Is the leader of the opposition Ed Miliband’s plan to give businesses in the UK £1bn to improve apprenticeship schemes and involve them in the development of new qualifications to better equip school leavers, a step that will eventually allow more organisations to employ young talented individuals with realistic ambitions for the top?

We certainly hope so

At the Labour Party conference earlier this month Miliband proposed that all pupils will have to study English and maths until the age of 18 and students on vocational courses should study for a ‘gold standard’ Technical Baccalaureate to ensure they are equipped for the job market.

This sends a positive message to employers that sometimes find it difficult to recruit school leavers and graduates that don’t even have a base line level of knowledge for what is required.

An increased investment in apprenticeship programmes would also allow businesses to recruit junior staff and then work on giving them skills beyond their years. Investing in entry-level staff means employers will spend less time and money on recruitment and instilling the organisation’s work ethic and values into a person once they have been appointed.

It’s a plan that is aligned with the very foundations of our graduate recruitment business, hybrow. Deliver talent at entry level and the pipeline will soon strengthen all the way throughout the business.

My advice for employers would be to concentrate on recruiting young people who are highly motivated and have the right mindset to progress, which are both key to top performance at work. Once the person is recruited, employers can then take steps to equip them with the knowledge and skills required for their specific role.

Shape fresh talent for your business

This not only allows employers to shape fresh talent to suit business needs, it also gives the young person the reassurance and support required for their first job. New recruits who are offered a positive experience from the outset are more likely to remain loyal to their employer.

Businesses can benefit from using a third party to match school leavers and graduates with suitable organisations, like those that specialise in sales and typically have young workforces. Once appointed the young person can then be given extensive training and coaching to ensure they develop the mindset and skills they will need to succeed.

Such arrangements sure up the sales profession by helping smart, enthusiastic and talented graduates connect with ambitious businesses. An organisation can take on a new recruit for between four and 12 months before permanently adding them to its books.

Investing in entry-level staff as Milliband suggests is a win-win situation as it not only gives employers staff with the attributes they want, it gives young people a decent chance at getting the job they want.

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