Learning Point: Understanding How To Be An Employer Provider of Apprenticeships

The Register of Apprenticeship Providers (RoATP) has seen an increase in employers putting themselves forward to become employer providers, and it is likely this will increase when the new register entrants are shared in January.

So, firstly, why would an employer wish to become a training provider?

There are many reasons why employers may be considering applying for employer-provider status, whereby the employer delivers apprenticeship training directly to their employees rather than outsourcing to an external training provider:

  • Maintain control
  • Potentially lower costs
  • Train within your business’s culture and ethos
  • More 16-18 incentive payments (employer-providers are entitled to receive both the employer and provider payments)

Although this all sounds straightforward on the surface, the new rules and regulations that govern apprenticeships as part of the apprenticeship reforms offer some food for thought. To become an employer-provider, employers must apply to the Education and Skills Funding Agency (ESFA) to be included on the RoATP. This will include due diligence checks on your organisation and directors, financial checks, and an assessment of your organisation’s capability to deliver high quality apprenticeship training.Continue reading

Be Inspired: Nationwide’s Candidate Experience Revamp

The Nationwide Building Society used candidate and new hire feedback to identify areas for improvement and investment.

Nationwide is designing a new recruitment plan to improve the experience candidates face during its job application process.

The building society sought feedback about its entire application management process from more than 1,000 candidates who applied for jobs with Nationwide over a six-week period during November and December 2016. It also involved recently recruited members of staff and hiring managers.

Candidates expressed their preferences on how the application process should run. This included being able to quickly and accurately access information about Nationwide, receive personalised feedback from hiring managers, and interact with a person during the process rather than receiving automated messages via digital channels.

Nationwide aims to use this feedback to help determine areas of investment for a technology ‘roadmap’.

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Behavioural Interviewing

Both research and management experience suggest that using behavioural interviewing as an approach will help you to identify suitable job applicants and reduce staff turnover.

They involve using planned questions relating to applicants’ past work background and the position they are applying for.

Behavioural interviewing is based on the premise that past behaviour is most likely to predict future behaviour. Behavioural interviewing developed out of research work on the accuracy of assessment interviewing by various researchers.

A 1982 article in Applied Psychology compared the traditional interview with what author Tom Janz described as a ‘behaviour descriptive interview’. Studies since then have largely confirmed the improved validity of behavioural interviewing.

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Non-Verbal Communications & Body Language

Usually, when we communicate, we only respond to what is being said, heard or seen. Gestures, facial expressions and other non-verbal signals enable us to detect information on feelings, intentions and state of mind.

Understanding body language can be especially important in situations such as meetings, negotiations and recruitment and selection interview.

By observing body language, it is possible to pick up on things that often remain unsaid. Body language is a powerful communication medium that provides others with signals that reveal our emotions without us even realising it.

This resource will help you remind yourself about some basic body language signals.

NON-VERBAL COMMUNICATIONS

A Guide to Recruiting Staff

Most employers fully appreciate that the success of an organisation can hinge on its staff.

But, finding and keeping the right number of employees with the necessary abilities and attitudes requires skills which can sometimes be undervalued, overlooked or simply rushed.

This guide, produced by ACAS, is aimed at employers looking to handle recruitment themselves - whether they are the owner of a small firm, the head of a department in a larger organisation, part of a human resources team, or a line manager/supervisor.

It will also help no matter if the involvement is in some or all of the recruitment process.

 ACAS RECRUITING STAFF