Why invest in having a robust Early Careers strategy in your business?
In the engineering sector alone, we have a deficit of 173,000 engineers with 18,000 more engineers retiring each year than we have new starters into the industry.
In Northamptonshire we are “Motorsport” Engineering rich, with F1 teams such as Mercedes and Aston Martin in the heart of the county, and many engineering firms in the area supporting their supply chain directly. We also have other awarding manufacturers such as; Cosworth, Ilmor & Mahle Engineering as leading engine / powertrain motorsport manufacturers. All of the business above rely on an Early Career programme to pipeline talent for the future, and i have been lucky to lead the Early Careers program for over 200 students within the motor sport sector. But with the growth in the number of options available to employers, I have below summarised each scheme & talked about the pros & cons of having Early Career students within the industry,
What actually is “Early Careers” strategy, and by having one what benefit does it bring to my business?
An Early Careers strategy looks at the different early careers programmes available: Work Experience, Apprenticeships, T-levels, Placement/Interns and Graduate schemes and how these can work within your business to bridge the gap, for example as technology advances, organisations need to bridge the skills gap by introducing new talent & develop skills needed to future proof the industry ensuring a steady pipeline of fresh talent to drive innovation and growth. A well-designed strategy promotes diversity and inclusion by attracting candidates from various backgrounds.
Early Career Scheme Definitions.
| Student Type | Definition |
| Work Experience | In years 10 & 11 of school there is a requirement for 1 week work experience and in years 12 & 13 (weather at school or college) there is requirement for 1 week work experience within their chosen area of study. Unpaid |
| T-Level | 80% classroom learning & 20% on the job learning. For students aged 16-18. Min 45 days in 1 year placement. This can be day or block release. Unpaid UCAS points attached. |
| Apprenticeship | Min of 12 months program. From 16 years of age. Multiple Apprenticeship standards available listed on the IFATE website. Levels 2 – Level 7. Requirement for 20% OTJ training as part of the working week. Paid Every Apprenticeship now has an End Point Assessment (EPA). UCAS Points now attached. |
| Intern/Placement | Students will be at university & either take a placement year to gain industry experience towards the end of their studies or will apply for short term roles in industry (3months) over a summer period. Paid |
| Graduate Scheme | Structured training programmes post university, lasting from 1-2 years. Allows students to get experience within their chosen study field in a real life working environment. Paid. |
What can students bring to the organisation?
- Fresh Perspectives and Innovation:
Early career students bring new ideas, fresh perspectives, and innovative approaches to problem-solving. Their enthusiasm and curiosity can invigorate established teams and drive creativity.
- Technological Savviness
Growing up in a digital age, early career talent is often well-versed in technology such as AI & VR. They can contribute to digital transformation efforts and adapt quickly to new tools and platforms.
- Cost-Effective Hiring
Entry-level hires typically command lower salaries, making them an attractive choice for organizations with budget constraints. Investing in early career talent can yield long-term benefits without significant upfront costs.
- Long-Term Investment
Nurturing early career employees can lead to long-term loyalty and commitment. They may grow within the organization, filling critical roles as they advance in their careers
- Diverse Skill Sets:
Early career hires often possess diverse skills acquired through education and internships. This diversity enriches the talent pool and enhances problem-solving capabilities.
The challenges of Early Careers Schemes
- Lack of Experience:
Early career talent may lack practical experience in real-world scenarios. Gaining knowledge of how things work theoretically in school, college or university but lack the ability to put this knowledge into practice. Companies would need to provide mentors and training to bridge this gap.
- Retention Challenges:
High turnover rates among early career employees can disrupt team dynamics. Retaining them requires a supportive work environment, growth opportunities, and clear career paths.
- Skill Mismatch:
Some early career hires may not align perfectly with the organization’s immediate needs. Balancing skill development with business requirements is crucial
To discuss your current Early Careers Strategy or to talk about implementing one within your business, visit our Website: www.therighttrackconsultancy.com & book your free 45 minute consultation.
