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DEBATE
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Young people need some time and investment, but when that investment is made, they end up becoming directors and managing directors. That’s because they’ve come from the shop floor and they’ve organically grown in that business. That is important.
Real funding. Real deals.
Businesses often overthink the value add when it comes to work experience. They don’t want to do it because they think they haven’t the time to develop something that is going to add value for that person.
Real decisions. Growing a business, planning an acquisition, or exploring investment? This is where you’ll learn how funding really works.
But actually, at that age, sometimes all you want is an experience of being at work and what it’s like to have the schedule and the commitment. We do tend to tailor our work experience opportunities to the student.
ML: We don’t have anyone on work experience currently. It is definitely something we want to look into.
We are very good at promoting from within and we have got so many progression opportunities. We’ve had someone come in as a temporary receptionist and they moved on to be a junior buyer.
SH: How do we get that database of businesses that say, ‘I can give an hour. I can give two weeks. I’ll do a placement. We need that because we haven’t got enough employers that will take on the work experience that we need.
Steve Bell Pierce
Martin Emmott Rosebud
SA: Sometimes it’s very hard to sell to a leadership team that you need to offer work experience because the return on investment is so far down the line. You’re asking for something now, which might only come to fruition in two to three years, for instance, when you’ve got that apprentice and they’re moving
Emma Guthrie
JM: Historically, it was quite difficult for us to do work experience because of the safety risks involved. But as we’re opening the door to more opportunities within the office, it’s definitely something we’re looking to do in the next year or so.
CW: Because of our location, we have lots of families working for us – married couples,
Sometimes it’s very hard to sell to a leadership
team that you need to offer work experience because the return on investment is so far down the line
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into a management role. Luckily our leadership team knows the value.
LT: We’ve been involved in a programme with The Talent Foundry. They go into high schools and it is about planting that seed and getting students exposed to environments, industries, work placements.
fathers and sons, all sorts of different family relationships. We tend to bring their kids in on work experience and then we get the buy in from the family.
KG: We offer work placements and work experience. We’re not really focused on return on investment. We want to give young people
Josh Morrison
the exposure to us so they may consider us for a future career. Some may go to university but they still have us in the back of their minds.
We always try to accommodate a work placement, even for someone who is not necessarily looking for a career with us, because it is a nice thing to do to support a local young individual.
Even if they are not going to end up with us, they actually get the link of a real-world experience. You have to wake up in the morning, get to work, spend the eight hours in the building and do the job. It shows them how that life looks like and it prepares them further.
LT: Aside from basic skills, we’re definitely engaging in getting people digital savvy. It is so fast paced and we’re having to adapt to that and ensuring team members are aware of what is happening. Also, the more you train, the more you put into your employees and your workforce, the bigger your return.
Kamil Gradowski Sarah Hall
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