they focus on years 12 and 13 and regions with hard to fill offices. Events used for attraction include careers fairs, networking events, student competitions, information sessions, and open days. PwC measures the success of these events by tracking audience size, applications/hires, and diversity. They also consider the strategic alignment, brand impact, events/attendees, and relationship management for any sponsorships.
AGR Attraction and Marketing Forum 09.03.15 - Andy Ayatt - The Uncomfortable ...
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AGR Diversity Forum - Bank of England Slides 04.03.2015
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