Growing your business with apprenticeships (webinar)

Thursday 19 July 2018, 14:00 BST

Hiring an apprentice is a productive and efficient way for any business to cost-effectively recruit and upskill their workforce, ensuring they can grow their own talent and develop a motivated and qualified team.

This Personnel Today webinar, in association with the National Apprenticeships Service, will look at how apprenticeships can help grow your business.

Thousands of SMEs benefit from apprenticeships and employers that have an established apprenticeship programme report a wide range of benefits as a result of training apprentices, with 78% stating that productivity has improved and 86% of employers saying that apprenticeships developed skills relevant to their organisation.

Other benefits that apprenticeships contribute towards include:

  • increasing employee satisfaction
  • reducing staff turnover
  • saving on recruitment costs.

Employers can access significant funding: if you have a pay bill of less than £3 million a year then you could get 90% of your apprenticeship costs paid and if you have fewer than 50 staff, you could get 100% of your apprenticeship costs covered.

Register now to find out how an apprenticeship can help grow your business.

In this 60-minute webinar, Personnel Today’s editor Rob Moss is joined by Clare Bonson, head of intermediary engagement at the National Apprenticeships Service, and Claire Bennison, head of the Association of Chartered Certified Accountants (ACCA) in the UK.

This free webinar includes a live Q&A session where our speakers will answer any questions about funding, recruitment, ROI and support.

Register now to reserve your place

About our speakers

Clare Bonson is head of intermediary engagement for the National Apprenticeships Service. Clare joined the National Apprenticeship Service at its inception in 2009 as the Learner Services Director in Yorkshire and the Humber. After a period working nationally on key policy developments she became the national lead on relationships with intermediaries in 2016. She provides in-depth support to intermediary organisations to facilitate their positioning as experts and utilise their connections to extend the reach of apprenticeships into new business sectors and regions.

Claire Bennison is head of ACCA UK and works with finance leaders and their training functions in the UK and beyond to build world-class finance capability. Her team ensure that partners choosing ACCA get the best return on their investment, recognising the value of the breadth and depth of knowledge and experience of ACCA qualified professionals across the finance value chain. Before joining ACCA in 2011 as its head of employer relationships, Claire was organisational effectiveness and development adviser at the CIPD.

Hiring slows slightly as employers struggle to find candidates

Retail was one of the only sectors where demand for staff slowed


Growth in hiring slowed while salaries continued to rise during June, according to the Recruitment and Employment Confederation.

Its latest Report on Jobs showed that while permanent placements and temporary billings continued to rise, this was at a slower rate than in previous months.

This could be attributed to a further deterioration in the availability of candidates, according to the REC, which in turn has forced many employers to push up salaries to attract potential employees. Both permanent and temporary candidate availability declined at sharper rates at the end of the second quarter of this year, it said.

Demand for permanent staff reached a seven-month high in June, and salaries awarded to new permanent employees experienced a corresponding increase. Rates of pay for temporary and contract staff also jumped at a similar level seen to April, when rates of growth hit a two-year peak.

Neil Carberry, the REC’s new chief executive, said it was “a candidate’s market out there”.

He added: “Across the majority of sectors, both temporary and permanent opportunities are growing, and a lack of candidates means it is no surprise to see starting pay also rising.

“Recruiters report that some of this high vacancy rate may be driven by good demand from companies not being matched by candidate willingness to move in the face of the current economic uncertainty.

Demand for staff rose across both the public and private sectors at the end of the second quarter, though this was more marked in the private sector, according to the REC. The slowest rise was in demand for permanent public sector staff.

In terms of sectors, IT and computing experienced the highest demand for permanent workers, while blue-collar employers showed the greatest need for temporary staff. Demand for both permanent and temporary employees in retail stagnated, reflecting some of the recent turbulence affecting high-street employers.

“The one sector that stands out as in a different place is retail,” said Carbery. “Placements are stagnating as the sector reshapes quickly, driven by changing customer demand and stiff competition.

“But the type of customer service skills retail workers develop are in huge demand in other sectors, and the sheer size of our retail sector means there are still opportunities in stores.”

Demand for permanent roles was steepest in the Midlands, while the weakest was in London, the REC found.

Three-quarters of HR leaders want more help in hiring for cultural fit

Lewis Tse Pui Lung /

Almost all HR leaders feel cultural fit is crucial when hiring, yet only 11% are satisfied with how they achieve this, according to research from technology company ThriveMap.

Ninety-six percent of HR leaders responding to ThriveMap’s survey said they prioritised cultural fit, yet 89% wanted to improve their recruitment processes in this regard.

Just over three-quarters (77%) of companies admitted to using gut feel when assessing candidates, potentially opening themselves up to inconsistencies and bias in their recruitment processes.

Where companies were taking steps to improve how they hired for good cultural fit, 92% of them said they used targeted interview questions.

Almost two-thirds used specific competency questions, and 15% said they tried to reduce bias by ensuring that candidates were interviewed by multiple people.

Chris Platts, CEO of ThriveMap, said that companies could be wasting “a huge amount of time and money” by hiring people ill-suited to their culture.

He said: “89% of hiring failures are down to cultural reasons, rather than a capability to do the job.

“Finding a smarter way to hire candidates, who not only have the right skills but also work in a complementary way to their team could make a significant difference to a company’s bottom line.

“We see cultural fit not as a test of personality but a measure of how well people will work with and for each other.”

Dr Stephanie Cook, a psychologist and ThriveMap’s chief science officer, said that looking for someone who is a good cultural fit had become increasingly important as candidates become pickier about the brands they want to work for.

She said: “The role of HR is changing. The rise of social media alongside peer-to-peer review sites like Glassdoor, mean that employers no longer have complete control over their brand and need to find alternative ways to present themselves as an attractive prospect to new employees.

“Those employees in turn want to find working environments that fit not just their skills but also how they like to work.

“Employers that show that they are both conscious of their culture and taking active steps to measure and improve it, will be the winners in the war for talent now and in the future.”

Seven ways video can transform your company culture (webinar)

While the use of online video outside the workplace continues to rise, many businesses are not using video to its full potential.

This Personnel Today webinar, in association with video platform provider Panopto, looks at creative ways in which video can be used to enhance company culture and solve HR problems.

Editor Rob Moss is joined by Sam Crumley, vice president of employee experience at Panopto, who will reflect on his previous roles in HR and L&D at some of the world’s biggest blue chip companies.

Sam addresses some of the challenges many people professionals face on a daily basis, ranging how to effectively manage organisational change to how to best deliver ‘Just-In-Time’ learning at the point of need.

Seven ways video can transform your company culture (webinar)

Available on-demand now

He focuses on seven specific projects he worked on during his career and how, using his experiences with video at Panopto, he would now tackle these projects if he faced them again.

These real-world examples will showcase the role video can play in transforming company culture for the better. If you’re tasked with finding innovative solutions for HR and L&D in your organisation, or you’re tasked with boosting company culture, this is a must-see webinar.

Watch this free webinar and find out about:

  • real-world examples showcasing the role video can play in transforming workplace culture for the better
  • innovative, scalable and cost-effective solutions that tackle some of the most common L&D and HR challenges
  • the use of video in organisations beyond straightforward training and recruitment.

This live webinar will include a live Q&A session where you can submit questions to our speaker.

Available on-demand now

About our speaker

Sam Crumley is vice president of employee experience at Panopto, the fastest-growing provider of video software for training, teaching and presenting. In this role, Sam has broad responsibility for talent planning, recruiting, learning, compensation, HR administration and work environment. Before joining Panopto, he led the talent management consulting practice at PeopleFirm with a particular focus on talent strategy, HR transformation, performance management and HR technology. Prior to that, he was global manager for HR outsourcing at Accenture and has a background as a US federal agent.

This webinar was originally broadcast Wednesday 27 June 2018, 16:00 BST

BBC to boost diversity by ending shortlists with no black candidates

Lauren Hurley/PA Wire/PA Images

The BBC plans to increase the proportion of black and ethnic minority staff with its announcement that all shortlists for posts, above certain grades, will include at least one non-white candidate.

The new protocol will apply above the broadcaster’s band E – to middle and senior-ranking posts – including editors, producers and presenters. The organisation’s executive committee and divisional leadership teams will also have at least two people from ethnic minority backgrounds by 2020.

Currently there are no black people filling the 96 highest ranked leadership roles at the BBC.

All leadership and development programmes will be expected to have considerable ethnic minority representation as part of their overall cohort and accountability for diversity and inclusion targets, and ethnic minority career progression will be included in senior leadership team objectives and progression reviews. These measures, the BBC states, will help build a “sustainable BAME mid and senior leadership pipeline”, backed by “robust succession planning” across the organisation.

BBC should reflect ethnic diversity of UK – new policy so senior shortlists have at least one BAME candidate, and by 2020 the Executive Committee and divisional leadership teams to have at least two people from black, Asian & minority ethnic backgrounds:

— BBC Press Office (@bbcpress) June 20, 2018

The plans were included in a report issued on Wednesday, which states that its purpose is to effect “significant change”. It promises a “statement of intent” on diversity and inclusion that all employees will be expected to abide by.

Cultural awareness training will be made mandatory for all team managers, says the report, on top of the current compulsory unconscious bias programme.

Suki Sandhu, CEO & Founder of INvolve, a recruitment and diversity specialist, called on other companies to follow the BBC’s example: “We are delighted to see the BBC leading the charge on banning all-white shortlists. While their track record hasn’t always been perfect, it’s clear they’re leading the way in addressing bias – we need more companies to put their money where their mouth is and actively work to effect positive change.

He added: “Shortlist quotas can sometimes be a contentious issue. But, in order for us to achieve true equality in the workplace, we don’t need to lower the bar or our expectations. As the BBC is demonstrating, it’s about levelling the playing field – ensuring that diverse communities are getting access to the best opportunities, and that companies are getting access to the best talent pool.

BBC director-general Tony Hall was keen to state the report’s ambition. He said the plans included “a range of proposals which we believe will transform the BBC. By better reflecting the broader population we will make better programmes that reflect the lives interests and concerns of everyone.

“The proposals build on our existing initiatives, which have been making a difference, but this is now a real chance to accelerate change in an unparalleled way.

He added: “Today’s report is a huge step forward. There no question of whether we implement it. We will. This is a great opportunity. We will grasp it.”

The BBC already has a diversity and inclusion policy in place that includes 15% targets for the percentage of black and ethnic minority staff in leadership roles by 2020.

Further reports will be published by the BBC in the autumn on plans to improve the career prospects of women, disabled people, LGBT people and people from “different” social backgrounds.

AI’s impact on recruitment, HR and the workforce (webinar)

Artificial intelligence promises the potential to revolutionise almost every aspect of the way we work. But what will it mean in practical terms for professionals working in HR and resourcing? And what will it mean for the workforce?

This Personnel Today webinar, in association with Indeed, will look at how intelligent automation will affect the way organisations acquire and manage people and ensure that your organisation is one of the 65% of businesses that see such disruption as an opportunity, not a threat.

Editor Rob Moss is joined by three expert speakers: Robert Bolton, partner, people and change global centre of excellence at KPMG; Matt Burney, senior manager in employer insights for Indeed; and Barry Flack, founder of BF Consultancy and well-known speaker on new ways of working.

AI’s impact on recruitment, HR and the workforce

Available on-demand now

Watch this this free webinar and discover:

  • Whether reports of robots “taking over” are exaggerated and how we should separate the myths from the facts
  • The emerging technologies helping to attract and identify quality candidates and why human connection remains important
  • What is happening to workforces and how this is affecting business models
  • How agile workforce management is creating new roles in HR
  • How AI could boost creativity, maximising productivity.

This live webinar will include a live Q&A session where you can submit questions to our panel.

Available on-demand now

About our speakers

Robert Bolton is partner in KPMG’s Global HR Centre of Excellence where he delivers world-class HR solutions to the firm’s global clients. His current focus is on developing an approach to help clients understand what their workforce of the future needs to be. This has led to KPMG’s work for a number of clients on “workforce shaping”, a critical new discipline for HR. Robert attends the All Party Parliamentary Group on AI and in particular is working on the workforce implications of AI on workforce including skills, organisation and culture.

Matt Burney is senior manager for employer insights at Indeed and a renowned speaker, consultant and strategist in recruitment. Matt has had coverage in press and broadcast media around the world, including The Times, CNN, BBC, Evening Standard and more. Over the past 10 years Matt has spoken at more than 400 events all over the world and has gained a huge amount of insight into the motivations, issues and opportunities the recruitment industry has right now.

Barry Flack has been involved in business change for 25 years, working in senior HR and talent roles, helping large and small organisations grow, transform and adapt to the changing world of work. His experience ranges from scaling successful start-ups in hyper growth, to reinventing the way we attract and retain talent across the globe. A long-term advocate for the positive impact of HR technology, Barry works with vendors to help them gain relevance and traction in their market. He was recently recognised as one of the top 30 Global Influencers in HR Tech.

The webinar was first broadcast on Wednesday 20 June 2018, 14:00 BST

Hirelink is a professional skill development and recruiting Company that specializes in Accounting and Finance Sector.


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