We are very proud to announce a transformative collaboration with the University of Kent's, Kent Business School. This partnership represents a significant leap forward in our mission to empower individuals with diverse learning journeys and career opportunities. The union between Not Going To Uni and Kent Business School is set to enhance awareness about apprenticeships and unconventional routes to success. By harnessing the collective expertise and resources of both organisations, the partnership aims to bridge the gap between education and industry, offering invaluable support to aspiring professionals. Our MD, Conor Cotton, expressed his excitement about the partnership, stating, "We are thrilled to embark on this game-changing collaboration with the University of Kent's, Kent Business School. Together, we are committed to revolutionising the landscape of education and career development. We are dedicated to facilitating meaningful connections within the educational and corporate industries. Through this collaboration, we aim to expand access to opportunities and pave the way for individuals to thrive in their chosen fields." This partnership signifies just the beginning of a journey towards greater innovation and collaboration in the education sector. Not Going To Uni and Kent Business School envision a future marked by continued collaboration and initiatives, fostering a dynamic ecosystem of learning and professional growth. We would like to extend our heartfelt appreciation to everyone involved in bringing this partnership to life. Together, we are ready to make a lasting impact on the lives and careers of countless individuals and we can't wait to see what this partnership has to hold. For more information about how you could work with us in a similar partnership style please email sales@notgoingtouni.co.uk .

Written by Emily Dujon, NGTU Customer Success Manager: Our NGTU Customer Success Managers are your friendly faces and main point of contact once you have decided to work with us and ironed out the finer details. We are introduced and are then responsible for managing the delivery of your attraction campaign and helping to support you in reaching your goals. As simple as it seems, there are many different elements of the job that make up a comprehensive skill set helping guide you on your recruitment marketing journey. Facing challenges We will work closely with your team and our specialists within NGTU to ensure the smooth running of your campaign. With your requirements in mind, we consider ways to assist with any challenges that may present themselves to the best of our ability. As with any recruitment campaign, there are potential pitfalls that any organisation may come up against, whether that be a niche sector, higher qualification requirements, tricky locations, or time restraints, it can all come into play. Luckily, it’s nothing we haven’t come across before and although there are no guarantees, the CS team can always suggest ways of getting over difficult hurdles from past experiences or new developments in our services. Reports that keep you informed Depending on the length of your campaign we will be sending through regular reports on your performance. We look for the KPI’s indicating something may need to be tweaked or refreshed. For example, with our managed social media ad campaigns, your creative may be coming across as inauthentic, too wordy or fatigued. We can offer suggestions for different platforms from our training on what we know tends to work best. These stat reports not only keep you up to date but give you a chance to look over the data we share, where you are able to glean gender, race and socio-economic status of your candidate pool, helping you analyse the data that matters to you. We can offer support and advice. We enjoy having catch up calls, if possible, to touch base with you. We know how busy the days can become, often turning into weeks or months, so it’s important to carve out some time to focus purely on your campaign, so nothing is left neglected. As mentioned, no problem is too big, for example, even if the agreed inventory becomes impossible to deliver for any reason, we will work with you to decide what our options are and how you can get the most out of your campaign. We often support with uploading roles when you do not have capacity within your organisation and if the requirement is unmanageable, we can offer automated solutions to ensure you can still showcase all of your great opportunities to our young audience. We deliver! Most vitally we ensure your inventory is booked in the initial phase and delivered on time. We know it’s crucial to target those key dates in your recruitment calendar, so you have enough time to build brand awareness and list those opportunities with enough time to scoop up the best talent. How can we achieve success together? With reciprocated contact we can consult you effectively, offer guidance on things you may need help with and build a good rapport, so we can learn and grow a great working relationship. We can’t stress enough the difference communicative engagement between us can make to the performance of your campaign as we have lots to learn from each other. Collaboration is key and we have long standing relationships with many of our clients that we hold dear. It’s no accident these campaigns go from strength to strength as we continue working together. Meet our NGTU CS Managers Naomi - Head of Customer Success I am Naomi and I head up the Customer Success team at Not Going To Uni. I started working here over a decade ago as a marketing intern on a placement year from university, continued working whilst completing my degree... and the rest is history! When finishing my A-Levels I was never exposed to all of the fantastic opportunities that exist outside of the university route which in turn has led me to have a real passion for what I do now. When I am not working, I am a mummy to a toddler (the highlight of being at work is being able to drink a hot coffee!). And when I have time to myself I enjoy shopping, spending time with family and friends and exploring nice restaurants! Emily - Customer Success Manager I joined the NGTU team before my graduation ceremony in 2015 receiving my bachelor's degree in English Language and Linguistics. Previous roles were in retail and the nightclub industry but I really found my feet and entered the working world at Not Going to Uni on the Customer Success team, capitalising on my best talent… talking! My experience of university and the lack of options presented to me at the time gave me a great perspective of what we are trying to achieve here at NGTU. ​ My interests include Yoga (recently qualifying as a teacher) and all round wellness. Also theatre trips whenever I can squeeze them in! What some of your clients think about our CS team "We have worked with Not Going To Uni for a number of years to support our apprenticeship attraction, with numbers growing year on year. Emily and the team have always been incredibly helpful and have always been on hand to offer advice/amendments for our roles and inventory. The system has always been incredibly seamless to use and we really value the partnership between Unilever and Not Going To Uni as one of our key attraction tools." - Dom Cowley - Future Careers Recruitment Specialist - Unilever “Not Going To Uni is an important advertising partner of ours. We have a strong relationship and work collaboratively to support the recruitment of our apprentices. Not Going To Uni provides great advice and guidance on our vacancy listings, use of inventory and campaigns. The CS team always delivers excellent customer service.” - Alicia Jdali, Babcock “We have found NGTU to be a great platform to promote apprenticeship vacancies. We receive a good number of applications on a monthly basis. The NGTU team is very supportive and whenever we require any assistance, they are always very responsive and helpful. The team is very good at providing clear guidance on how we can take full benefit of the package we signed up for to promote our apprenticeships” - Humayara Tarannum, HCUC We look forward to welcoming you on board 😊

2023 was a very successful year for Not Going To Uni, and we are heading into 2024 as a multi-award winning agency! We are looking forward to continuing building strong client partnerships and improving all of our services to ensure we are delivering high-quality early careers recruitment campaigns. NGTU Create Our production agency focuses on providing professional and creative content led solutions for employers looking to attract early careers talent. The services within this arm of the business include: Content shoot productions If your company struggles with asset creation, our team can run content shoot days, to include everything from planning, shooting and editing, to film high quality recruitment videos. These can then be used on YouTube, Meta, Instagram, TikTok, Snapchat and more! No matter the location, we can travel anywhere in the country to film your content.  Podcasts/Vidcasts We all know the popularity of podcasts and vidcasts with Gen Z and with this in mind, we have seen a rise in the demand for this production service as part of our NGTU Create offering. The team have  produced a number of podcasts  and vidcasts  for different clients over the past year, with lots more in the pipeline. The Create team can put together a podcast series just for you, it can be used to promote your opportunities, share inspirational stories, offer advice etc, the choice is yours! It’s a great way to engage with young people and even if they miss an episode, it will be available to listen on demand! Livestream Series Tap into key events in your calendar by running live stream sessions. Answer key questions on the minds of your audience - live and on-demand. Last year, we hosted many live streams for our clients  and partners . Not only do we run the live stream, but our Marketing team runs marketing campaigns to promote it before, during and after, which can include paid social advertising, influencer marketing, email marketing and organic social media. NGTU Social NGTU Social is a big part of what we do, as there are roughly 57.6 million active social media users in the UK. Engaging through these platforms enables us to reach a wider audience, which can lead to strong results and conversion rates if we are putting the right content out there. We can set up paid advertising on Meta, Instagram, Twitter, Snapchat, Google, YouTube and TikTok, with a budget that works for you. If your company doesn’t have the time or struggles to put the assets together, we can also do this part for you too. NGTU Inspire Recruiting the next generation of talent is a constant challenge for businesses. One innovative approach that has gained significant traction in recent years is using influencers for Gen Z recruitment. Our Gen Z network/influencers are primed to take and turn around briefs to create content quickly that will reach their followers. Because they're part of the NGTU network, they are well placed to provide career influence on TikTok, YouTube and Instagram. Advertise your opportunities on our website We’ve recently launched a new website , so you have the best experience possible when advertising your early career opportunities with us. Lots of new features have been added for you to utilise to get the most out of our jobs board: The ability to create a ‘register your interest’ section on your profile to collect data from students when you don't have any jobs live. Students will get added to your ‘talent pool’ when filling this out. Better data / number availability and access for statistics. Improved search functions to ensure students find your roles with ease. There is so much you can do with us to reach your targets, take a look at our  media deck  to see everything that is possible. If you want to work with a multi-award winning agency or have any questions about our services, please contact us by emailing info@notgoingtouni.co.uk  or calling us on 0203 691 2800.

Initiating conversations about emotional wellbeing with people within your organisation can feel challenging; you may feel out of your comfort zone, especially when it comes to talking with your younger employees. This can be further compounded by a lack of confidence and fear that we might say something ‘wrong’. You may have tried conversations like this in the past and have learned that it doesn’t always go according to plan, and that’s fine. Mistakes can lead to learning and growth, and will teach you that perseverance is key. By tackling these kinds of conversations you will have the opportunity to test out what works for you and hopefully it will help you feel supported when you are having discussions with a young person about mental health. Mental Health UK is a great resource when it comes to mental wellbeing, and we are delighted to share some information with you from a guide they’ve created. Top tips for opening up the conversation • Think about the setting: what else are they doing or going to be doing around that time? • Be respectful of their priorities - is now the best time? • You aren’t expected to have all the answers, you’re there to listen and guide them. Try not to panic if they share something which you weren’t prepared for. • Think of ways that you can discuss things without necessarily using labels like ‘mental health’ or naming conditions such as anxiety or depression as this might shut down the conversation. • Be transparent about what you are doing and why you are doing it. You might want to explain to them that this guide has been helpful for other people, and that it has ideas that you could explore together. • Listen out for anything worrying that you might need to act on and refer to our signposting advice in this pack for organisations that can provide specialist Support. • Read this guide before you use it, if you have the chance, and make notes. Exploring Mental Health Exploring the following concepts with a young person can boost their confidence in learning how to be mentally healthy. • Wellbeing: the state of being comfortable, healthy or happy. It’s important to highlight the transient nature of these states and how a positive mindset can be important. It’s also ok to have difficult emotions when times are hard. • Own potential: opening up conversations about someone’s potential can be really powerful. Young people may receive mixed messages about their skills and abilities, so it’s valuable for them to define these with the support of their loved ones. • Normal stressors: these are things that 95% of people experience. These are often seen as universal stressors, and might mean disagreeing with people, being stuck in bad traffic, or your phone running out of battery. It’s important to recognise that feeling stressed about these things is not a sign of mental illness. • Work productively : working as well as possible to achieve a goal. Help them to draw on examples when they’ve worked at their best. How did they manage to do that? What would be the signs they were working towards that again? Celebrating small steps Managing time can be tricky, and so celebrating small wins encourages motivation. Research has found that if you record your progress, even in some small way, it helps boost self-confidence. These are only just a few of the helpful tips about having discussions with young people about their mental health. To find out more tips and advice from Mental Health UK, read their guide now.

Not Going To Uni, the leading organisation dedicated to providing alternative pathways for young individuals seeking education and career opportunities beyond traditional universities, is proud to announce its strategic partnership with the Multicultural Apprenticeship Alliance. This collaboration marks a significant step forward in increasing diversity and inclusion within apprenticeship and skills programmes across various industries and sectors. The partnership aims to bridge the gap between talented individuals from diverse backgrounds and employers committed to building inclusive workforces. Not Going To Uni’s extensive network will now be seamlessly integrated with the Multicultural Apprenticeship Alliance’s mission to promote apprenticeship and skills opportunities for individuals from multicultural backgrounds. This collaboration to include Multicultural Apprenticeship Alliance patrons, reflects a shared commitment to creating equitable access to professional development opportunities. Not Going To Uni’s platform has been instrumental in guiding thousands of young individuals toward fulfilling and successful careers by showcasing alternative education and apprenticeship routes. In joining forces with the Multicultural Apprenticeship Alliance, Not Going To Uni is poised to expand its impact by specifically addressing the underrepresentation of diverse talent in apprenticeships. Through this partnership, both organisations will work together to provide resources, mentorship programmes and networking opportunities tailored to the unique needs of multicultural apprentices. This strategic partnership will also work extensively on influencing and transforming local, regional and national policy. Through leveraging Not Going To Uni’s expertise in alternative education pathways and Multicultural Apprenticeship Alliance’s commitment to diversity, the collaboration aims to unlock the full potential of individuals who may face additional barriers to entering the workforce. "We are thrilled to join forces with the Not Going To Uni to further our mission of empowering talent to find alternative pathways to success," This strategic partnership underscores our commitment to promoting diversity, equity, and inclusion and social mobility in apprenticeships and skills, ultimately benefiting individuals, industries and communities they serve." said Jagdeep Soor, Head of Strategic Partnerships, Multicultural Apprenticeship Alliance. ‘Not Going To Uni are delighted to be partnering with such a well versed organisation. We are very much looking forward to working with the Multicultural Apprenticeship Alliance on our aligned missions to ensure alternative routes to university are available to all students no matter their background.’ says Laura Dunne, Head of Marketing, Not Going To Uni. “Together, we embark on a journey to empower and uplift the next generation, breaking barriers and fostering diversity in education. This alliance signifies our commitment to providing unparalleled opportunities and support for underrepresented people as they navigate the path of apprenticeship and learning. It's not just a partnership; it's a collective vision for a more diverse and inclusive future.” said Safaraz Ali, Founder of Multicultural Apprenticeship Alliance and CEO of Pathway Group. As Not Going To Uni and the Multicultural Apprenticeship Alliance embark on this transformative journey together, they look forward to breaking down barriers, creating new opportunities, and reshaping the future of apprenticeships and skills provision for a more diverse and inclusive workforce.

Our Partnership Managers are responsible for finding a range of employers and training providers to advertise their early career opportunities on our website. They use their expertise of the early careers industry and knowledge of Gen Z to create bespoke campaigns for every client, to ensure all recruitment needs and targets can be met. Nerys has been working at Not Going to Uni for 7 years and has been on the sales team since 2018. She’s shared what a typical day looks like in her role, why she loves working in sales and some of the skills required to do the job effectively. ‘’I transferred to the Sales team from the Customer Success Team after one year of being at NGTU. Some of what I do now includes a lot of the framework from being in the Success team, such as having a strong relationship with my clients, with regular communication on both emails and video calls and always staying at least one step ahead! My Sales role includes a core set of clients and prospects to keep in contact with, where an email can turn into a discovery call. Here we will discuss challenges, goals and plans for the coming cohort/year ahead. I will spend time listening and asking more questions to the employer so I can get a full picture of the goals they have and suggest what inventory can help support their early career goals. Once the initial call is done, I go away and put together a bespoke proposal, which includes various options to best match the needs of our prospects and clients. This can include our website inventory and other services (NGTU Create & Social). We will generally have a check in call sometime after the proposal is sent to discuss which option works best for them, and once this has been agreed, we will send an order for their e-signature and return. Once this is back, one of our Customer Success Managers will be in touch with next steps, that includes a welcome call, where they discuss the inventory agreed within their campaign and the requirements for all aspects of their package. Throughout the campaign we keep in touch with our clients, ensuring everything is running smoothly and is on track. When I’m not speaking with upcoming prospects and clients, I go through my daily admin tasks and plan for the week ahead. It’s imperative I stay organised, so I can keep track of who I’ve spoken with, if I need to reach out to an existing client and keep them informed about new offerings that they could get involved in. Every month, I engage on LinkedIn and post about anything relating to early careers, Not Going to Uni and my own personal experiences that my network might find interesting. LinkedIn is really beneficial, as I search and contact future prospects. From time to time, I also like to attend B2C and B2B events, where I have the opportunity to have insightful conversations with students, parents, and career advisers who are needing next steps advice and guidance on what’s available to them after leaving school or college. I would say my key skills for this sales role are: Staying motivated Having a consultative way, not salesy! Problem solver Good listener and to listen a lot! Organised and methodical Enjoy forming working relationships and a real interest in helping others Good knowledge of the early careers sector Strong communicator and keeping in touch with clients and knowing how often to follow up without being a nuisance! Being creative in your thinking and addressing issues I love being in sales because I'm driven by goals, I love meeting new people and solving their challenges and I get such a good feeling when a client confirms to work with us. It's job satisfaction all wrapped up for me!’’ If you want to work with a multi-award winning agency to reach your early careers recruitment targets, please email info@notgoingtouni.co.uk or call us on 0203 691 2800 . You can also discover all of our services by viewing our media deck .

Written by Emily Dujon - Customer Success Manager at Not Going to Uni The Multicultural Apprenticeship awards have landed, and it showcased exceptional candidates nominated for extraordinary feats in their respective industries which has given NGTU a nudge to look at some of the providers we work with and challenge how they tackle diversity and inclusion in the workplace. We are proud to say one of our NGTU Ambassadors (Jainna Bhalla, co-founder of The Brown Girl League) won ‘judges choice’ this year, and she was recently APM accredited at the age of 20! We also saw some wonderful winners this year who we’re beaming to list off: Firstly, we have Alisha Kasobya from MBDA who was the Management, Legal & Professional Services (sponsored by Mindful Education) winner and Aymen Belkacemi from University College London (Multiverse) who was the Charity, Voluntary & Public Services (sponsored by NCFE) award winner. These pros are only in the early stages of their career and we’re so proud to be a stepping stone on the way to achieving their dreams. As we enter Black History Month there is never a more pertinent time to put the spotlight on organisations who are nurturing multicultural talent and actively initiating diverse hires. Obvious as it might seem according to an ongoing McKinsey report ‘The business case for diversity, equity, and inclusion (DE&I) is stronger than ever’ stating that ‘ In the case of ethnic and cultural diversity… in 2019, top-quartile companies outperformed those in the fourth one by 36 percent in profitability’. Illustrating that D&I is not only moral but a key component of a successful business. One of the ways an organisation can stumble at the first hurdle is by downplaying the importance of the hiring process within their recruitment teams. Unconscious bias is difficult to measure on a personal level, as human nature dictates that we gravitate to familiarity, which can breed a clone-like workforce. The danger with having such a like minded group is the lack of original, creative and innovative ideas that can only be birthed by those with different cultural experiences. When challenged, employers can ensure their job descriptions can be less bias and their hiring decisions can be based on a broader scope of knowledge and experience. Our long-time client HSBC says, ’ Our recruiting managers receive training on how to counteract potential biases when recruiting, and we take steps to ensure that we recruit people from a broad range of backgrounds’. Demonstrating that when the right methods are put in place, hiring can be made inclusive. As we know prestigious sectors have a stigma of having the same type of person at the top of the chain with the infamous glass ceiling, holding even those with the right credentials back from moving up the career ladder. According to a blog by SocialTalent (e-learning and hiring platform) Our long standing client, EY ‘are the first of the Big Four to assign full-time, partner-level leadership to diversity recruiting’. In their report they say that their ‘representation of women, and racially and ethnically diverse (R&ED) leaders in our top executive positions has remained constant’. Making EY, not only a highly sought after firm to work for, but somewhere that the culture is actively being affected by those being represented in leadership roles. A crucial aspect of having a D&I friendly work environment is also about community. A good employer will create a safe space where the voices of people from diverse backgrounds can be heard and empowered to making actionable change. Gladly we are seeing organisations like HSBC stating their ‘17 Employee Resource Groups are part of global voluntary networks that bring together colleagues with shared characteristics and common interests.’ Careersinracing- another established client- forwarded an amazing article written by Jithin Parammal Ambadi (currently part of British Horseracing Development Programme ) sharing that he is ‘helping to coordinate a diversity and inclusion event, aimed at engaging young people from ethnic minority backgrounds.’ Which is so vital in such a stereotypically elitist sport such as horse racing. In conclusion, the Multicultural Apprenticeship Awards have shone a bright light on the outstanding talents and achievements of individuals from diverse backgrounds in various industries. NGTU is thrilled to celebrate the success of Jainna Bhalla, Alisha Kasobya and Aymen Belkacemi representing the promising future of multicultural talent. And lastly, we applaud the organisations we work with actively seeking diverse perspectives to foster creativity and innovation.

Recruiting the next generation of talent is a constant challenge for businesses. As the professional landscape evolves, so do the methods for attracting fresh and dynamic candidates. One innovative approach that has gained significant traction in recent years is using influencers for Gen Z recruitment. In this blog post, we will explore why this strategy is not just a trend but a crucial tool for companies aiming to connect with and hire the Gen Z workforce. Understanding Gen Z Generation Z, born between the mid-1990s and the early 2010s, is the first truly digital-native generation. They've grown up in a world where smartphones, social media, and online platforms are an integral part of daily life. To effectively recruit Gen Z, you need to understand what makes them tick. 1. **Digital Savvy:** Gen Z individuals are tech-savvy, meaning they are always online and connected. This presents an opportunity for recruiters to reach them where they spend most of their time – on social media. 2. **Individualistic:** Gen Z places a high value on individualism and personal branding. They are more likely to connect with real people who share their values and interests. 3. **Authenticity:** Authenticity is a core value for Gen Z. They seek genuine connections and are quick to recognize inauthentic marketing efforts. The Power of Influencer Marketing Influencer marketing has become a dominant force in the digital age, and it's not just for promoting products or services. Here's why you should consider using influencers for Gen Z recruitment: 1. **Authenticity**: Influencers are seen as genuine and relatable figures. When they endorse your company as an employer, it adds an element of trustworthiness that traditional recruitment methods lack. 2. **Extended Reach**: Influencers have large and engaged followings, often within specific niches or industries. Partnering with influencers in your field can help you tap into a broader, yet highly relevant, pool of potential candidates. 3. **Targeted Approach**: Influencers can help you target candidates who are genuinely interested in your industry or organization. Their followers are often like-minded individuals who share similar career aspirations. 4. **Storytelling**: Gen Z loves storytelling, and influencers are master storytellers. They can craft narratives that make your company culture and job opportunities more appealing and relatable. 5. **Engagement**: Influencers excel at creating interactive content. This can include live Q&A sessions, virtual office tours, or day-in-the-life features that engage and resonate with Gen Z. Influencers in Gen Z Recruitment: A Practical Example Imagine you run a tech startup looking to hire Gen Z software developers. Collaborating with a tech-savvy influencer known for their coding tutorials and industry insights can be a game-changer. Here's how: - **Personal Connection**: The influencer already has a loyal following of aspiring software developers who respect their expertise. - **Authentic Recommendations**: When the influencer shares their positive experience with your company and job opportunities, it feels authentic and trustworthy. - **Interactive Content**: The influencer can conduct live coding sessions, showcase your company's innovative projects, and answer questions from potential candidates in real-time. Incorporating influencers into your Gen Z recruitment strategy is not just a smart move; it's a necessity in the digital age. To attract, engage, and hire the next generation of talent, companies must leverage the power of influencer marketing. By aligning with authentic voices that resonate with Gen Z values and interests, your organization can create a compelling narrative and stand out in the competitive job market. Don't miss out on this opportunity to connect with the workforce of the future.

We all know the popularity of podcasts and vidcasts with Gen Z and with this in mind we have seen a rise in the demand for this production service as part of our NGTU Create offering. The team have produced a number of podcasts and vidcast for different clients over the past year, with lots more in the pipeline. Our biggest podcast/vidcast to date is our work with the RAF on their ‘Find Your Force’ series, which will soon have 3 seasons, 2 of which are live and 1 of which is in the editing suite with our Create team. Our hard work on this podcast has seen us be nominated and shortlisted for 2 awards at this year’s Recruitment Marketing Awards and we couldn’t be more proud! What are the ‘Recruitment Marketing Awards and what have NGTU been nominated for? The Recruitment Marketing Awards continue to provide reward and recognition for excellence and professionalism in recruitment marketing and talent management. Not Going To Uni have been shortlisted at the 2023 awards for the ‘Audio’ and ‘Content Marketing’ categories! As mentioned above, so far, we have released two seasons of ‘Find Your Force’ with the RAF and season 3 will be coming very soon. The aim of this podcast / vidcast is to inspire and educate our audience about joining the Royal Air Force by providing them with inspirational stories by real people in the forces. Each episode features special guests discussing their very different experiences in finding their career in the RAF. The first two seasons have received over 1000 downloads which is extremely positive, and we are so excited to see the results for the third season, which is even bigger and better! Since filming the first podcast series, vidcasts have become a huge trend with Gen Z, which is why we made the decision to ensure Series 2 and beyond included a vidcast option for our audience too. The vidcast episodes in series 2 have had a very positive impact on the brand overall and we are extremely pleased to see how many people engaged and listened/tuned int. What was the marketing strategy behind the success of the RAF ‘Find Your Force’ Podcast Series? We ran a marketing campaign to promote the launch for each season, using multiple marketing channels to increase our reach and engagement with our audience. This included the following: Organic social media posts across Twitter, Facebook and Instagram. Paid social media advertising across Twitter, Meta, YouTube/Google and Snapchat. Sending emails to our database Creating a website dedicated to the RAF and their ‘Find Your Force’ Series, where you can listen and watch all of the episodes, find out more about life in the Royal Air Force and subscribe for the latest news about new podcasts, videos, and events. We are very proud to be shortlisted for two awards, this is only the start for the great work we do at NGTU, and as we look to the future we look forward to receiving more award entries with lots of our clients! If you would like to work with us and be a part of something ground-breaking, please email info@notgoingtouni.co.uk.

Having a side hustle or starting your own business can be a great way to earn some extra income, but it also gives you the opportunity to turn your hobby and passion into a career. Side Hustles have always been around but over the past few years they have certainly been spoken about a lot more, especially amongst the Gen Z generation!. According to Side Hustle Nation’s statistics , ‘In the UK, 42% of Gen Z and 39% of millennials report having a side hustle’. But what is it that has seen so many young people take an interest in running a side hustle? The pandemic is certainly a factor to take into account, this has seen a ‘new way of working’ introduced which has benefited entrepreneurs and side hustlers. Sumup recently published a blog, stating that ‘53% of all UK side businesses started within the last two years’. Being able to work from home during your working week gives you that extra freedom and time to get other things done, therefore instead of travelling to the office, you can spend it working on your other projects. Another reason more side hustles have started over the past two years is due to the cost of living crisis, as lots more people need that additional income to pay their bills. CV Library discovered that ‘60% of UK workers look to take on a side hustle in 2023’, the two reasons being job security and earning more money. Additionally, the help of technology has aided in the rise, having a side hustle or setting up a business is easier now than ever before! You can create free websites and even set up social media pages that are relevant to your target audience with just a few clicks of buttons. The use of AI has also become increasingly popular and a lot of people are using it to help improve and grow their businesses. In a recent article from TechRound , ‘More than a third (35%) of side hustlers have used AI tools to contribute to their business in some way, whether that be for generating social media copy (47%), conducting market research (41%), devising a social media strategy (39%) or researching competitors (30%)’. Another hot topic… How should you feel as an employer if your employees have side hustles they work on after hours? Employers can benefit from their employees engaging in other projects they are passionate about, it can improve mental wellbeing and employees can implement new skills learnt from their side hustles into their full time role. As long as it is manageable and your employees are not at risk of burnout, it’s definitely something that should be an open conversation. From working with young people and employers on a daily basis, we noticed there isn't enough support around side hustles and entrepreneurism, which is why we have launched the ‘ Side Hustle Network ’ with Gen Z Talks . Our goal is to provide that missing guidance, education and inspiration that is very much needed in today's world for anyone invested in the side hustle and entrepreneur world. To launch this new brand, we have two upcoming events that you can be a part of to help us raise awareness of and be a part of this new project! Side Hustles in the Corporate World Date: Thursday 14th September Time: 10am - 11:30am Location: Virtual Join us as we hear from 2 successful side hustlers about their journeys so far; as well as, 2 employers from the corporate world on how they are supporting young people with side hustles in the workplace. There will be plenty of networking opportunities available throughout the event. Me and My Side Hustle Date: Thursday 28th September Time: 6pm - 8:30pm Location: LinkedIn HQ, Farringdon, London Come along to an inspiring evening with 4 talented entrepreneurs. Discover their journeys and how they have set up their businesses for success. You will then have the chance to work in teams to take part in our 'Battle of the Business Basics' challenge before finishing the evening with some networking drinks! Having a full-time job and a side hustle can be challenging, however most people find it increases their life satisfaction and it can be extremely rewarding! Whatever the reason, we encourage employers to be supportive of any employees undertaking side hustles!

So, let’s talk ChatGPT, what even is it? According to an article from Research Gate (February 2023) it is ‘a conversational language model developed by OpenAI’ …’ trained on vast amounts of text data to generate human-like text’. A little scary right? Well, it seems as though the jury is out as to whether it’s a blessing or curse. ChatGPT is already being used very successfully for customer service agents, chatbots and virtual assistance for many organisations. But what does it mean for the future of early careers, online assessments, or applications? One of our biggest clients, BT, have mentioned it as something they have become acutely aware of in the last few months and are in the process of thinking of ways they can tackle the consequences of ChatGPT. In a recent article written by CityCV commenting on ChatGPT in recruitment, it mentions the pitfalls of candidates using AI to help form their CVs. Common sense tells you most interviewers will have your CV in front of them to refer to during your interview. As ChatGPT can come across as quite broad, it’s likely the candidate will be asked to elaborate, which leaves you in danger of being a deer caught in the headlights when you either don’t know what you’ve ‘written’ or have given false information about a skill. Perhaps not so drastically, you can simply be caught at application stage, as resume builder conducted a survey stating job seekers said 40% of employers were aware their candidate had used ChatGPT. However, it does go on to say this didn’t necessarily stop them from making the cut! This may particularly be good news for those who are neurodiverse. We know for the neurotypical, ChatGPT can be a good tool to save time and give some well needed inspiration. But for people who struggle to stay focused or have an additional challenge compiling essays this could be a lifeline. Not only when producing content but also consuming large blocks of text, ChatGPT is used to simplify oodles of text into more bite size snippets of information, making potentially intimidating research or application questions more accessible to those star candidates who have the right attitude and enthusiasm for the job. Digital Analytics platform Snowplow recently published a blog about a personal experience of someone with ADHD using ChatGPT, she says, ‘As a neurodivergent person, I’m not always the best at “reading the room” and I have a tendency to crack a joke at any given opportunity, so this is where ChatGPT comes in handy.’ It can help with setting the right tone for any scenario which can be difficult for anyone, especially people who are less experienced with a professional environment.’ Of course, this doesn’t speak for the majority and many employers might see this as ‘cheating’, since it doesn’t account for original thought or personal experience. It must be taken into consideration that it will never be able to authentically replicate personality or be completely original. A quick type into an AI bot will also never feel as well earned as painstakingly creating something plucked from your mind, together with your own thorough research. But it can’t be denied ChatGPT has its uses and is continuing to grow more and more intelligent by the second. In an article produced by Cambridge University, Dr Steve Watson (researcher) states ‘The challenge for educators is to probe its capacities and limitations and make it work for them.’ Meaning it’s here to stay, much like the dawn of the internet, whether we like it or not employers and educators will have to learn to work with it or fear being left behind.

In today's competitive job market, attracting top-tier talent is akin to navigating uncharted waters. Recruitment strategies of the past are no longer sufficient to lure in the best candidates. Enter recruitment marketing – an innovative approach that leverages the power of content creation to not just fill roles, but to build a robust pipeline of qualified candidates. In this article, we delve into the transformative power of crafting compelling content to bolster your recruitment marketing efforts. 1. Crafting Your Employer Brand Story Just as a brand story is crucial for a company's products or services, an employer brand story is equally vital in attracting potential employees. Content allows you to craft and convey your organization's ethos, values, and culture, giving candidates a glimpse into what it's like to work within your company. Personalized stories from current employees, day-in-the-life videos, and behind-the-scenes glimpses create an authentic narrative that resonates with potential candidates. An engaging employer brand story can establish an emotional connection and resonate with the right talent. 2. Establishing Authority and Thought Leadership Quality content doesn't just serve as a tool for attracting candidates – it also positions your organisation as an industry authority. Blog posts, whitepapers, webinars, and podcasts that address industry challenges, provide insights, and offer solutions demonstrate your commitment to innovation and growth. This not only attracts candidates who align with your forward-thinking approach but also opens doors for networking and collaboration opportunities. 3. Showcasing Career Growth Opportunities Top-tier candidates are not merely looking for a job; they are seeking a career. Content is an ideal medium to showcase the growth prospects and career pathways within your organization. Through case studies, success stories, and testimonials of employees who have advanced within the company, you can highlight the trajectory that awaits potential hires. Demonstrating a commitment to employee development and progression can set your organisation apart in the eyes of ambitious candidates. 4. Nurturing Candidate Relationships Effective recruitment marketing isn't just about attracting new candidates; it's also about nurturing relationships with potential hires over time. Content plays a pivotal role in this aspect. Regular newsletters, informative blog posts, and interactive social media updates keep your talent pipeline engaged and interested. When the time comes for candidates to make a move, they'll be more likely to consider your organization due to the consistent value you've provided. 5. Diversifying Content Formats for Broader Reach Not all candidates engage with content in the same way. Some prefer reading blogs, while others enjoy videos or infographics. By diversifying your content formats, you cater to a wider audience. A well-rounded content strategy includes written articles, videos, visual content, webinars, and even interactive online events. This diversity increases the chances of your content resonating with various types of potential candidates. 6. Enhancing SEO and Visibility Creating and sharing relevant content improves your organisation's online visibility. A robust SEO strategy ensures that your content ranks well in search engine results, making it more likely for potential candidates to discover your organisation. This organic visibility is invaluable in attracting candidates who are actively seeking opportunities and aligning with your industry. In a world where talent is the driving force behind innovation and growth, recruitment marketing powered by compelling content has emerged as a game-changer. It's not just about filling open positions – it's about building a strong foundation of prospective candidates who are excited about your organization. By showcasing your employer brand, establishing thought leadership, and nurturing relationships through diverse content formats, you create an ecosystem that not only attracts but retains top-tier talent. So, embrace the power of content and unlock the potential of recruitment marketing to take your organisation to new heights.