Work Experience: What’s in it for employers? October 2011 Joe Shamash & Kate Shoesmith.
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Transcript of Work Experience: What’s in it for employers? October 2011 Joe Shamash & Kate Shoesmith.
Web: www.skillsdevelopment.org Twitter: @skillsdev Email: [email protected] 2
Outline
Introduction Work Inspiration Research Approach Key Business Impact Areas Recommendations Questions?
Web: www.skillsdevelopment.org Twitter: @skillsdev Email: [email protected] 3
Introduction
City & Guilds Centre for Skills Development Improving skills policy and practice through an evidence based
approach
Business in the Community (BITC) Business led charity
Over 850 member companies
Improving business performance through sustainable practice
Web: www.skillsdevelopment.org Twitter: @skillsdev Email: [email protected] 4
BITC’s Work Inspiration campaign
Making the first experience of the workplace a
meaningful one
Launched in 2009
More than 500 companies
now signed up
Promoting good practice amongst BITC members
Building the business case for high quality work
experience programmes
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Research approach
International literature review
Work Inspiration Evaluation Survey of 192 employers engaged in Work Inspiration
Case studies of eight employers from different sectors,
geographic areas, and of different sizes
Emphasis on employer perspectives In research
In communicating findings
Evidence presented together under four themes
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Key Impact Areas for Businesses
1.Recruitment;
2.Employee development and engagement;
3.Business development and community collaboration;
4.Brand, values and market intelligence.
Web: www.skillsdevelopment.org Twitter: @skillsdev Email: [email protected] 7
Employer views on the business benefits of work experience
Adapted from CBI (2010) Ready To Grow: Business Priorities for Education and Skills. Education and Skills Survey 2010
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1. Recruitment
‘As a company we are trying to enthuse students into careers in engineering.’
‘Many years ago we were approached by a 15 year old who had been told to find herself a work experience place in the graphics field as her careers teacher had never heard of graphics. From there we recognised that we could put back into the community whilst identifying early talented youngsters who might be possible employees or even clients.’
‘Given the diversity of the work inspiration participants and their feedback, we believe a wider cross section of young people will now consider BT and the communications/IT sector as a career choice. This increased from 1 in 10 pre-event to 7 in 10 post-event.’
‘We are starting to see more students from disadvantaged backgrounds seriously consider a career in the legal profession. The downside is the funding for university is likely to make this now less likely as they are petrified of debt.’
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2. Employee development and engagement
It gives our newer staff the chance to manage people and workloads and set priorities and plans for others.
Our employees like working with new people, some getting a chance to manage people when normally that isn't part of their role. It's definitely a personal development opportunity but it's also a break from the norm and (in most cases) a stress reliever.
‘by increasing work experience we're working towards the development of staff who require a greater set of skills for line management etc. Also, it is good for workforce planning, knowing where the interest of the future talent is [and] how to develop them’
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3. Business Development and Community Collaboration
Return on Investment ‘Too difficult’ to measure accurately.
‘Please show me how’
‘Not what it’s about’
‘Too early to tell’
New business opportunities and partnerships ‘Access different ways of thinking’
‘Having strong credentials’ in sustainability and social
responsibility, a competitive edge for client bids
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4. Brand, values and market intelligence
Meeting public expectations and retaining organisational values ‘‘to keep our family values as we grow’.
Positioning within local communities ‘Work placements allow us to engage with schools, pupils and parents
supporting our brand profile and our local efforts to promote [Employer] as a family retailer.’
‘Raising profile of our business and business sector in the local communities’
Engaging with younger audiences It’s a win/win/win because the young people get to see how business
works, and [Employer] and our client/partner can access different ways of thinking.’
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Recommendations for policy and research
Focus on engaging smaller employers
Demonstrate the win / win for learners and businesses
Support Education Business Partnerships
Give clear, consistent, timely information to employers
Promote more flexible work experience arrangements
Build on links between work experience and
apprenticeships
Track the long term outcomes of programmes
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Recommendations for employers
Secure senior management buy in. Agree the programme in advance with school partners. Ask young people for their input when developing programmes. Plan placements in detail, from inductions to end of placement reviews. Give students the opportunity to provide their perspectives on business
processes and products. Link work experience to other recruitment and development programmes. Sustain links with students after programmes, to support measurement of
programme outcomes, and to lead to future recruitment opportunities. Consider ‘whole project’, cross departmental work experience placements. Identify opportunities to collaborate with other firms.
Any questions?
Email: [email protected] Web: http://www.skillsdevelopment.orgTwitter: @skillsdev