16 / 10 / 2014 1.48pm
New research from the Chartered Institute of Personnel Development (CIPD) demonstrates why clear information and transparent recruitment practices are required to fill apprenticeship vacancies. The research explores the reasons why some apprenticeship vacancies go unfilled, or are taken up by unsuitable candidates. In order to overcome these mismatches, the report outlines a number of recommendations for employers and learning providers.
- Learning providers and employers should adopt ‘youth-friendly’ recruitment practices. This involves ensuring that adverts for vacancies are clear and free of jargon, providing feedback to unsuccessful candidates, and also considering those candidates for similar or future positions.
- Employers and learning providers could do more to raise the profile of apprenticeships and gain parents’ buy-in and engagement. Young people and their parents need clearer information on the pay and career prospects of apprenticeships to challenge common misconceptions about the sorts of professions they cover and encourage candidates to apply for jobs that fit them best. While many apprenticeships start with a relatively modest wage compared to other entry-level roles, candidates need a longer-term perspective to see how an apprenticeship can help them progress and earn higher salaries further down the line.
- Learning providers should also seek to build and highlight the long-term business benefits of apprenticeships when working with employers and not missell them as a source of ‘cheap labour’.
To read the full report click here.
The report has been published alongside an updated version of the CIPD’s ‘Apprenticeships that work’ guide, which provides practical guidance for employers on introducing apprenticeships. The guide includes best practice examples from a number of organisations currently running successful apprenticeship programmes, including Barclays, Telefonica and smaller businesses such as North West England-based nursery group, Kids Allowed.