THE GRIM OUTLOOK

YOUTH UNEMPLOYMENT HITS A MILLION IN BRITAIN-WHAT NEXT?

Andrew Chappell- London 19 November 2011 

The latest unemployment figures are grim to say the least, unemployment has risen to 2.62m (8.3 per cent), up 129,000 (0.4 per cent) on the quarter (the largest quarterly increase since July 2009) and the highest level since 1994. It’s certainly bad news for youngsters who are venturing out into the job market.  Hardest hit is youth unemployment which has passed the symbolic one million mark. There are now 1.02m (21.9 per cent) 16-24 year olds out of work, 67,000 (1.7 per cent) more than in the previous quarter and the highest number since 1992. Critics warn the danger of a lost generation as the large numbers represented a 'huge pool of wasted talent' and fuel concerns about the drain on the economy. One question often asked is there a  stigma attached to the youth in Britain because many organisations seem to be overlooking young talent.   Despite having much to offer, many young men and women are struggling to find quality work experience. This raises the questions; what should youth do in these troubled times when the negatives outweigh the positives? What should businesses do to find the talent they need? Read More…..

EXPERIENCED VERSUS GRADUATE 

When businesses aim to expand, it is likely that they will have a distinct plan on what and how they will achieve their ultimate goal.  One predicament for a company is who to choose, the graduate or the experienced candidate. There’s a lot to be said for choosing someone with work experience, but how can youth gain experience if there are not given a chance to build up that employment experience? After all, every worker started somewhere.  As long as a university graduate has a core set of skills and enthusiasm to learn it is assumed they can be moulded into a prospective leader. Young people certainly often provide direct experience of the latest innovations and enthusiasm to a company.  Businesses often come up with pioneering ways of finding the right people for their organisation. Having decided that a graduate might be what their business needs, how do they go about recruiting them?  There are several options and all take some research on the part of the company and the graduate. 

THE OPTIONS

A good place to start is the university career service, which often have a data base of prospective employers. This is a win-win situation, as employers obtain a selection of students and the lucky graduate ultimately lands the job. Alternative routes are the numerous university graduate career fairs and university playing host to various company workshops.  These are opportunities where there is direct contact with businesses who will advise you on the application process and what is a suitable candidate.   If this is not an option, then try advertising on graduate recruitment websites such as the Milkround.   However, the downside to this approach is the impersonal nature and mass applications, which take time to process.  If an employer is looking for a more specific type of candidate then a recruitment agency, is possibly the best option. Specialist recruitment agencies can seek out the perfect employee-employer match, however these services can be costly. 

WHAT THEN?

Once a company has decided its recruitment strategy, online applications appear to be the most effective method for both candidate and potential employer. On-line applications are effective, as it can sort out the ordinary and outstanding candidates by going beyond the traditional covering letter and CV into unearthing the candidate’s skills and attributes, through the so-called competency based and career motivation questions.  This can assess their suitability based on their previous experiences, while also revealing writing skills, problem solving and presentation abilities.  Another common theme of many current graduate recruitment processes are the so called psychometric tests. These tests often take the form of a set of numerical and verbal reasoning tests, which assesses the innate ability of the candidate within a stipulated time.  A tool such as this is appropriate if the job requires one to process large amounts of information with adherence to strict deadlines. These tests are not usually done by the employer but outsourced to specialist organisations such as SHL, who focus on talent acquisition and management.

SIMULATION

Assessment centres also provide simulation, which is a relatively new concept with central themes such as e-tray exercises which simulate a potential workday situation. Candidates are provided with a fictitious email account within a made-up company, subsequently they are tasked to respond to emails about the running of the business within a stipulated time.  Group exercises are also commonplace in assessment centres, with some organisations even employing actors in role-play exercises.  Businesses need not just talented individuals but people who are team players. In this simulation, candidates are placed into groups and presented with a task which later needs to be summarised in a short presentation. Assessors look to see how the candidates interact within a group, and usually those who lead the team standout.  

JOIN TODAY – SUCCESS TOMORROW

Despite the new and innovative approaches, the core of the recruitment process has always been the traditional interview.  For the candidate this is the chance to impress the potential employer, while the employer seeks to assess the candidate’s suitability for the job and whether they are the right fit for the organisation.  Interviews need not be viewed as a tedious activity along the recruitment road. The time and resource invested here will reap the rewards. A successful interview from the employer’s point of view is to ensure the right candidate has been selected. Hence, thinking outside the box with probing questions can reveal a lot about a candidate.   In many ways graduates are an investment which could bring sustainable growth to a business. The youth’s dynamism and talent should not be overlooked.  The graduates so desperately trying to find jobs should be given a chance as they could ultimately join your business today and determine your business success tomorrow. It is worthwhile taking the time and effort in selecting the right graduate? Have your say…