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Launching a recruitment enterprise isn’t always easy, so we’ve put together a selection of top tips for promoting your college’s new staffing service.

Recruitment has the potential to be a highly competitive industry sector; research from REC’s latest Recruitment Industry Trends report emphasises that there has been a 10% increase in the number of recruitment enterprises¹, so it’s even more important to position your services effectively and stand out in a crowded market.

As a college-owned staffing agency, there are a number of desirable attributes already associated with your brand and ethos. Colleges maintain responsibility for upskilling current employees and training new entrants to the workforce. In the last year alone, more than two million people were educated by colleges², highlighting the importance of their role in the community and status as a trusted supplier in workforce development.

Furthermore, the surplus generated from your staffing agency will be invested back into the college, supporting the provision of education for both today’s workforce and the next generation. Corporate Social Responsibility (CSR) initiatives and ethical spending are front of mind for many organisations; a recent study revealed that customers are even willing to spend more to support organisations with a commitment to CSR³, which is a key aspect of your service.

Another unique selling point of your agency is its proximity to the candidate pool and unassailable expertise in education and training. With an onsite office, it’s much easier to access and profile a high volume of eligible candidates for internships, work-based placements and entry-level roles. As a major provider of Further Education, the college will have unrivalled subject knowledge, combined with links to industry, policy makers and assessment boards.

Colleges can be found at the centre of local communities, as such, they harbour contacts for a wide range of organisations for many different purposes. An article published in Harvard Business Review advocates the importance of strengthening existing relationships to increase sales⁴, which can be expanded to include cross-promotion of other services provided by the college, including those available through your agency.

In the same vein, colleges have an extensive network of employees in faculty and professional services positions who keep in touch with industry professionals and local employers. Through an employee advocacy programme, you can promote your recruitment service to a considerably larger audience, using a freely available and trusted source – your college’s staff⁵.

Promoting your agency through existing networks doesn’t need to stop there, as your students may also be able to help. Placement advice from Prospects highlights that some students will arrange their own work-based placements, rather than going through a careers department⁶. In this scenario, your agency can streamline the process by managing the employment contract, payrolling and invoicing. In addition to supporting the placement, you will also have an opportunity to build a relationship with new contacts, who may use your staffing services again in the future.

In summary, there are many benefits for employers who make the decision to use a college-owned staffing service. The main takeaway for recruiters is to remember why their service is different, embed this message into employer communications and amplify their business development efforts with the additional marketing channels and existing relationships FE colleges have to offer.

¹REC Recruitment Industry Trends 2017/18
²AOC College Key Facts 2018/19
³Spend Matters: CSR Update: Corporate Social Responsibility Can Lead Customers to Spend More
⁴Harvard Business Review: To Sell More, Focus on Existing Customers
⁵Bambu: What Is Employee Advocacy and How Does It Really Work?
⁶Prospects: Work placements

The world of work is ever-changing, with technologies automating workplace activities and new job roles emerging. For college students entering the working world, flexibility, self-marketing and work experience will be necessary for success. Here are five ways to prepare your students:

1. Work placements and internships

A qualification, or even a degree alone, is no longer enough to ensure a job in a student’s field of study. Training providers should aim to encourage work placements, internships and voluntary work as part of the learning curriculum. This will not only help to boost students’ employability, but also equip them with realistic expectations of the workplace and key transferable skills. The Department for Education states that all forms of work experience appear to be beneficial, with those who participate in work experience more likely to be working in a professional or managerial occupation two and a half years after graduation¹.

2. Encourage networking

Work placements, internships and voluntary work can be pathways into jobs after college if students make a good impression, so they need to make a real effort to impress the employer. Training providers should practice networking skills with students so that they can gain the confidence to build valuable relationships during placements. Even if placements do not ultimately lead to a job, they can result in gaining referees that are happy to shout about the great work that the student carried out. In turn, this might aid students’ chances in future job applications.

3. Build soft skills

According to LinkedIn’s 2018 Workplace Learning Report2, training for soft skills is the number one priority for talent development. With new technologies continuously emerging, there is an increased demand for adaptable, critical thinkers with excellent communication skills. Training providers should prioritise equipping students with core soft skills such as interpersonal skills, leadership, teamwork and problem-solving, through day-to-day activities in their training and in work placements, where they can put these skills into practice.

4. Prepare for the application process

Applying for jobs is never easy, so it’s useful to prepare college students for each part of the process, from searching for jobs to coping with rejection. Not only does the application process require the ability to stand out on paper, but also to appear confident when demonstrating their skills and experiences during interviews. Holding CV and cover letter writing workshops can be very beneficial, as well as conducting mock interviews. Also, teaching students to stay motivated even when they are rejected will encourage them to keep applying.

5. Use digital tools

Across all industries, digital skills are required to in a majority of roles, therefore businesses want to hire those who are digitally competent and have knowledge of various platforms. LinkedIn’s Workplace Leaning Report revealed that the rise of digital is transforming talent development, to meet the needs of an increasingly diverse, multi-generational workforce. Training providers must encourage students to use a variety of digital tools in their learning by incorporating these into sessions and assignments, so that students can become confident in navigating the digital space and apply these skills in the workplace.

¹Department for Education
²LinkedIn 2018 Workplace Learning Report

The apprenticeship levy was introduced in 2017 to support three million new apprenticeships, so young people can acquire the skills to succeed, with a focus on delivering more of the high-quality training that businesses value. Yet with the 2020 target approaching, apprenticeship starts are down by 31%¹ and employers are citing significant skills gaps in many sectors. For example, 50% of employers surveyed by the Open University in 2018 reported digital skills shortages².

Despite this, employers want to play their part in supporting the system and making the levy work. With practical collaboration between training providers and employers, apprenticeships can help to address the skills gap challenge by providing quality training for young people. Employers are always looking to get the best value for money from providers, so here are our tips for ensuring your training provision stands out:

1. Research the employer

Carry out in-depth research into the business and prepare a detailed training proposal, which will help to make a great first impression and show that you understand the needs of the business. Training providers should aim to mirror the business practices of the employer, with agreements, resources and documents being concise and easy to understand.

2. Collaboration

Establishing a service level agreement between provider and employer at the outset is an effective way of ensuring everyone understands their responsibilities. A goal-led guide about the training delivery will also help employers apply the apprenticeships to their business model.

3. Communication is key

Appointing a dedicated point of contact within the training organisation, with whom the employer can check on the progress of their apprentices, will help iron out any problems and address concerns. A close working relationship helps to build confidence between providers and employers.

4. Promotion and visibility

An increased online presence, including active social media accounts, will enhance your organisation’s visibility with employers. Make sure your website is simple, error-free and engaging. You could also use your ‘alumni’ apprentices to act as ambassadors for your organisation, which is a great way to show employers that you have been successful in delivering quality training previously.

5. Meeting standards

Training organisations should be able to show that their staff have the appropriate knowledge of the business sector they are working in. Providers should also be able to show the financial health of their organisation, compliance with equality legislation as well as adherence to health and safety regulations.

¹FE News
²The Open University Business Barometer 2018