Recruiting and Retaining Young People

Everyone knows recruitment takes time and money. We hope the information in this leaflet will help you attract the right people to your workforce and keep them once you’ve found them.

Even if your company has personnel policies in place it may still be worth reading the information as there may be things you have not considered.

If you have suggestions on things that you’ve found useful when employing young people please let us know!

Telephone 0845 850 8899
Or email employer.vacancies@cnxnotts.co.uk.

Recruitment

Some companies already have job descriptions and person specifications which list the duties of the role and the essential qualities and qualifications to be successful in the job.

This is good practice, but if it isn’t in place the CVU will help you draw up the job advert so that it includes details about the type of work and the type of person you are looking for.

Draw up shortlisting criteria against the job advert. Involve colleagues taking part in interviewing to ensure you are in agreement.

Plan your interview questions and the interview environment. Allow enough time for each interview and consider interview techniques. Example interview questions are available from the CVU.

Tests can be useful in helping you make your decision. They need to be objective and focused on the skill or ability you need to test, e.g. getting an applicant to type a letter or measure materials.

Trial periods – make this clear in the advert, during the interview and in the offer of employment. Tell them how long the trial will be and what they will be paid during it.

It is helpful to let the candidates know the outcome of the interview as soon as possible. This is particularly important for the successful candidate as he/she may be applying for more than one job.

The offer letter should include job title, conditions, terms of pay, bonuses and pension, probationary period, date and time of start and any action required by the candidate.

Induction

This may be their first job and they may not be aware of things that seem obvious to you. To avoid potential problems, make sure you are clear about:

• When they will get their statement letter (sometimes referred to as contract of employment), with details of their terms and conditions of employment. Statement letters are a legal requirement for all employees.
• How and when they will get paid, whether they need to open a bank account and if they will be working a week/month in hand.
• What they should do if they want to take holiday or need to take time off sick. Make sure they know what they are and aren’t entitled to.
• Your policies on dress code, personal phone calls/email /Internet, including personal use of company computer and phone systems.
• Information about toilets, refreshments and catering arrangements, storage of personal belongings etc.
• Company health and safety procedures.

It’s always a good idea to explain why these policies are in place, e.g. for health and safety, customer requirements and so on.

Training

Research proves that good quality training helps retain and motivate staff as well as making businesses more productive.

Apprenticeships can help provide structure to your existing training and provide the trainee with recognised industry qualifications.

The Government funds apprenticeships for 16-25 year olds. Full and part-time college courses may also be funded for 16-18 year olds.

Connexions Central Vacancy Unit provides free, impartial information on training and apprenticeships. We can also advise on funding for training and put you in touch with training providers.

Improving Communication

Young people don’t always have the confidence to speak up and might leave their job rather than try and resolve their worries.

By having regular reviews with your new employee and promoting open communication and discussion, this sort of problem can often be resolved.

Examples of things they might be concerned about could include: 

• The hours or type of work may have changed but no one has explained why.
• They need more support to help them learn new tasks.
• Training was offered and you just haven’t got around to arranging it yet.
• They may be bored if they’ve picked things up faster than expected and be interested in more responsibility.

If you’ve recruited someone aged 16-19 and they seem unhappy, and they feel unable to discuss things with you, they can contact Connexions for impartial advice and guidance.

They can also visit www.sortitonline.com  or ring 0115 9484 484 to find details of their local office or they can contact Connexions Direct from 8am-2am on 080 800 13 2 19 or visit www.connexions-direct.com.

Useful Organisations

ACAS
Training, advice and information on working time regulations, holidays, equality etc. Download sample personnel forms and letters, including recruitment, induction, appraisal and statement letters. Range of leaflets and publications.
Tel: 08457 47 47 47 or www.acas.org.uk

BERR (Department for Business, Enterprise and Regulatory Reform)
User-friendly guide to different aspects of UK employment law.
www.berr.gov.uk

HM Revenue and Customs
Guidance on taking on employees for the first time, PAYE, sick pay, National Insurance. Business Support workshops.
New Employer Helpline (NESI): 0845 6070 143
Existing employers: 0845 7143 143
National Minimum Wage Helpline: 0845 6000 678
www.hmrc.gov.uk

Business Link
Business support for Small & Medium Enterprises including range of advice and information on employment. Standard forms and letters.
Tel: 0845 058 6644 or www.businesslink.gov.uk.

Health and Safety Executive
Tel: 0845 345 0055 or www.hse.gov.uk.