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May 2018
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apprenticeships

Capp Partner with the Telegraph on Apprenticeships App

Posted by: Alex Linley, Capp

 

We are delighted to announce another element of our ongoing partnership with the Telegraph.

 

Through our Jobmi employability and recruitment platform (www.jobmi.com), Capp are providing the Strengths Questionnaire that is delivered as part of the Telegraph Apprenticeships App, supporting young people to discover their strengths and explore apprenticeships throughout England.

 

Read more about the Telegraph Apprenticeships App here – http://www.telegraph.co.uk/education/further-education/11225353/Telegraph-Apprenticeship-App.html

 

The App is available for free on iPhone and Android.

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Are apprentices the new graduates?

posted by: Amy Willocks, Consulting Psychologist, Capp

 

Capp attended the The AGR Development Conference on the 13th March and in a session chaired by Simon Reichwald (Director, Bright Futures) we got the rare opportunity to gain an insight into what makes the successful apprenticeships schemes currently running at PwC, IBM, HSBC and BT so successful. Throughout all four presentations there were some really strong themes emerging on the drivers, challenges and benefits of this new but rapidly growing talent market. For starters the number of apprentices recruited by all four of the organisations were not just growing, but doubling in number e.g. PwC are set to increase apprentice numbers from 60 to 120 this year and BT are looking to recruit 1000 more this year compared to only 250 graduates.

 

All four of the apprentice schemes were clearly driven by the fact that all the organisations recognised that university is not for everyone, especially with forever increasing university fees, so the apprentice scheme is a way to capture that talent rather than just letting it pass by. However, from the insights shared by all the speakers it is clear that the growth and continued investment in apprentice schemes is down to a lot more:

  • Performance – apprentices are keen and need challenge, BT have found apprentices offer better ROI.
  • Retention – For HSBC their current retention after the apprentice programme is 97% and BT’s retention rates of apprentices are 92% after 5 years, whereas they only retain 34% of graduates.
  • Impact apprentices have on the rest of business – whether it be increased opportunities for others e.g PwC junior managers having coaching and development responsibility of apprentices; or with BT the energy burst they bring through their questions and curiosity that spreads across the business.

 

The four speakers were also very frank about the common challenges faced when recruiting apprentices and the three key ones to watch out for are:

  • Communication, feedback and support is vital to make the scheme work – apprentices need that extra support to flourish in your organisation.
  • Identifying the right people for the apprentice scheme – you need to get the message out to that demographic through the right channels, with the right messages and above all that message needs to be incredibly sexy.
  • Rigorous assessment processes are required to identify the talent, but in assessing there is no need to place any focus on academics.
  • Metrics on social mobility – there is real interest in the collection of these and can provide you with something powerful you can shout about to promote your apprentice scheme

 

Conclusion:

Every organisation should have an apprentice scheme! Seriously though the case studies from these four organisations certainly sold this to be the case. Tap this talent and achieve the remarkable benefits discussed above, surely you would be silly not to?  For more information on how Capp can help with both graduate and apprentice schemes please contact me at amy.willcocks@capp.co  or alternatively call 02476 323 363.

 

Please also contact me to talk about Jobmi the new employability and recruitment platform from Capp, connecting young people and employers. www.jobmi.com

 

 

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Launching School Leavers’ Fortnight on The Capp Blog

Posted by: Alex Linley & Nicky Garcea, as part of School Leavers’ Fortnight

 

With Scottish Highers results published today, and A-level results looming for many in England and Wales on Thursday 16 August, we are launching “School Leavers’ Fortnight” for the the next two weeks on The Capp Blog.

 

Throughout this period, we will share with you a series of blogs that cover topics including how students can differentiate themselves on application forms and at interviews, insights from the mind of the interviewer, how young people can use their strengths to enhance their employability, and what advice you can give as a parent, teacher or careers adviser to young people making key decisions at this point in their lives.

 

We know from the myriad statistics and reports being published that a university degree might not always be the best option for everyone, and that more and more people are turning to apprenticeships or moving directly into the world of work. Supporting this trend, many large graduate employers are questioning whether graduate schemes are the right talent feeder pool for them, or whether they would do better to work at attracting and recruiting junior talent from further down the feeder pool – straight after A-levels, through apprenticeships, or via work placement schemes.

 

It has been assumed for a long time that universities were the natural sift for the talented to progress, but increasingly this view is being questioned. With rising university fees, ever higher levels of student debt, reduced degree class differentiation, and tightening graduate employment opportunities, both potential employees and graduate employers themselves are asking if there is a better way.

 

We are witnessing profound social change in the transition of young people to adulthood and the world of work. As with any major change, this creates risks but also huge opportunities. There is real cachet awaiting the organisations capable of reaching out to this emerging junior talent pool and finding the right ways to attract, select, recruit, develop and retain them through their early career years and beyond.

 

As we will explore throughout the blogs of School Leavers’ Fortnight, helping young people to recognise, develop and make the most of their strengths is critical in enabling them to be their best at work. Through helping young people to discover what they do best and love to do, we can help them discover the careers that will give them success and fulfilment for years to come.

 

We hope you enjoy the blogs of School Leavers’ Fortnight over the next two weeks. Share them with your colleagues, share them with other parents, share them with young people and school leavers themselves.

 

It’s time to start thinking afresh about what school leaver career paths can look like.

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