{"id":927,"date":"2014-01-17T17:13:06","date_gmt":"2014-01-17T17:13:06","guid":{"rendered":"http:\/\/my-brains.co.uk\/jackross\/jack-ross-news\/?p=927"},"modified":"2014-01-17T17:13:06","modified_gmt":"2014-01-17T17:13:06","slug":"recruiting-young-people-best-practice","status":"publish","type":"post","link":"https:\/\/my-brains.co.uk\/jackross\/recruiting-young-people-best-practice\/","title":{"rendered":"Recruiting young people: best practice"},"content":{"rendered":"<p>In difficult times, young people can be particularly disadvantaged when it comes to recruitment and selection. As they leave school, college and\/or university, they can bear the brunt of the economic downturn and find it difficult to compete in a jobs market which becomes more competitive with fewer opportunities and increased demands. This means there can be thousands of young local people with up-to-date skills, enthusiasm and a willingness to learn looking for work.<\/p>\n<p>Despite often having less experience of work, young people can be a great addition to the workplace, often demonstrating equal or superior capabilities to more experienced employees in areas such as:<\/p>\n<ul>\n<li>Willingness to learn<\/li>\n<li>Ability to get on with other staff<\/li>\n<li>Positive attitude to work<\/li>\n<li>Ability to follow instructions.<\/li>\n<\/ul>\n<h2>How is recruiting young people different?<\/h2>\n<p>Traditional approaches to recruitment and selection often focus on the candidate&#8217;s previous work experience, which can sometimes create barriers to the recruitment of young and longer-term unemployed people. Instead, you could focus on the individual&#8217;s potential by assessing skills and attributes which may have been developed in a range of learning or life contexts.<\/p>\n<h2>Making recruiting methods more inclusive<\/h2>\n<p>Most recruiters follow a traditional recruitment process of advertising their vacancy and requesting applications by CV or application form and then inviting shortlisted candidates to attend an interview.<\/p>\n<p>The interview is usually a CV or &#8216;unstructured&#8217; interview, which gathers general information about the interviewee and their employment history but does not test any specific capability or personal attribute.<\/p>\n<p>In an unstructured interview, the candidate is judged on the general impression that he\/she leaves. The process is therefore likely to be more subjective and can disadvantage young people with less experience and those who are currently unemployed.<\/p>\n<p>Many recruiters have found that by focusing on candidates&#8217; capabilities<strong><em> <\/em><\/strong>rather than previous experience, they have been able to successfully select the candidate that displays the most appropriate skills and attributes for the role.<\/p>\n<p>Standard recruitment methods can be lengthy, expensive and time consuming. A process that aims to gain insights into individuals&#8217; capabilities can lead to better results as well as helping you to be more inclusive.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>In difficult times, young people can be particularly disadvantaged when it comes to recruitment and selection. As they leave school, college and\/or university, they can bear the brunt of the economic downturn and find it difficult to compete in a jobs market which becomes more competitive with fewer opportunities and increased demands. This means there&hellip;&nbsp;<a href=\"https:\/\/my-brains.co.uk\/jackross\/recruiting-young-people-best-practice\/\" class=\"\" rel=\"bookmark\">Read More &raquo;<span class=\"screen-reader-text\">Recruiting young people: best practice<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","neve_meta_reading_time":""},"categories":[22],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.8.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Recruiting young people: best practice - Manchester Chartered Accountants<\/title>\n<meta name=\"description\" content=\"In difficult times, young people can be particularly disadvantaged when it comes to recruitment and selection. As they leave school, college and\/or\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/my-brains.co.uk\/jackross\/recruiting-young-people-best-practice\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Recruiting young people: best practice - Manchester Chartered Accountants\" \/>\n<meta property=\"og:description\" content=\"In difficult times, young people can be particularly disadvantaged when it comes to recruitment and selection. 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