what is happening in the uk labour market The Recruitment and Employment Confederation (REC) is the professional body for the recruitment sector AND a supporter and member of YEUK.The Report on Jobs is a monthly publication produced by Markit and sponsored by the Recruitment and Employment Confederation and KPMG LLP.
HAVE YOU THOUGHT ABOUT MENTORING AND TRAINING
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Are you an employer? Have you ever thought about the benefits of working with young people? Did you know that... You can develop your own staff skills by training and mentoring? Mentoring is the process of sharing valuable knowledge, skills and experience with an inexperienced mentee, to encourage, guide and motivate them to aspire to reach the best of their capabilities and abilities.
What’s in it for you, the employer? Inspire, challenge and up-skill employees leading to enhanced productivity. By understanding the learner the mentor is able to support effectively which impacts on reduced costs of staff retention. An enhanced and motivated workforce who are loyal and grow with the company with the same shared values, goals and plans. Retain and advance talented employees. Open up new channels of communication. Demonstrate that the organisation invests in people and encourages opportunity for an equal and diverse workforce. Increases autonomy and accountability for all staff involved in the process. Mentors help improve a young person’s self-esteem, attendance and absenteeism.
What makes a good mentor? Someone who wants to help other people achieve their potential. Someone who is reliable, honest and can secure the trust of others and who understands the need for confidentiality. Someone who has great coaching skills; active listening, gentle questioning and probing, non-judgemental. Someone who can put themselves in another’s shoes. Someone who is able to build the confidence of another and encourage them to lead and make decisions. Someone who has experience within a particular area and can impart their knowledge in a positive, motivational and inspiring way.
How can I set up mentoring in my organisation? Firstly you need to think about the purpose of your mentoring scheme, what you want it to look like and what success would look like. You then need to get the buy-in and commitment from your staff, encourage them to shape the programme. Matching mentors and mentees is a process that needs careful consideration, you need to look at the skills within your team and the personalities to understand which mentors would inspire and support which mentees best. It is important that you have a training plan in place for your mentors, help them to understand how to be the best type of mentor and develop protocols for potential problems, encourage your mentees and mentors to design the training and the protocols With your team, create a mentoring commitment so that everyone is investing in the process. Encourage the mentors and mentees to identify goals early on so that they can see where they are heading and track progress. Evaluate what is working and what needs refining throughout the process.
Mentoring is a great way of supporting your young employees but your staff may also like to consider one of the many external mentoring programmes, where they support students in a local school or through a third party mentoring organisation that will link them up with young people interested in a specific job, or from a particular background etc. Remember! If you are supporting young people, your organisation could be awarded with the free national Youth Friendly Badge! 20
YEUK MAGAZINE
This is a summary of their September Report on Jobs; we would like to thank the REC for their support to YEUK and for allowing us to share this data. September saw another rise in permanent and temporary appointments, the greatest number of permanent appointments happened in the North and for temporary staff it was the Midlands at top of the table Both private and public sector demand for staff rose. The number of candidates registering with recruitment agencies has fallen. Salaries for both permanent and temporary staff placements have been on the increase. Which sector recruited the highest number of permanent staff? Construction, Engineering, IT & Computing Executive/Professional, Accounting/Financial Secretarial/Clerical, Nursing/Medical/Care Blue Collar, Hotel & Catering Which sector recruited the highest number of temporary staff? Engineering, Blue Collar, Nursing/Medical/Care Construction, IT & Computing , Secretarial/Clerical, Accounting/Financial Executive/Professional, Hotel & Catering What skills were in demand or in short supply? Accountancy/Financial: Accountancy, Banking, Finance, and Insurance. Blue Collar: Semi-skilled operators, Skilled trades. Construction: Project managers, Quantity surveyors. Engineering: Automotive, Design engineers, Electrical, General engineering, Geotechnical, Heavy engineering, Mechanical, Rail, Revit technicians, Structural, Subsea. Executive/Professional: Business development, HR, Marketing. Hotels/Catering: Chefs, Front of house. IT/Computing: Business analysts, Cloud, Developers, Digital marketing, GWT, Java, .Net, PHP. Nursing/Medical/Care: Clinical diagnostics. Secretarial/Clerical: Legal secretaries, office support. Other: Customer service, Languages, Sales.