One-day interactive training course designed and delivered to an audience of HR specialists, line managers and Directors employed by a Yorkshire-based distribution business with an emphasis on graduates and apprentices.

1. Young people by Fluid March 2010

2. Page 2 Contents 3-4 Introduction to Fluid 5-6 Goals 7-8 Volunteering 9-13 Young managers 14-19 Apprenticeships 20-22 Managing age diversity 23-24 Exercise A 25-26 Graduate training scheme 27-30 Asian graduates 31-32 Using graduate interns 33-34 Skills employers say graduates lack 35-36 Managing graduate expectations 37-47 Graduate recruitment 48-49 Exercise B 50-51 Case studies 52-53 Conclusion and questions

3. Page 3 Introduction

5. Selection- Attraction - Remuneration & Reward - Outplacement - Training & HR consultancy

6. Page 5 Goals

7. Page 6 To achieve by 30: Own property Be married Have worked abroad Have children Reach senior management Have worked for three or more organisations Set up own business Be earning at least £100K Goals

8. Page 7 Volunteering

10. Do your research

11. Secure widespread support

12. Write a policy

13. Set objectives

14. Allocate resources

15. Find suitable partners

16. Recruit volunteers

17. Monitor and evaluate

18. Secure positive publicityVolunteering

19. Page 9 Young managers

21. Viewers/readers

22. Enthusiastic contributors

23. Uninvolved functionalistsYoung managers 1 of 4

25. Career development

26. Working environment and values

27. Lifestyle

28. Need for changeYoung managers 2 of 4

30. Overworked, frustrated careerists

31. Happy, loyal careerists

32. Lifestyle and location focused

33. Not too botheredYoung managers 3 of 4

35. Key job attractors

36. Unlocking the talent

37. Retaining managers

38. Understanding the differencesYoung managers 4 of 4

39. Page 14 Apprenticeships

41. Apprenticeship

42. Advanced apprenticeshipApprenticeships 1 of 5

44. Could taking on an apprentice help my business expand and help me take on more work?

45. Could another pair if hands help me to grow my business?

46. Do I have the right range and scope of work for an apprentice and can I support their training needs?

47. Can I afford to take them on?Apprenticeships 2 of 5

49. Improved productivity

50. Motivated people

51. Relevant training

52. Cuts out skills shortages

53. Easier recruitmentApprenticeships 3 of 5

55. Catch up

56. Take control

57. It’s an investment

58. Recruit for attitude

59. Remember it’s a job

60. Take an interest

61. Evaluate

62. Put an arm around them

63. Be responsibleApprenticeships 4 of 5

65. Be clear about what is needed

66. Pick partners carefully

67. Consult employeesApprenticeships 5 of 5

68. Page 20 Managing age diversity

69. Page 21 Analyse your workforce profile in terms of age, as well as the future impact of the changing generational mix Carry out an employee survey and analyse the views and motivations of different age groups Audit your internal communications channels to assess whether communications channels and styles are sufficiently flexible to meet the preferences of all groups of employees Ensure your employer brand conveys what is compelling about the organisation as a place to work for different generations Analyse career development opportunities for all employees Managing age diversity 1 of 2

70. Page 22 Provide flexible working opportunities that will appeal to employees at different stages of life Maximise opportunities to enhance coaching and mentoring across generational groups Re-engage baby boomers by ensuring they are given appropriate development opportunities Re-evaluate your corporate social responsibility policies and practices to ensure they have cross-generational appeal Identify areas of commonality and build on them Managing age diversity 2 of 2

71. Page 23 Exercise A

72. Page 24 Exercise A

73. Page 25 Graduate training scheme

74. Page 26 Career progression Professional qualifications Personal development Fast track to the top Breadth of experience Mentoring Friends and networks International travel Money, money, money Status Graduate training scheme

75. Page 27 Asian graduates

77. Stronger accountability for the performance of universities for ethnic minority failure. Targets should be set for all universities to improve the achievement of ethnic minority students, including Asian students, and prevent drop out and poorer final results. These targets should be agreed and results monitored regularly and published.Asian graduates 1 of 3

79. A national web based network to help Asian graduates should be developed. This would focus on role models and examples of Asian graduate success and a help line with support which could link into mainstream Jobcentre Plus and University services.Asian graduates 2 of 3

81. Legislation should be reviewed and consideration of ethnic minority employment targets for both public and private sector should be given. There is an over reliance on the usual suppliers and insufficient ‘demand led’ action.

82. There should be a publicity campaign to provide the British public with more positive messages about British Asians, their contribution to the economy, the arts, heritage and sportAsian graduates 3 of 3

83. Page 31 Using graduate internships

84. Page 32 What are the benefits? Work differently Structure the internship Consult and engage others Establish a climate of success Measure success Using graduate internships

85. Page 33 Skills employers say graduates lack

86. Page 34 Communication skills Confidence Planning and organisational skills Passion Analysis and decision-making skills Literacy Commercial awareness Relevant work experience Personal development skills Skills employers say graduates lack

87. Page 35 Managing graduate expectations

88. Page 36 Build relationships with schools and colleges Manage your own expectations of graduates Approach candidates who have been recommended Stress the non-financial benefits you can offer Provide a good induction Managing graduate expectations

89. Page 37 Graduate recruitment

90. Page 38 Considerations What sort of graduate? Coming up with an offer Finding your graduate Meeting candidates Recruitment agencies Advertising for candidates Typical difficulties Retaining your graduate Graduate recruitment 1 of 10

91. Page 39 Then Now Graduate recruitment 2 of 10

92. Page 6 TERMINOLOGY Blog Chatroom CV uploader Employer brand Equality monitoring Facebook Hidden graduate pool Job boards Microsite Graduate recruitment 3 of 10

93. Page 41 TERMINOLOGY Podcast Portal Psychometric testing Second jobber Social networking sites Talent management Talent pool Targeted mailing Wireless application protocol (WAP) Graduate recruitment 4 of 10

94. Page 42 CHALLENGES FACED BY EMPLOYERS Lack of applicants with the right combination skills, for example team-working and leadership Lack of applicants with the right qualifications for specific job roles Issues with specific geographical locations Applicants’ perceptions of the industry sector Graduate recruitment 5 of 10

95. Page 43 MEANS OF OVERCOMING RECRUITMENT DIFFICULTIES Advertised in different medium/publication Tried another recruitment method Quicker recruitment process Improved starting salaries Widened range of acceptable degree subjects Reduced class of degree required Re-advertised in same publication Introduced or raised starting bonus Graduate recruitment 6 of 10

96. Page 44 GRADUATE RECRUITERS’ TOP COMPETENCIES Motivation Confidence Resilience Initiative Interpersonal skills Emotional intelligence Open-mindedness Problem-solving Teamwork Independent working Graduate recruitment 7 of 10

97. Page 45 AREAS WHERE GRADUATES ARE SEEKING EMPLOYMENT Media, digital and creative Marketing and PR IT and telecoms Scientific Legal Financial services Engineering HR Accountancy Banking Graduate recruitment 8 of 10

98. Page 46 TOP GRADUATE JOBS FOR TOTAL EARNINGS BY AGE 25 Management consultant Retail IT systems analyst Marketing executive Civil servant Accountant Teacher Structural engineer Solicitor Newspaper journalist Graduate recruitment 9 of 10

99. Page 47 HIRING GRADUATES SUCCESSFULLY Look for something different in CVs Engage with graduates early Tailor recruitment to Generation Y Use appropriate media Be innovative Graduate recruitment 10 of 10

100. Page 48 Exercise B

101. Page 49 Exercise B

102. Page 50 Case studies

103. Page 51 Case studies

104. Page 52 Conclusion & Questions

105. Page 53 Conclusion Summary Questions