Member Article

Advice On Getting Early Years Careers Recruitment Right

Smart Resourcing Solutions (SRS) specialises in early years careers and recruitment, ensuring both individuals and employers get the most out of the process.

Sophie Milliken, managing director of SRS works closely with Paul Roberts, resident apprenticeship expert, to assist employers, apprentices, graduates and universities across the UK.

Together they encourage employers to focus on a recruitment process that delivers the right people for the right vacancies. Here Sophie, with a little help from Paul, has put together five tips on how to find the right apprentice.

Be clear and detailed in your job description Your apprentice should be employed to do a specific role so fully describe the role, skills and expected behaviour. It must be reflected in the job description that the job includes training. Keep it simple, avoiding corporate jargon, so you get the right candidates applying clearly understanding expectations.

Remember that whilst experience and qualifications are important, passion and enthusiasm can be as valuable Make allowances for limited experience/qualifications. Work with a company that presents you lively and talented people to choose from. Offering experience to be gained is a huge motivation for hungry young people to join your organisation, attracting better quality applicants, helping you find the right person to shape to your needs. Recruiting for attitude is a winner - passion and enthusiasm are difficult to imitate so judge on a positive attitude. Use interview time wisely, identifying the personality that complements your organisation – you can teach the rest.

Think about your recruitment process - find ways that tell you a lot about the candidates, in a short time Work out the best process to get you the most information on each candidate. It is worth investing in time and support to ensure processes and materials are suitable. Consider working with a professional provider to design materials to showcase your brand and provide your candidates with the best opportunities to sell themselves. On the day it is important to relax the candidates. Clearly outline the recruitment process and take time to be welcoming. Start with a tour of the working environment, introducing them to your team. Always listen to what the candidates have to say; you will pick up vital clues outside of the actual assessment if they are relaxed.

Don’t just rely on traditional interviews and assessment exercises Assessments and interviews can be nerve-wracking for prospective apprentices. Avoid intimidation by using informal teambuilding exercises and problem-solving tasks to observe ability and potential. When interviewing, choose a comfortable setting no more than two interviewers - ask open ended questions based on their CV to assess strengths and potential, and help them open up. It is really important not to take a one size fits all approach with recruitment bearing in mind that apprentices are likely to be a lot more nervous – this is where expert advice on the process and the materials we provide our clients become invaluable.

Always make a clear offer You must make the right candidate a clear and open offer or you are setting them up to fail. They need a clear outline of goals, what support they will get, line management, working times, conditions and details that make them feel in control – this will help them succeed and lead to a happy team all round.

This was posted in Bdaily's Members' News section by Sophie Isobel .