As the UK hits peak exam results season, employers are being encouraged to take an active role in investing in the workforce of the future. Ongoing headlines around the numbers of NEETs now present in the economy undoubtedly shows the kind of challenges that await the most recent qualification-gaining students – whether A levels, GCSEs or other achievements. The fact is the path into the workplace doesn’t seem that straightforward any more.
Simon Reichwald, champion of all early talent and Founder of UntappedTalentUK, notes that whatever the results it is increasingly ‘other things’ that employers focus on when hiring.
“Those ‘other things’ are more and more ‘professional behaviours’,” he says. “These are learned historically through work experience and part-time jobs, but with the volume of such opportunities lower than ever, the lack of these behaviours are making it harder for young people to not just secure roles – meaning more NEETS – but also for them to get up to speed quickly, which is a frustration for employers.”
For some organisations the answer is to invest in apprenticeships – bringing in new talent in a way that recognises young people’s experience, builds on their abilities and helps them into the workplace. While noting the validity of diverse routes to work, Richard Hamer, HR Director of Education and Skills at BAE Systems explains: “Interest in apprenticeships is rising for good reason, and the reality is the UK needs high-quality graduates and apprentices in equal measure if we're to close the skills gap. With a degree apprenticeship, you can have the benefit of earning a degree while being paid and developing the skills you need for your career.”
“Businesses of all sizes see huge benefits from training up the workforce of tomorrow,” says Phil Smith, chair of Skills England and former Cisco UK and Ireland CEO and chairman. “The energy, fresh perspectives and willingness to learn that apprentices and T Level work placement students bring can make a huge difference to a business and the capability of its workforce.
“Skilled staff are more productive,” he continues, “the estimated yearly gain for businesses can be as much as £18,000 per apprentice. You also get the opportunity to embed people into your company culture, which fosters a lot of loyalty. That's why I'd urge employers of all sizes to consider the case for investing in young people today.”
"University remains an excellent route into work, but it is not the only one,” says Dan Hutchinson, Vice President HR, UK & Ireland at Schneider Electric. “As the UK accelerates its energy transition and digital infrastructure ambitions, employers need people with a wide range of technical, practical and transferable skills,”
Schneider Electric have seen benefits through combining structured learning with hands-on experience. “Through our apprenticeship programmes, including at our manufacturing site in Scarborough, young people gain real-world skills while contributing to projects that support the UK's energy and industrial ambitions.”
Whatever the options taken at this point, Simon Reichwald calls for more creativity among employers to offer more ‘experiences of work’ for young people. He believes traditional ‘work shadowing’, frequently the only option offers to young people before they make a significant career decision, is too resource heavy, and doesn’t meet the demands currently in the talent pool.
His priority is therefore initiatives “Enabling young people to better understand what are ‘professional behaviours’, why they matter and the different ways they can develop them, as part of what they do in their everyday life.
“And my favourite,” he adds, “empowering young people to take ownership of their development.”
