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CIPD Tackling Youth Unemployment 13.05.13


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• The challenges of tackling youth unemployment.

• The CIPD’s Learning to work programme which aims to: (a) increase employer engagement with young people at school and college in order to improve their employability and (b) make organisations/the labour market more youth friendly to build more access routes into work for young people.

• The business case for employing young people.

• Latest CIPD research and guidance on recruitment practices and young people.

• CIPD Steps ahead mentoring programme.

Ben Wilmott, CIPD, Head of Public Policy, leads the CIPD’s Public Policy team. The team works to inform and shape debate, government policy and legislation in order to enable higher performance at work and better pathways into work for those seeking employment. His particular research and policy areas of interest include: employment relations; employee engagement and wellbeing; absence and stress management; and leadership and management capability.

Ben joined the CIPD in 2003. He started his career in regional journalism and prior to joining the CIPD was news editor and employment law editor at Personnel Today magazine.

Published in: Career, Business
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CIPD Tackling Youth Unemployment 13.05.13

  1. 1. Tackling youth unemployment;developing tomorrow’s workforceBen WillmottHead of Public Policy
  2. 2. Learning to Work campaignOverall aim:• Shift in employer investment in young peopleSo that employers:• Help prepare young people• Make labour market / jobs more youth friendly
  3. 3. The background to Learning towork?• Regular commentary on state of the labour market• Post financial crisis rising levels of youth unemployment• Structural problem impacting on youth employment – it wasrunning at 9-10% even before the 2008 financial crisis• Cross party emphasis on improving quality of vocationaleducation and training to provide alternative routes into work• Public debate frequently focused on young people’s lack ofemployability skills and work ethic• Rising university tuition fees
  4. 4. The background to Learningto work• Internships guide (2009)• Gateways to the profession code of practice oninternships (2010)• Steps ahead mentoring initiative (2010)• Work experience guide building on existing links withJobcentre Plus (2011)• Apprenticeship guide (2011)• Joint research with UKCES into employability of youngpeople identifies (2011) and with IPPR, TUC into youthemployment in Europe
  5. 5. Learning to workThree strands:• Building the business case for greater employerinvestment in young people• Developing a package of activities and options toencourage and support more employers to invest inyoung people through greater engagement withschools and colleges and by making organisationsmore youth friendly• Raising awareness
  6. 6. Is there a business case?Learning to Work Survey:• More than 7 out of 10 employers think there is abusiness case for employing young people• 7 out of 10 employer they have a role to play intackling youth unemployment (71%)• 91 % are satisfied with their young recruits• Those that believe there is a business case, morelikely to recruit a young person• Need to bridge the perception to reality gap
  7. 7. What is the business case?1. Growing talent and workforce planning2. Young people’s unique skills, attitudes and motivation3. Workforce diversity4. Employer brand5. Cost-effectiveness
  8. 8. How do employers invest in youngpeople?• Adopt an explicit commitment to invest in youngpeople (link to business strategy)• Offer access routes, in particular for non-graduates(apprenticeships, school leaver programmes)• Get buy-in from line managers• Management/support – developing “work readiness”• Start early – engagement with education
  9. 9. Young people & recruitmentpracticesWhat?• A guide /research report and outputs for employersand young people – collaboration with keystakeholdersContent:• Young people’s experiences of recruitment• HR’s view on the recruitment of young people (what’sthe issue, what needs to change)• How current recruitment practise can act as a barrier /disadvantage young people
  10. 10. Young people & recruitment• How recruitment practices need to be adapted – sharebest practice and new ideas• Social media / technology / communication• How to recruit from a diverse background / socialmobility• Apprenticeships (job adverts and applications)collaboration with NAS• Working with JCP
  11. 11. Emerging issues:• What do employers want (apart from experience and relevant skills)Tailored application forms or CV’sImportance of that “first impression!”Research on potential employersInterview preparationPassion, drive, commitment for the role – personality!• What do we see young jobseekers struggling with:All of the aboveRecruitment processes“marketing” themselvesLittle understanding of what jobs are available in differentsectors
  12. 12. Employers are from Mars;young people are from VenusRecommendations for employers:• Make the business case for recruiting young people to linemanagers and colleagues.• Adapt your expectations of young people so that you arerealistic about how work-ready they• Think about the roles and access routes for young peopleinto your organisation.• Take action to attract from a wider pool of young people.• Ensure your recruitment processes are youth friendly andtransparent.• Conduct interviews that get the best out of young people.• Provide feedback where possible.
  13. 13. Working with the Education andEmployers TaskforceInspiring the future programme• Inspiring the Future is a free service across Englandwith volunteers from all sectors and professions goinginto state secondary schools and colleges to talk abouttheir jobs and sectors.• CIPD working with EET and the NationalApprenticeship Service to develop an HR Inspiring thefuture programme.• This will enable HR professionals to volunteer to gointo their local schools to help young people becomemore work ready. To find out more about this lowcommitment opportunity pleaseemail
  14. 14. Steps ahead mentoring• Established 2010• Partnership with Jobcentre Plus• 400 Job Centres involved• 1,500 mentors recruited• 1,200 young people signed up• To date more than 200 young people have progressedfrom mentoring programme into employment• Positive feedback from JCP, mentors and youngpeople• Ambition to expand across UK