What do you know about Not Going To Uni? From our name alone, you might assume we’re about avoiding university, but that isn’t the case at all! We’re dedicated to providing young people with real choices beyond the traditional university route to help them make fully informed and supported decisions. Here are six things you might not know about us: 1. Founded by an 18-Year-Old Student:  Not Going To Uni began as the side hustle of a student who felt there should be more options available for young people. His vision to give others access to alternative pathways still drives us today, and we remain committed to keeping young people front and centre in everything we do. 2. We Support University Students Too:  Not Going To Uni doesn’t just focus on alternatives to higher education. We actually sponsor a university student group aimed at helping those already at university expand their opportunities beyond academics. Whether through extracurricular activities, part-time work, or volunteering, we’re here for students looking to enhance their university experience. 3. We Collaborate with Every Sector Involved in Apprenticeships:  We bridge the gap between young people and opportunities, working with schools, colleges, employers, training providers, and even universities to help people discover and access apprenticeship pathways. Our aim is to open doors to all possibilities, from hands-on apprenticeships to more academic or vocational training options and gap years. 4. 'Not Going To Uni' Doesn’t Mean 'No Degree':  The name doesn’t mean we’re against degrees. In fact, we help people find different ways to earn degrees, such as through degree apprenticeships. These allow individuals to gain real work experience while studying and earning qualifications at the same time. It’s all about providing alternative routes to success. 5. Our Team’s Diverse Experiences Give Us Unique Insight:  At Not Going To Uni, our team is made up of people who have taken different paths—some went to university, while others took alternative routes. This diversity allows us to see the benefits of both sides, and it gives us a broader perspective on how to support people facing the same decisions today. 6. NGTU Create: Award-Winning Gen-Z Content Creators:  Our in-house content creation team, NGTU Create, is passionate about making content that resonates with Gen Z. They’ve travelled to places like Dubai, Amsterdam, the Falklands, and Germany to create compelling, award-winning stories. This global reach reflects our commitment to staying connected with young people, both locally and globally. So there you go. At Not Going To Uni, we’re all about expanding the horizon of possibilities. Whether that’s through university, apprenticeships, or other alternative pathways, we believe everyone should have the tools and support they need to find their way.  If you want to find out more then get in touch with us!

In today's fast-paced digital world, traditional recruitment methods are no longer sufficient to capture the attention of Gen Z,. This tech-savvy generation, raised in the era of smartphones and social media, craves content that is engaging, authentic, and easily accessible. As such, businesses seeking to attract Gen Z talent to apprenticeships, entry-level positions, and beyond must embrace innovative approaches, and one powerful tool at their disposal is podcasts. Podcasts have surged in popularity over the past decade, with millions of episodes available on virtually any topic imaginable. For Gen Z, who often multitask and consume content on-the-go, podcasts offer a convenient and flexible way to absorb information while commuting, exercising, or simply relaxing. Here are several compelling reasons why incorporating podcasts into your recruitment strategy can be highly effective: 1. Authentic Connection: Gen Z values authenticity above all else. Unlike traditional advertising or corporate messaging, podcasts provide an opportunity for recruiters to establish a genuine connection with potential candidates. By featuring real employees sharing their experiences, insights, and career journeys, businesses can humanise their brand and resonate with Gen Z's desire for authenticity. 2. Education and Information: Many Gen Z individuals are still exploring their career options and may lack awareness of the diverse opportunities available to them. Podcasts offer a platform for recruiters to educate and inform listeners about various apprenticeships, entry-level roles, industry trends, and career pathways. By providing valuable insights and practical advice, businesses can position themselves as trusted mentors and guides in the eyes of Gen Z candidates. 3. Convenience and Accessibility: Gen Z is accustomed to accessing content whenever and wherever they please. Podcasts cater to this preference by offering on-demand access to audio content that can be streamed or downloaded at the listener's convenience. Recruiters can leverage podcasts to reach Gen Z candidates wherever they are, whether they're commuting to school, working out at the gym, or unwinding at home. 4. Engagement and Storytelling: Storytelling is a powerful tool for engaging audiences and capturing their attention. Podcasts provide a storytelling platform that allows recruiters to showcase the unique stories and experiences of employees within their organisation. By sharing compelling narratives of career growth, challenges overcome, and lessons learned, businesses can inspire and motivate Gen Z listeners to consider opportunities within their company. 5. Building Community and Networks: Gen Z values connections and community, both online and offline. Podcasts can serve as a platform for recruiters to foster a sense of community among listeners by featuring discussions, interviews, and Q&A sessions with current employees, industry experts, and alumni. By showcasing the vibrant culture and supportive networks within their organisation, businesses can attract Gen Z candidates who crave a sense of belonging. 6. Demonstrating Innovation and Tech-Savviness: Embracing podcasts as a recruitment tool demonstrates a company's willingness to innovate and adapt to emerging trends. For Gen Z, who are often early adopters of new technologies, this can signal that a business is forward-thinking and tech-savvy – qualities that are highly attractive in potential employers. In conclusion, podcasts offer a unique and powerful platform for businesses to attract the attention of Gen Z candidates and effectively communicate their employer brand and opportunities for apprenticeships, entry-level positions, and beyond. By leveraging podcasts to establish authentic connections, provide valuable education and information, and engage in storytelling, recruiters can position their organisation as an appealing destination for Gen Z talent. In an increasingly competitive recruitment landscape, embracing podcasts is not just an option – it's a must. The cherry on top of the cake here is that to make your life simple, Not Going To Uni can plan, film, edit and distribute your business podcast for you! Our NGTU Create team will work with you to create an engaging and captivating podcast from start to finish ensuring the content is of the highest quality and is suitable for a Gen Z target audience. To find out more please email sales@notgoingtouni.co.uk  and a member of the team will get back to you.

This workforce strategy is seen as a major turning point for care. It's at a critical time for a sector that still has a vacancy rate around three times higher than the wider economy. Soon to be 27% of the global workforce, Gen Z are the answer! The Workforce Strategy by Skills for Care, developed with the adult social care sector, outlines the current state, drivers for change, and future goals to build a sustainable workforce. Key points include the need for a unified strategy due to the fragmented nature of adult social care, the demographic changes necessitating workforce growth, and the challenges in attracting and retaining staff. Like the NHS Plan, the Workforce Strategy covers the next 15 years. Skills for Care’s latest data shows that we will need 540,000 additional social care posts by 2040 if the workforce is to grow in line with the increase in the number of people over the age of 65 in the population. That number is expected to grow most sharply over the next decade, so we will need 430,000 extra posts by 2035! A critical part of addressing these challenges is the recruitment of Generation Z! Soon to be 27% of the global workforce [World Economic Forum], this is a significant talent pool that we strongly believe can offer great value! Here’s why: Meaningful work is important to 8 in 10 of Gen Z [Global Web Index Report]. Learning and development are their top priorities [Deloitte Gen Z Report]. The Gen Z Trends Report by Global Web Index has some key findings - Gen Z over indexes compared to other generations: Motivated by helping others. Wanting to work in a place that challenges them. Passionate about their career progression. Growing up surrounded by technology means this generation could hold the key to solving some big challenges facing the adult care sector. The demand for talent is only going to increase in adult social care, so Gen Z is primed to help fill the gaps in demand. What do you think?

On Friday 26th July 2024 from 1pm - 2:30pm, join University of Kent Business School on this livestream for employers who want to upskill existing staff, increase productivity and attract new talent into their organisation. In this short afternoon livestream , we gather together the University of Kent Business School, some of their employer partners and students to showcase the wonderful world of Higher and Degree Level Apprenticeships. Increasingly, employers recognise that hiring apprentices at higher or degree level is an excellent investment. They can upskill their existing workforce, attract talented people, boost workplace diversity and fill skills gaps using their apprenticeship levy or government funding through co-investment.  What can you expect during the livestream? Here’s a rundown of the schedule. Session 1: 1 - 1:25pm Session 1 kicks off with a warm welcome from the University of Kent Business School followed by a dive into their Higher and Degree Level Apprenticeships. Session 2: 1:30 - 1:55pm You'll get to hear from employers about their experiences and how their partnership with the University of Kent has helped them engage and upskill their employees. Session 3: 2 - 2:30pm We then welcome a panel of students currently studying their apprenticeship. They share their experiences and how it's helped them develop their skills and added value to their career. You don’t want to miss this livestream, book your free ticket  now! Who is the University of Kent Business School? ‘’ Ranked among the top 30 business schools in the UK, our accreditations are the kite mark of our global excellence. Our Mission: we champion sustainable innovation through high-quality research and education impacting business and society committed to developing employable, ethical graduates who can make a difference. Our Vision: we aspire to be a centre of internationally excellent and world-leading research and a place of transformational learning we are a research-led school that puts its students first, engages with the professions and plays a proactive role in the region we envisage KBS as an international school that attracts global talent and develops partnerships with leading international business schools. our strengths in employability and student experience set us apart from competitors we have the potential to offer a unique experience capitalising on our location at the heart of Europe, linking up the UK’s economic heartland and the world’s financial hub to Europe’s political and cultural centres.’’

Employee engagement? Nice to have, or critical to the bottom line success of businesses? With Gen Z becoming a major part of the workforce in 2025, it's important to understand what it really takes to engage your Gen Z workforce in 2024. And we have the perfect person to join us on this topic. Josh is Co-founder, Senior Partner or the Work3 Institute and HBR Co-author or Employment is Dead w/ Deborah Perry Piscione. He's also a Work Tech Advisor, part of Harvard Innovation Labs, and International Keynote Speaker with APB. So we were super happy Josh found the time to talk Chris and Conor. Find out more about Josh here: https://www.linkedin.com/in/joshdrean/

We spend a lot of time talking about Gen Z and are fanatical about understanding the ins and outs of social media. All to help organisations change the way they engage and attract young people into the world of work. In case you missed it, here are the first episodes in our Employers Guide to Social Media series. Chris and Conor talk about the why, what and how of TikTok, Instagram and YouTube. These episodes are packed full of insights and advice to help you elevate your approach on these platforms. So put some focus time in your diary and get listening. And let us know if you have any questions.

In a recent discussion between Chris Le'cand-Harwood, Content Marketing Consultant, and Conor Cotton, Managing Director of Not Going to Uni, they delve into YouTube's decisive role in reaching and engaging audiences, especially for employer branding and recruitment. Is it one of the most underrated platforms in our sector? We think so. The Significance of YouTube YouTube, one of the original social media giants, continues to thrive with a staggering 2.49 billion monthly active users. This immense reach places it on par with platforms like Facebook and Instagram. In the UK, around 24% of YouTube users are between 16 and 24 years old, while 44% are aged 25-44. These demographics highlight YouTube's broad appeal across different age groups. YouTube's Untapped Potential for Employers Despite its vast user base, YouTube is often underrated in employer marketing and branding. Many organisations use it as a place to upload their videos without fully leveraging its potential. However, successful YouTubers run channels like TV networks, regularly creating content that resonates with their audience. This business model, exemplified by creators like MrBeast, showcases the platform's substantial financial and audience growth capacity. Engaging Content and High User Engagement YouTube's monetisation model offers significant earning potential for content creators, driven by the platform's high engagement rates. In the UK alone, children spend an average of several minutes daily on YouTube, totalling 23.1 hours per month globally per user. This extensive engagement underscores YouTube's importance in social media, often overlooked as merely a streaming service. Adapting to Trends: YouTube Shorts YouTube's introduction of Shorts, a direct response to TikTok and Instagram Reels, highlights its adaptability. With 1.5 billion monthly active users for YouTube Shorts, the demand for short-form video content is apparent. This innovation reflects YouTube's commitment to evolving with user preferences and trends. Practical Tips for Employers For employers looking to maximise YouTube's potential, here are some practical tips: Engage with the Platform:  Spend time on YouTube to understand popular content and trends. Diversify Content:  Move beyond traditional content like behind-the-scenes videos. Create educational and inspirational content that can engage and inform potential employees. Repurpose Content:  Adapt your TikTok and Instagram content for YouTube Shorts, ensuring it fits the platform's style and avoids watermarks. Utilise Live Streaming:  Leverage YouTube for live events and Q&A sessions, which can be done with minimal equipment. Highlight Employee Expertise:  Feature your employees' insights and experiences, similar to the work we've done with the Find Your Force podcast for the Royal Air Force . Learning and Entertainment Hub YouTube is also a central hub for learning and entertainment. It is the second-largest search engine globally and is often used for how-to content. Whether fixing a coffee machine or learning a new skill, users turn to YouTube for its practical, follow-along videos. So, get on to YouTube and find some inspiration. And see if your careers YouTube Channel is actually a YouTube Channel...or a place to house your videos. There's a big difference!

Engaging Gen Z on Instagram: A Guide for Employers Understanding Gen Z's social media habits is crucial in the quest to attract and retain talent. While TikTok often dominates conversations about engaging young audiences, Instagram remains a significant player. Chris Le'cand-Harwood and Conor Cotton from Not Going to Uni recently shared insights into Instagram's role in engaging Gen Z and provided valuable tips for employers. The Reach of Instagram Among Gen Z Instagram continues to be a powerful platform, especially for Gen Z. In the UK alone, there are 34 million active Instagram users, constituting a significant portion of the population. Among Gen Z, approximately 43% use the app daily. This statistic underscores the platform's relevance and highlights employers' importance in understanding and leveraging Instagram to connect with young talent. Daily Engagement and User Behavior Instagram ranks third among teens for time spent on the platform, trailing only behind TikTok. Unlike TikTok, which is designed to keep users engaged for extended periods, Instagram allows for quick check-ins and brief interactions. This makes it a versatile tool for engaging with Gen Z, who frequently use the platform to stay updated and connected with their interests. Leveraging Instagram for Employer Branding To effectively use Instagram to engage Gen Z, employers must adapt their strategies to the platform's unique features and user behaviours. Here are some practical tips: Embrace Visual Storytelling Instagram started as a photo-sharing platform and has evolved to include videos, Stories, Reels, Livestreams and carousels. Employers should use this to their advantage by creating visually appealing content that tells a story. This can consist of behind-the-scenes glimpses of the workplace, employee testimonials, and day-in-the-life videos. This content humanises the brand and makes it more relatable to potential recruits. Use Direct Messaging and Broadcast Channels One of Instagram's powerful yet often overlooked features is its direct messaging and broadcast channels. These tools allow for more personalised and direct communication with followers. Employers can use broadcast channels to share updates about job openings, events, and other opportunities. This approach helps keep the audience engaged and informed in a more intimate setting than the main feed. Learn from Consumer Brands Employers can take cues from successful consumer brands on Instagram. Recruitment professionals can gain insights into effective content strategies by studying how these brands engage with their audiences. For instance, fast fashion brands, supermarkets, and influencers often post content that resonates well with their followers. Observing and replicating these strategies can help employers create compelling content that engages Gen Z. Promote User-Generated Content Encouraging user-generated content (UGC) is another effective way to engage with Gen Z. This can include sharing content created by employees, such as photos or videos of their daily work experiences. UGC is perceived as authentic and trustworthy, making it a powerful tool for building a relatable employer brand. Cross-post content from Other Platforms If your company already creates content for TikTok or other platforms, consider cross-posting it on Instagram. Trends and popular content on TikTok often translate well to Instagram, albeit with some adjustments. This saves time and resources and ensures consistent messaging across platforms. Focus on Engagement, Not Just Reach While focusing on follower counts and reach is tempting, engagement is a more crucial metric on Instagram. Creating content that sparks conversations and encourages likes, comments, and shares is more valuable than having many passive followers. Engaged followers are more likely to become advocates for your brand and, ultimately, potential employees. Learnings Instagram remains a vital platform for engaging Gen Z. By understanding the platform's unique features and user behaviours, employers can create effective strategies to attract and retain young talent. Embracing visual storytelling, leveraging direct messaging, learning from consumer brands, promoting user-generated content, cross-posting from other platforms, and focusing on engagement are vital steps in building a compelling employer brand on Instagram. Adapting to the evolving social media landscape and leveraging platforms like Instagram is not just about following trends but about meaningfully connecting with the next generation of professionals.

Understanding and Engaging Gen Z: The Power of TikTok In today's digital landscape, understanding and engaging Gen Z is crucial for employers looking to attract and retain top talent. Gen Z are not only tech-savvy but also have distinct preferences and behaviours, especially regarding social media. One platform that stands is TikTok. Chris Le'cand-Harwood chats with and Conor Cotton [MD of Not Going to Uni] about how Gen Z use TikTok and share some valuable tips for employers. The Growing Influence of TikTok TikTok, owned by ByteDance, has become a social media powerhouse. In the UK alone, nearly 23 million users are aged 18 and above, with a significant proportion between 18 and 34. This platform's reach is not limited to entertainment; it has evolved into a multifaceted tool that influences everything from music charts to financial advice. TikTok as a Learning and Information Hub Contrary to the perception that TikTok is solely a platform for dances and music, it has become a vital source of information and learning for Gen Z. For instance, TikTok is the second most popular place for under-25s to seek financial advice and follow parents and family. This shift underscores TikTok's role as a significant educational resource, providing insights into various topics, including personal finance, fitness, cooking, and news. The Power of Trends and Authentic Content One fascinating aspect of TikTok is its ability to revive old songs and trends. Songs released decades ago can re-enter the charts thanks to their resurgence on TikTok as trending sounds. This phenomenon highlights the platform's ability to breathe new life into forgotten content and showcases the power of trends. Moreover, TikTok serves as a modern news outlet. Users can get real-time updates on world events directly from those experiencing them. For example, during the storms in Dubai in April 2024, many users shared their experiences, providing authentic, first-hand accounts of the situation. User-generated content (UGC) is often seen as more trustworthy and relatable than traditional media sources. Tips for Employers to Engage Gen Z on TikTok Given TikTok's prominence, employers must understand how to leverage this platform to engage with Gen Z. Here effectively are some practical tips: Understand the Ecosystem To engage Gen Z, employers must immerse themselves in the TikTok ecosystem. Creating an account and spending time on the platform allows you to understand the content that resonates with this audience. It's essential to move past any preconceived notions about age and embrace TikTok as a valuable tool for engagement. Leverage In-House Talent Organisations likely have employees who are already active on TikTok. Engaging these individuals can provide insights into the platform and help create authentic content. This approach leverages their expertise and empowers employees, making them feel valued and involved. Create Authentic and Relatable Content Behind-the-scenes content is viral on TikTok. People enjoy seeing the authentic, unpolished side of organisations. Sharing day-in-the-life videos, company events, and employee stories can help humanise your brand and make it more relatable to potential recruits. Utilise Existing Content If your company has podcasts, live event footage, or brand videos, repurpose this content for TikTok. Short, engaging clips tailored to the platform's style can extend the reach of your existing material and engage a broader audience. Encourage User-Generated Content Encouraging employees and even customers to create content related to your brand can amplify your reach. User-generated content is perceived as more authentic and trustworthy, making it a powerful tool for engagement. Learnings  TikTok is more than just a platform for entertainment; it is a dynamic tool for learning, staying informed, and connecting with others. For employers, understanding and leveraging TikTok is crucial for engaging Gen Z. By immersing in the platform, utilising in-house talent, creating authentic content, repurposing existing material, and encouraging user-generated content, employers can build a meaningful presence on TikTok and attract top talent from the Gen Z cohort. Embracing TikTok is not just about following trends but understanding and connecting with the next generation of professionals in a way that resonates with them.

We love diving into the data to help organisations understand Gen Z talent and, in turn, give them the best chance of attracting and retaining them. And we weren't surprised when we saw statistics like these: There were 66.3 million internet users in the United Kingdom at the start of 2024 [97.8% internet penetration]. The UK was home to 56.2 million social media users in January 2024 - that's 82.8% of the total population. Nearly 89 million mobile devices were active in the UK in early 2024 [that's 131% of the total population!]. Almost all (98%) UK adults aged 16-24 now have a smartphone. The average amount of daily time spent online is 3 hours and 41 minutes. 18–24-year-olds spend the most time online, at 4 hours 36 minutes a day. Sources: DataReportal 2024; Uswitch 2024, Ofcom 2023 These numbers are significant and do a lot to show how much the online world plays in the lives of the people employers want to reach. They're on social media, they're messaging friends, they're consuming entertainment and news, and they're gaming. What does this mean for attracting Gen Z talent into your organisation? It means a lot! By understanding how Gen Z communicates with others and where they spend their time, you can build attraction campaigns that fit in and amongst their day-to-day lives. We decided to ask our Gen Z community to share their screen time reports on their phones. Here at Not Going To Uni, we are in a privileged position to reach thousands of people looking at what their career options are after they leave education. And we have an active group of NGTU Ambassadors who create content for us and give us some valuable insights! So we decided to contact them to find out how they spent their time on their mobile phones. There's nothing like a screenshot of your screen time report to dive deep [try it yourself and you may be surprised about your own mobile usage!]. This gave us a view into two valuable behaviours: ✅ Time spent on their mobile phones ✅ Which mobile apps they used the most We had a great response with our WhatsApp Group pinging within minutes with their screenshots. And here's what we found! Time spent They spend a lot of time on their phones! Total screen time in a week varied from just over 9 hours to a massive 60 hours and 51 minutes! This means daily averages range from 3 hours to nearly 11 hours. When we look at the time split by category, we see social media coming out on top but also entertainment, information and reading, creativity, productivity and finance, and travel. Most popular apps After we saw how their time was split by category, we dived into which apps they spend most of their time on. TikTok noticeably tops the lists of many, and Instagram, WhatsApp, and YouTube stood out as other apps that took up a lot of their online consumption. While we do see the Safari web browser feature, it's very telling that this is crowded out by social media, messaging, and music apps. So while organisations spend thousands of pounds on Google Search Engine Marketing Campaigns, Gen Z mobile phone users are on other apps instead! Our key takeaways While this is a snapshot into the screen time world of some of our NGTU Ambassadors, it does give you some valuable pointers: ✅ A lot of time is being spent on mobile phones - this is a potential issue as Gen Z tries to decrease their time on screen. But there's an opportunity to help them spend quality time on screen by giving them content that helps develop their understanding of their career options and the world of work. ✅ TikTok, YouTube, and Instagram are too big to be a bit-part in your talent attraction - what are you creating for these platforms [and their users!]? And are you paying as much attention to these platforms as Gen Z is? ✅ The popularity of messaging means a lot of communication is happening behind closed doors - people spend a lot of time messaging their friends, families, and colleagues. This isn't public in the same way as TikTok, Instagram, or a YouTube post or comment is, but activity in the DMs [Direct Messaging] is a big deal. In fact, Instagram noticed this and has created Broadcast Channels for brands and creators who can send WhatsApp-style messages to subscribers. So make sure your content is good enough for Gen Z to share with others in the DMs. ✅ Snapchat still has a role to play - For all the talk about TikTok, it can be easy to forget about the original disruptor - Snapchat. It still enjoys a small but loyal following who find great value in direct messaging their friends. So there you have it. If any of this resonates with you or you want us to do more articles like this then let us know. And we're happy to dive deeper into the insights with you if you want a bespoke insights report built by our team! Our community is highly engaged and more than happy to help employers with their views and experiences.

In today's dynamic job market, attracting and retaining top talent is a priority for businesses across industries. With Gen Z entering the workforce in growing numbers, organisations must adapt their recruitment strategies to effectively engage this unique cohort. Whether hiring for apprenticeships, entry-level positions, or beyond, implementing best practices tailored to Gen Z can help companies identify and secure the next generation of skilled professionals. Here are some key strategies for successful recruitment: 1. Embrace Digital Channels: Gen Z has grown up in a digital age, making online platforms and social media indispensable tools for recruitment. To reach this tech-savvy demographic, leverage digital channels such as TikTok, YouTube, X, and Instagram to promote job opportunities, showcase company culture, and engage with potential candidates. Additionally, ensure that your company website is mobile-friendly and optimised for easy navigation, as Gen Z predominantly uses smartphones for job searches. 2. Authentic Employer Branding: Gen Z values authenticity and transparency in the workplace. Use your employer branding efforts to showcase the unique aspects of your company culture, mission, and values. Share employee testimonials, highlight diversity and inclusion initiatives, and provide insights into career growth opportunities within your organisation. Authenticity builds trust and resonates with Gen Z candidates who seek meaningful connections with their employers. 3. Offer Flexibility and Growth Opportunities: Flexibility and career advancement are top priorities for Gen Z candidates. When crafting job descriptions and recruiting materials, emphasise opportunities for growth, skill development, and work-life balance. Highlight any mentorship programs, training initiatives, or rotational programs designed to support the professional development of entry-level employees. Additionally, be open to flexible work arrangements, such as remote work options or alternative scheduling, to accommodate the preferences of Gen Z candidates. 4. Streamline the Application Process: Gen Z values efficiency and simplicity, especially when it comes to job applications. Streamline your application process by minimising unnecessary steps and eliminating barriers to entry. Provide clear instructions and guidance throughout the application process to ensure a positive candidate experience from start to finish. 5. Prioritise Diversity and Inclusion: Gen Z is the most diverse generation in history and places a high value on inclusivity and equality. Prioritise diversity and inclusion in your recruitment efforts by actively seeking out candidates from underrepresented backgrounds and fostering a welcoming and inclusive workplace culture. Showcase your commitment to diversity through targeted outreach, inclusive language in job postings, and partnerships with diversity-focused organisations. 6. Engage Gen Z Through Personalisation: Personalisation is key to capturing the attention of Gen Z candidates. Tailor your recruitment messages and communications to reflect the interests, values, and preferences of your target audience. Use data-driven insights to segment your candidate pool and deliver personalised content that resonates with each individual. Engage with candidates on social media, respond promptly to inquiries, and provide timely feedback throughout the recruitment process to demonstrate your commitment to their success. By implementing these best practices, businesses can effectively attract and hire Gen Z talent for apprenticeships, entry-level positions, and beyond. By embracing digital channels, showcasing authentic employer branding, offering flexibility and growth opportunities, streamlining the application process, prioritising diversity and inclusion, and engaging Gen Z through personalisation, companies can position themselves as employers of choice for the next generation of skilled professionals. To find out more about how Not Going To Uni can help you reach your early careers recruitment goals please email sales@notgoingtouni.co.uk .

Written by Satwika Saran - NGTU Ambassador and HR Rewards Apprentice at Samsung Electronics Navigating the relationship for a line manager with a new apprentice can be tough, especially if you don't have experience managing young talent before. It is important to highlight that an apprentice is not the typical intern, if you have worked with a placement student or graduate before. Unfortunately the achievement rate for apprenticeships in 2023 was just 51% according to Skills and FE Minister Robert Halfon MP, and a large proportion of apprentices are still dropping out due to lack of support and adequate training. Here are 7 tips from some of the most experienced industry professionals at Samsung Electronics - to keep in mind for managing and maximising the potential of an apprentice in your team: 1) Educate yourself Do you know what an apprenticeship actually is? Do you know the framework and standards your apprentice is working towards in their particular subject? Apprenticeships are still misunderstood in the sense that a newbie will be recruited in an organisation, and you will have to spend a lot of money, resources and 1-2-1 training for it to not have a sufficient return on investment. However, for most larger organisations, apprenticeships are structured programmes to help an individual upskill, and is paid for by the levy. You need to invest the same one on one support you would with any new recruit in the business. Apprentices must have 20% integrated in their working hours to study and complete other "off the job" hours. They typically enrol on to a qualification or degree, alongside completing the apprenticeship element of the programme. The final months of an apprenticeship is the End Point Assessment (EPA) where the apprentices is examined to ensure they are professionally competent for their role. Before enrolling your apprentice on to a course, know their learning styles. Would they prefer an in-person course, blended or completely virtual? Is it day release or block release? It is really important as a manager to ensure you know the training provider, qualification and course content of the apprenticeship. 2) Be mindful about their time It's really easy to forget that apprentices are juggling their day to day work with studying, projects, assignments and exams. Make sure you are giving them enough time and brain-space to do both. Ask your apprentice to put on their "out of office" when they are doing their off the job hours. It is useful to map out a timeline with their most important study as well as work deadlines on a monthly basis. Integrate this with their development goals and share a timeline with your team. Having this visibility means your apprentice is less likely to be disturbed during their study hours. 3) Be patient - don't compare! As mentioned, apprenticeships are different to placements and graduate programmes. Many young apprentices haven't had the experience to move away from home for university.  This means it could be the first time they have relocated, or it could be their first ever job. As a result, it may take them a bit longer to integrate with the work environment than more experienced entry level roles. However, once they have grabbed the ropes, the development of apprentices is accelerated as not only are they learning new skills on the job, they are also applying theoretical knowledge from their studies directly back into their role. 4) Give clear feedback Feedback is essential to develop anyone in their role. As a manager you should allocate time for regular 1-2-1s with your apprentice to answer any questions they may have about tasks. Likewise, actively seek feedback on your management style, or processes that can be improved within your team. You should give them constructive feedback with real examples to illustrate what is expected for a task in terms of performance,  including advice on how they may be able to exceed their performance goals. 5) Don't underestimate their capability Even though it could be the first job for many apprentices, it doesn't mean they are any less capable or intelligent than the rest of your team. Boost your apprentice's confidence by creating opportunities for them to share their experience and learnings. Don't be afraid to give them additional responsibility when they have settled into their role. Regularly recognise them for showcasing company values, behaviours and shine the spotlight on their special achievements! 6) Be open to embrace new ideas Recruiting an apprentice in your organisation is a great way to get a fresh perspective on your processes, as there could be more efficient ways to do things. Make sure you encourage their new ways of thinking and approaches. It is important to make your apprentice feel very comfortable in questioning everything they and the team do, in order to maximise their creativity. 7) Network with other managers Apprenticeships are constantly evolving and there is a lack of understanding in how they work. Moreover, programmes can vary in quality depending on training providers and courses. Discuss your experiences with other managers in the same boat as you, including your wins, leadership styles and challenges in order to improve the experience for your apprentice and organisation.