1 / 10

How to change a young person’s life for the better…

How to change a young person’s life for the better…. Recruitment, retention and progression from a creative job. Why do we need a different approach to recruitment?. Who are the target group? Young people Not currently able to get a start in employment

deliz
Download Presentation

How to change a young person’s life for the better…

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. How to change a young person’s life for the better… Recruitment, retention and progression from a creative job.

  2. Why do we need a different approach to recruitment? • Who are the target group? • Young people • Not currently able to get a start in employment • What this project will do for the group: • Paid work • £= get life started • Routine… work habit • Wellbeing • Self esteem

  3. We all share a moral drive to get this right, but how? • An approach that understands those slight differences and makes itself accessible across: • Recruitment • Retention • Progression

  4. What does “Fair” recruitment mean for a young person: • Looking for experience, track record and “skills” is usual in a selection process. BUT: • How might this place a young person at a disadvantage? • What are suitable proxies which tell us what we need to know and which are fair?

  5. Suitable proxies: • Enthusiasm rather than experience • Commitment rather than track record • Potential rather than skills • Nothing wrong with that from a recruitment and selection point of view, as long as everyone is measured on the same thing.

  6. Open questions and probes… • Why do you want this job? • Gives the person an opportunity to say what they think… to show their potential and ideas • What can you bring to our team? • Enables the person to describe what their strengths are • Tell us about something you’re proud of: • Allows the person to show off their best assets

  7. What if they get stuck? • “Tell me, who knows you really well? Someone who would like you to get this job?” (be careful!) “What would they tell us you’d bring to the team? What would they tell us you’ll be good at?”

  8. A thought on retention: • Think about a slightly different induction… • It’s not just a new job, it might be a transition… from what? • Routine • Social norms • Friends, family, peers • Think back to your first job… what mistakes did you make? Did anyone notice?

  9. So…? • Give it a few weeks • Don’t expect them to know what you expect • Be on the look out for “vampires…”

  10. A thought on progression • It’s never too early to think about the next step • “If this job had been the perfect start to a career, what would have happened?” • Set some goals • Review those goals as well as day to day performance • Use your own contacts to help

More Related