By Sarah Taylor Philips.
Did you know that your future talent is on your doorstep? It can be found in your local secondary schools and sixth form colleges, waiting to be discovered and enticed. With the recent completion of GCSEs and proms, these students have experienced 3 disrupted academic years due to the global pandemic. They need you as much as you need them.
I was at the 2nd Inspiring The Forest Careers Festival at Gloucestershire College last Friday and it's inspired me to write a blog around future talent. I do a lot of work in the emerging and early talent and if you went to your local school you would be really impressed with the calibre of students. So this post is about employers finding future talent, there are so many conversations around skills gaps and I think more work needs to be done looking at different and diverse talent pools.
As an Enterprise Adviser for the The Careers & Enterprise Company and a co-creator of the Inspiring the Forest Careers Festival for the Forest Economic Partnership, I have attended numerous school career fairs. I've walked around these events with various students from different secondary schools, my own children and their friends, and I've observed their reactions and I wanted to share my findings with employers.
Overwhelm: Careers Festivals are overwhelming, young people often don't know where to start or which direction to head. To support them, it's good to provide guidance beforehand to help them navigate through zones that might ignite their interest. Without help, they may aimlessly wander and potentially overlook promising opportunities or they might end up in the wrong zones which is a wasted opportunity.
Lack of Awareness: Young people might not be familiar with your profession. Unless they have a family member working in a related field or have studied business studies, they may not have a clear understanding of what you do. It's essential to bridge this knowledge gap and provide insights into your industry or function. I have heard pupils have conversations among themselves asking what an accountancy firm does.
Reframe Your Role: Consider reframing the perception of your profession. For example, accountancy IS exciting because it offers diverse opportunities to work in any business at all. If someone is passionate about bikes, they could work for Whyte Bikes Limited; if they love beer Anheuser-Busch might be a great fit. By highlighting the range of possibilities within your field, you can capture the interest of young people. An accountant could work for a manufacturing firm and be heavily involved in the development of new products. As a marketer, I collaborated closely with our company accountant during the launches of Clover Light and new Quorn products or could work on a worldwide Robbie Williams rock tour, how exciting would that be.
Employer Branding: When engaging with young people, remember that it's not just about presenting the benefits and facts of your organisation. It's about creating an emotional connection and generating excitement and a buzz. Consider how you can make them feel a part of something special and showcase the unique opportunities your company offers. Oh and offer them something in the goody bag, they love that and talk about it too.
Understand Their Excitement: It's important to recognise that what excites young people differs from what excites adults. When making decisions about attracting talent, it's valuable to involve young individuals in the process. Their perspectives can provide fresh insights. For example, one student expressed interest in joining the Dyson academy not solely due to their products or engineering prowess, but because of the cool on campus pods and the opportunity to be coached into Bristol for beers on a Friday night.
Peer Influence: Pay attention to the influence of peer groups. My son was absorbed by the Renishaw's stand at his school careers fair, but his friends has less interest so he was steered away. This comment is around older teenagers, rather than younger ones. And Renishaw, your new STEM Outreach Centre is amazing, I cannot wait to come and have a look around and please can I see the Atherton mountain bike too.
Embrace Experimentation: Remember that around 50% of people are uncertain about their future career paths. It's perfectly okay not to have all the answers right away. Young people are under such pressure when asked "And what do you want to do" so it's great for them to know that many adults still don't know what they want to be when they grow up. Careers are often a series of experiments and journeys filled with twists and turns. Encourage young people to take that first step, even if they're unsure. If they don't enjoy a particular role, it becomes a valuable learning experience that motivates them towards something they will like.
Alumni Connection: Pate's Grammar School has a careers fair and their alumni are on the company stands, genius, it really engages the pupils and students are more curious about their experiences and can see themselves in their shoes. Establishing connections with alumni can be a powerful way to inspire and engage young people.
Think Beyond Traditional Sources: When seeking future talent, it's important to think outside the box. The recent cohort of students who have completed their GCSEs are becoming more independent, and their parents may be ready to explore new career paths as well and ready to UPSIZE their career. Consider the larger demographic changes on the horizon, with 7 million young people entering the workforce and 10-12 million older workers exiting (plus an additional 1 million since the pandemic). Don't limit your search for talent to just the younger generation; consider parents, returners and individuals over 50 to bridge skill gaps.
Communicate the Demand: Let students know that they are sought after. Highlight the low numbers of young people entering the workforce and the exciting opportunities that await them. It's not all doom and gloom; there is a world of possibilities waiting for them. See the stats above.
Engage with Local Schools: To connect with this young talent, consider signing up for your local secondary school's career fair or participating in interactive career events in your area, if you're in Gloucestershire, contact GFirst LEP - Gloucestershire's Local Enterprise Partnership and they can tell you where to connect. These events provide valuable opportunities to showcase your company and engage with potential future employees and teachers.
Foster Inspiration through Mock Interviews: Encourage your employees to participate in mock interview sessions at local secondary schools. It's a fantastic way to inspire young people and really see their potential. These interactions can spark their interest in your industry and leave a lasting impact. It also makes young people realise that transferable skills are key, rather than an "A" in English or Maths - although of course that's needed sometimes! Remember to send a diverse group of employees and get female representation right too.
Emphasise the Importance of Work Experience: Work experience is crucial for developing employability skills. Consider offering work experience opportunities throughout the year, and encourage your local schools to adopt a year-round program. Instead of cramming all experiences into the last week of July, provide ongoing opportunities for different students to participate. Face-to-face work experience is vital for young people who have experienced disrupted education and cancelled social activities due to the pandemic. Virtual experiences cannot replicate the value of hands-on, real-life encounters. Think googling swimming, it just doesn't have the same learning impact as swimming in a pool.
Excite and Inspire: Companies like Versarien plc takes a unique approach to work experience. Rather than having young people spend a day in their factory, among other things, they invite them to join a stand at the Cheltenham Science Fair. Their aim is to excite and inspire these young people by offering them a memorable and engaging experience.
Success Stories: My daughter's work experience at The Optical People was amazing, she wants to become an Optometrist and her work experience was a transformative and incredibly enjoyable experience for her, it's confirmed her interest in the profession, sometimes the opposite happens (often in the veterinary profession) but that's great too.
Recognise Potential: When scouting for talent, don't solely focus on the finely-tuned children that look like you did when you were a child. Look for potential and consider unconventional candidates. It's all about potential, think about choosing between a brand-new house in a modern estate and a tumble-down cottage on a plot of land, the new house has less potential. Sometimes, the hidden potential in unexpected places can yield the most remarkable outcomes.
Break Free from Boxed Thinking: Recruitment often revolves around filling predefined job boxes on organizational charts. However, this approach fails to capture the diverse capabilities and talents of individuals. Young people and experienced professionals do not fit neatly into boxes but rather into human-shaped outlines. It's time to move away from rigid categorisations and embrace a more holistic view of talent.
Humanise the Recruitment Process: As algorithms increasingly influence the resourcing process, it's essential to remember the importance of human connection. Communicating solely with chatbots and encountering computer-generated rejections can leave individuals feeling dehumanised and othered. Once you have identified an impressive young person you wish to employ, treat them with respect and empathy. Remember that they are human beings with unique aspirations and potential. On the other hand, when encountering individuals who may not fit into your team, show kindness and avoid ghosting them. Instead, provide guidance and signpost them to other opportunities or service providers. Treating all individuals, whether they become part of your organisation or not, with dignity and consideration reflects positively on your company's reputation.
Embrace Diversity and Inclusion: To find future talent, it's crucial to explore generational and gender balance. Look beyond traditional stereotypes and biases. Actively seek out individuals from diverse backgrounds, experiences, and perspectives. Embracing diversity and inclusion not only contributes to a vibrant and innovative workplace but also allows you to tap into a broader pool of talents and skills. Oh and employees 45+ are amazing, what about job sharing with less experienced talent.
Think Long-Term: Finally, when searching for future talent, take a long-term approach. Focus on developing capabilities, competencies, and power skills rather than merely filling immediate positions. Invest in training and mentorship programs that cultivate potential and encourage growth. By nurturing talent over time, you can build a strong and resilient workforce prepared for the challenges of the future.
In conclusion, the future talent you seek is closer than you think. By engaging with local schools, reframing perceptions, providing work experience, and embracing diversity, you can discover a wealth of potential in young individuals. Look beyond conventional sources, think outside the box, incorporate flex, and treat every candidate with respect and empathy. Remember, the recruitment process is not just about filling job boxes; it's about recognizing the human potential that lies within each individual.
So, widen your talent lens, break free from rigid thinking, and embark on a journey of discovering the extraordinary talent of tomorrow. Good luck! And if you need assistance in exploring generational and gender balance, addressing skill gaps, or expanding your talent strategy, feel free to reach out for further support at sarah@careervoyage.co.uk.