Many small firms identify that they can derive real business benefits by recruiting a work experience participant. But this can often be as far as they take the idea, being unsure of how to go about it or worried that the student they take on will become more of a burden than a benefit.
However, the benefits of a work experience scheme are numerous and wide ranging. “Students bring a fresh perspective, up-to-date knowledge and enthusiasm for the work to a company,” says Liz Rhodes, Director of the National Council for Work Experience. “They can help balance heavy workloads and it can be an effective way to recruit graduates into smaller businesses.”
In turn students are keen to add value to their CV and seek out placements to acquire the workplace skills and experience which will give them a real advantage when looking for a job when they graduate. Some students have even found that they find a permanent position with their work experience provider. “We have seen work experience students lead to so much increased revenue at small businesses that the company has needed to create a new position, which the student has then gone on to fill,” adds Rhodes.
The NCWE offers the following tips for small business owners on how to set up and run effective placements:
Finding the right student
Overcome the nightmare scenario of recruiting the wrong person by drawing up a job description. Decide what needs doing, how long it will take and how much help is needed. Employers often think of work experience placements being full-time and for a number of weeks or months, but they can be part-time, permanent, temporary or run on a project basis
Reaching students
Advertise work experience placements with university careers advisory services, either with local universities or with those which are known for offering courses in your sector. Careers advisors can help match students to your criteria and are keen to pair students with the most relevant placements to advance their careers
Cultural fit
Interview as you would for any normal employee. This will ensure that you find a student who will suit your company and would be more suitable for long term employment, should a position arise
Equal treatment
The student should be treated the same as any employee, this means complying with appropriate legislation on fair treatment regardless of race or gender, for example. Students should have a contract of employment, clearly setting out working hours, their responsibilities and what is expected of them
Provide an induction
Ensure the student gets acquainted with the company and the staff, and has a clear brief of all the tasks that are expected of them. Make sure they have their own work space and access to everything they will need to complete the tasks
Plan and prioritise
Set realistic goals and objectives for the student to help guide their work and ensure it adds value to the company
Appoint a mentor
Assign a contact who can help guide the student through the placement and who can answer any questions they may have. Provide progress reviews, praise good performance and offer constructive criticism. Getting feedback from the student will help you identify training needs and move projects and work forward
Evaluation
At the end of the placement provide a two-way review of their performance. This will ensure that the student gets the most out of the experience and will allow you to assess the impact of the student‘s work on your business
Pay
Employers should pay work experience participants the minimum wage if they are doing work that they would otherwise have to employ someone else to do
Advice
Resources like the NCWE‘s Red Hot Talent Guide provide step-by-step guidance on all aspects of organising and running a successful work experience placement for small businesses, including legal requirements
For more information on providing an effective work experience programme, visit the NCWE‘s website at www.work-experience.org [1]