Feedback so far

A Response to Points Made so far

Following my open letter, there are a number of points from feedback, members and others have given to me so far, and I would like to respond to these, and offer some more points for discussion.

Firstly, that our forum seems to be dealing with too many issues at once. According to one member, it seems to be trying to solve many different issues to with many different groups of people. And in response to this, I will say, there is only one issue that this forum is here to deal with: the creation of jobs and career opportunities.

However, the need for opportunity is so universal, and affects many different groups of people, in many different ways, that there are potentially hundreds of issues to discuss. Therefore, I have narrowed it down to 3 areas, but the reason why I have chosen to discuss all 3 of these ways to create opportunities - knowledge transfer, skills and qualifications and job creation - is because dealing with any one of these aspects by itself would only solve part of the problem.

It is all very well being qualified and assessed on a course, for example, but where is the job at the end of it? It is all very well having a job, but what about the innovations (and skills) needed to create new opportunities in that industry? And it is all very well wanting to start a business - and create jobs in the process - but what do you make or sell, and who do you hire who is willing to work in a start up, for long hours at low pay?

All these areas are linked, and in many ways, the issues overlap one another: hence I have deliberately expanded the scope of this forum, to consider how the challenges in each area affect the other two, and what kind of co-ordinated solution we can find to resolve them.

So what I plan for eventually, is to have 3 teams of people in effect, who are dedicated to dealing with each of these aspects of our forum. They would look at the challenges faced by each group of people - the students, the NEETs, and the adult entrepreneurs - and find ways to create opportunities for them, as per the plan in my open letter.

Dedicated and experienced volunteers, could in time become trustees for Let's Build Bridges, enabling it to become an Unincorporated Association. They would be helped by volunteers in each field, who believe in jobs and career opportunities for the people they are helping.

And so I would like to give you a brief update on each area so far:

Student Opportunities

One project I have been focusing on right now for student opportunities, is the GMTG Performing Arts Group: an online networking group on Linkedin, to engage performing arts students, artists and creatives, and including members and Alumni of my university's Guild Musical  Theatre Group. This online group is now approaching nearly 50 members, and includes a wide range of full time arts professionals, performing arts students, and arts enthusiasts, both young and adult:

https://www.linkedin.com/groups/8342825

The group is gaining momentum, with artists and creatives coming forward to join it, and I believe we can now offer some real connections and career opportunities, to students and adults who are looking for careers in arts and entertainment.

That is why I have proposed a Question and Answer session between all members, and have been speaking with our student engagement officer about how this might be done:

http://jamesperformingarts.blogspot.co.uk/2016/01/q-and-a.html

It may not yet be possible to hold such an event, until the group gains more members. We still need key leaders from each generation of Alumni to come forward. And as always, it is difficult to get so many people on different schedules, to meet at the same time and place.

But all the same, I believe that this group presents a very good opportunity to arts enthusiasts, and the success of its members is clear proof to the business community, that the performing arts is in fact a valid profession for our students to learn. And it is my hope, that this group will set an example for other student-Alumni networking groups to follow.

NEET's

With cut backs being made to your services in the UK, this is likely to damage the opportunities of disadvantaged young people (or 'NEETs' as we know them over here). Therefore, I think that Kevin Field's digital badging system, could be one way to compensate for this loss, by helping NEETs in a new way. Qualified assessment of all skills and abilities is still the best way forward, and I believe that once qualified, this digital system could then be used to flag newly qualified NEETs to potential new employers.

A good place for us to try this, would be in the borough of Tower Hamlets in London. As one member of this group has told me, London has a higher number of 18-24 year olds who face challenges to finding employment, compared with the rest of the UK. There are of course, schemes in place to help these disadvantaged young people. But there is not yet one that I have found, where NEETs are fully assessed and qualified, according to their prior learning and skill level. The flaw seems to be that although employers may offer traineeships, they don't have to award certificate qualifications to candidates, at the end of every course. Another challenge, is that the focus is only on getting the NEETs onto their chosen career path. This is fine: but I also think that if NEET's qualifications and grades were made to reflect all of their skills, it would allow them to overcome their disadvantage, by demonstrating their worth to future employers. And a few extra certificate qualifications may not seem like much, but they might be the vital step up a disadvantaged candidate needs, to land a new job.

So I would like us to consider using full qualified assessment, and the digital badging system for young people in the Tower Hamlets borough, and welcome the chance to discuss this with members of our group.

Adult Entrepreneurs

Thanks to the entrepreneurs I have spoken to, for their feedback. Regarding the Gorilla Database: there are many innovations from the universities that could be used for new products and services, but entrepreneurs from business start ups who used them, would have to reassure the universities' leaders, that these would not disrupt the market. This would mean careful planning and market readiness for the launch of new products and services.

My response to this issue is: surely the current patents from graduates' innovations have already had to undergo such a process? They have surely had the same opposition from potential competitors from within the marketplace, and have had to be released, following careful negotiations between the universities and the large organisations.

And by that logic, I see no reason why we shouldn't also consider using the innovations of graduates whose unread theses and PHD's have not yet been made into products or services. Surely entrepreneurs could negotiate with the same contacts at the universities, to use these innovations? This will need some thought, and I will be in contact with several universities about the use of their masters graduates theses, to make new products and services.


Of course, the universities are one possible source for innovations. There are plenty of entrepreneurs who have their own ideas, and make successful businesses from them. But I believe that if entrepreneurs are looking for inspiration, that there are enough unread theses at each university in the world, for potentially hundreds of new innovations for enterprise.

The next challenge for start ups, would of course be funding. As one entrepreneur said to me: there are many 20-30 something people who would like to start a business, but who need someone else to invest in them. They may need Angel investors, or Venture Capitalists, but I am also wondering about older entrepreneurs, who as my friend have said, have made their money over the years, and are now looking for potential new ventures or challenges to take on. These people might make useful investors, if they get together with the other entrepreneurs, to help fund their projects.

Summary

These are the points from feedback so far, and they will help Let's Build Bridges to develop our long term plans.

So if there are any people you know, who are passionate about the need for opportunity, please tell them about our forum, and invite them here to be a part of it.

Best Regards

James M

Founder

An Open Letter to All

An Open Letter

To all members of the forum, and readers online. Instead of the usual updates, for January and February, there is something I would like us all to consider.

As you may know, and as part of the plan for this forum, I am looking towards long term developments, and believe that Let’s Build Bridges can function, ultimately, as a charity, to help the jobs and career opportunities of young people and of adults. If you are a group member on our forum’s Facebook, Linkedin, or Google+ pages, you are under no obligations of course: associating with this forum does not bind you to it in any way, and you are welcome to contribute whatever you feel is appropriate, for your level of interest in our forum.

You have all responded to my various invitations, to join this forum, and as you will have seen, the members of our forum are from many different professions and backgrounds. But essentially, our main aim has always been about finding ways to create new opportunities for people. We all believe that there should be more opportunities for young people and adults. And with the combined talents and experience of this group, I believe we have the right combinations of experience, the skills and the knowledge, to make this happen.

What I am looking for now, is for like-minded people you would recommend, who are interested in growing this project and taking it to the next stage in its evolution. After some development, I would like Let’s Build Bridges to become an unincorporated charity. You, the existing members would be more than welcome to continue following what we do as before, but you may know people you could recommend, who would become its trustees.

To recap what this forum is here to do, Let’s Build Bridges was founded to consider ways of helping the opportunities of three groups of people. They are:

·         Students

·         Disadvantaged young people (known as ‘NEET’s’ in the UK)

·         Adult entrepreneurs

By aiming to help each of these groups, I believe we are enabling the core values of opportunity. These are:

·         Knowledge transfer

·         Skills and Qualifications

·         Job creation

With this in mind, the forum’s objectives are:

Student Opportunities

·         To ensure that all students are given work experience, as part of their higher education

·         To encourage student-Alumni networking across all industries and professions

·         To make student work experience a two-way process, allowing students to pass on their innovations, and receive mentoring and coaching for their chosen industry in return.

NEETs

·         To ensure that the skills and abilities of all 18-24 year olds, not in education or training ('NEETs'), are recognised and reflected by their grades.

·         To do this by ensuring that all NEET’s are offered a full qualified assessment of their skills and abilities.

·         To enable this by making full qualified assessment an integral part of every youth service.

Adult Entrepreneurs

·         To empower all adults who are wanting to start a business of their own, or be part of one.

·         To combine innovations, entrepreneurs, and a variety of both skilled and unskilled participants, to create new businesses.

·         To use business start-ups as a means of job creation for adults, and for young people.    

These are the three main areas of the forum’s discussions, and what I plan to make into the 3 areas of Let’s Build Bridges’ operations. But of course, this is a team effort. And while I am passionate about opportunity, there are of course, many others who have original ideas about how to create opportunities for people’s jobs and careers.

In many ways, i think we all underestimate the need for opportunity. Time and again, i have seen the effect of frustration on individuals, who are made to feel jealous of others success, because of a missed opportunity. Indeed, a great many social ills, from bullying to crime, can be traced in some form, right back to a lack of opportunity. Jobs and careers play an important part in people s lives, and by enabling them, we can help both young people and adults enjoy the opportunities they have.

So if you know anyone who is passionate about the creation of jobs, and/or careers, in the ways described above – among your colleagues, contacts, or friends of friends – then please do put them in touch with me, on the details below, or invite them to this forum, and with their help, and your interest, we will take Let’s Build Bridges to the next stage in its development.

Best Regards

James Megarry LLM, LLB, LCM

Founder

Let’s Build Bridges

Email: Jamesmegarry@hotmail.com


Links:

Linkedin: http://www.linkedin.com/groups/Lets-Build-Bridges-5133737?trk=myg_ugrp_ovr

Facebook: https://www.facebook.com/groups/419487984829959/

Google + : https://plus.google.com/communities/112411370806442294141

Blog:  http://letsbuildbridges.blogspot.co.uk/

No Regrets - Why We should not need to look back

One of the most important reasons for this forum, is to make sure that my fellow adults and today's generation of young people, are making the most of the opportunities in their lives. Time and time again, I have met adults who feel they have not done this, and as the saying goes, it is what we don't do in life that we regret the most. We need to make sure that the young people of today are given the best opportunities possible, so that by the time they have become adults, they will not look back with regret, at the career choices they have made.

Teachers understand how important it is, to give young people the best start in life. Who you are now affects how you will be in years to come. As we say at my old university, the students for example, are the 'leaders of tomorrow.' So what kind of a future do we want to give them? And the same goes for disadvantaged young people. Just because they face challenges, should not stop them from having good careers: but of course, they need to be given the right opportunities for this to happen.

And to my fellow adults: I would say that for us, we need to be able to look back with satisfaction on our lives, and know that we used our experience, to make the most of the opportunities around us. It is when we don't do this, that we succumb to something of a pandemic in today's world: the midlife crisis.

The midlife crisis might seem laughable to anyone under 30, but I can assure you, it is no joke. You begin to realise that time is passing you by, and that old friends now even have grandchildren. Then it hits home. We wake up one day and think 'what happened to my life?' It is true that relationships play a big part in our past regrets. But equally, something I have noticed, is that time and again, a missed career opportunity, is what my fellow adults regret the most.

If we adults are honest here, as this classic Star Trek moment illustrates: one of our greatest fears is this:

https://www.youtube.com/watch?v=LHoPLhpw2g4


But it doesn't have to be this way. We have the power to change that. My fellow adults have years of experience, and if we get properly organised, can co-ordinate our efforts to create some amazing opportunities for ourselves, and for the young people of today. We need to do everything we can to make this happen. You only live once, and it is important that both young people and adults, have the jobs and the career opportunities they need to live a good, fulfilling life.

So let's make this happen.

A Question of Value

Employment References - How We Can Streamline the Process

It's a familiar story. A third party organisation's administrator calls up to request a reference letter, to confirm that a former employee worked for my client's company: the dates of her employment, job title and reason for leaving.

I then get work checking the former employee's file, extracting the information and putting it on a letter, to send to the requester. A routine process for all pre-employment screening, for new starters within an organisation: and the third party administrator needs an employment reference for theirs. I go through the process and issue them the reference.

But then I notice something odd. Our own new starter team, who are carrying out the screening on behalf of our client's organisation, have been chasing the reference letters, from some of the companies these candidate worked for, for weeks now. And without these letters, the candidates cannot be started. Until they are started, their details cannot be keyed into our systems, and payroll cannot make the arrangements for their pay check. In other words, because employment reference letters have not been sent, the whole process grinds to a halt.

Why has this happened? I suspect, it is because the administrators working on behalf of the candidate's former employers, have been told that reference letters are 'not a priority'. The priority in most organisations' human resources teams that I have seen, is of course, to process the new starters their organisation; to administer the payroll correctly (which will be carefully audited and must therefore be done thoroughly), and to facilitate the work of current employees. As one colleague once told me, he considered that the reference letters were 'only one thing' out of the whole, detailed process.

And therein lies the problem. This 'one thing' hold up most organisations' recruitment, because it's a one way street. We in HR, will always be chasing the references for incoming candidates to our own organisations - these will have priority. But not the ones for outgoing candidates, who going to work for others. And so, we're all stuck in the same endless cycle of needing employment references from other organisations, but not given enough incentive to fast track ours to them. How can we break out of this? Here's a suggestion I have.

I think we should approach this challenge, like an unspoken contract, between certain organisations. The relationship between our organisation and the third party requester could be like a contract: we need something from them and they need something from us. So if there are two organisations, who enjoy a high exchange of the same employees, then their new starters and employment reference teams could have a mutual arrangement in place, to fast track each others' candidates' applications.

For example, when a former employee from Organisation A, applies to join Organisation B, the new starter team from Organisation B could immediately contact the HR Administrator at Organisation A, who is in charge of employment references. Organisation A's administrator knows to fast track this reference, by his/her employer's arrangement with Organisation B, and does so. In return, the new starter team at Organisation B, then inform their own administrator, who issues external employment references, about some of Organisation A's new starters, who will need references fast tracking. And so, by careful arrangement between both organisations, their new starters are able to benefit from a more streamlined process. (I already have an unspoken agreement like this in place, with our new starter team, to fast track employment references, for former employees, of our client's organisation, who are coming back to work for us.)

Of course, there are many challenges to such an arrangement. All candidates have an equal right to seek employment, and this may appear to give an unfair advantage to some above others. The way to address this problem, is to make any such agreements official, so that candidates from other organisations will understand why the ones participating, are given priority: it is a business deal, in effect, for more streamlined recruitment processes, and is a voluntary agreement, by all participating organisations. 

I think we should at least consider this kind of arrangement, as an important incentive, to streamline our pre-employment screening processes. Employment references are only one part of the process, but they are an important one. A candidate needs his/her reference letter in a timely fashion, to start in a new role: and what better incentive for the former employer, if their own new starters' candidates' references will be fast tracked in return.  

 

Apprenticeships: how to make the most of your experience

Apprenticeships have come a long way in recent years, offering young people a real alternative to university and a way to gain incredible, career-enhancing work experience.

They offer a great blend of practical training and learning support.

If you're thinking of undertaking an apprenticeship however, or know someone who is, it's important to remember that the company itself isn't the only one who has a responsibility to make the experience as useful as possible – you do too.

Here's how you can make sure you squeeze every drop of value out of your apprenticeship.

Choose one that suits you

It sounds obvious, but the best way to make sure you're fully-engaged with your apprenticeship is to become involved in one that's based in an industry that appeals to you.

There's more choice now than ever, in terms of the sectors in which these programmes exist, as you can become involved in programmes in fields as diverse as banking, engineering, IT and law.

Show apprentice recruiters that you're keen

At this stage, many school leavers are likely to have a fairly similar level of work experience, so there won't be much setting you apart.

It's for this reason that it's really important to show that you're passionate about the opportunity to work for the company and are interested in the industry, starting right from the interview stage.

If you show that you're really keen to become an apprentice and put a lot into the experience, your manager is more likely to hand greater responsibility to you.

For example, if you're interested in working in consultancy, show that you're up to date with everything that's happened in the sector and that you're aware of who the key figures are.

Show you have the skills that employers want

Companies need employees who possess certain key qualities, like the ability to communicate and work well with others.

If you can show that you have these skills and are able to apply them effectively to your role, your superiors will be more inclined to trust you to work on important projects.

Show that you're also willing to take on more responsibility and focus on developing your own ability, through practical work and studying.

Let your positivity shine through on an apprenticeship

From your first interview to the last day of your apprenticeship, it's always a good idea to show enthusiasm and commitment. This can be through your body language, attitude and how you interact with your colleagues.

It doesn't mean that you have to be the loudest or most outgoing person in the office, or that you should try to be something you're not.

Instead, it means you should always be willing to help, polite, courteous, engaged and co-operative. This will help you come across in a positive light.

Ask questions to learn

One of the goals of an apprenticeship is to develop as a person, as an employee and to learn valuable professional skills. As you're in the early part of your career, it's absolutely fine for you to ask questions – in fact it's expected and likely encouraged.

Don't be scared of asking your manager and colleagues questions. If anything, this will show that you're keen to learn and help you become a more effective member of the team.

Listen to your co-workers

Being surrounded by people who have many years of experience will automatically help you to learn a lot, so just being in a working office environment will be beneficial to your professional development.

However, if your colleagues offer you specific advice or insights, it's worth really listening to it and taking it onboard.

After all, these people have learnt from experience and will only be trying to help you by passing on their knowledge.

Update for October

Here is a summary of our progress for the month of October.

 

Student Opportunities

For student opportunities, my focus is currently on the new Linkedin group, for Alumni of my University of Birmingham’s Guild Musical Theatre Group. This was a student society I once belonged to, that has now become a very successful part of our university’s Guild of Students. I aim to bring 30 generations of its Alumni into one group, to form a network in support of the performing arts:

https://www.linkedin.com/grp/home?gid=8342825

What makes this group unique, is that the students for this society, came from every school of our University. Many society members studied subjects other than drama: from science, and business; to history and politics. And yet so many of them went on to have successful careers in the performing arts industry: making the case for the performing arts as a profession accessible to all.

That is what I hope to demonstrate to fellow business people, by setting up this group on Linkedin. As university graduates, its members are intelligent, highly organised individuals, who have roles in important arts organisations. Given time and resources, they will be able to co-ordinate a very successful network for the performing arts. And when they do, their work will set an example, which other student-Alumni networks, may choose to follow.

NEETs

For disadvantaged young people, some very interesting insights have been shown to me, regarding digital badging, as a way to help their career opportunities, as discussed on the following page:

https://www.linkedin.com/groups/7494975

I believe that if a 16-24 year old who is not in education nor training, received a qualification by assessment; then the awarding body could register them on key recruitment databases for that industry. This at least, would flag up talented, but disadvantaged candidates, to recruiters; giving NEET’s more of a chance, against their fully qualified student and apprentice counterparts.

There is one particular borough of London, where I think this kind of system could be used. Their borough council’s youth worker has been very receptive to the concept. However, the representative they have recommended, will be occupied for the next few weeks, and I hope to discuss the idea with them after this time.  

The Gorilla Database

For job creation opportunities: The Gorilla Database has now had over 10,000 views on Google+, making a clear case for its sustainability as a concept, and for further development:

 

https://plus.google.com/108660978572646258999/posts

 

Email: gorilla.opportunity@gmail.com

 

As contacts of mine have found, there are many graduates, whose theses, and PHD’s have not yet been developed into products and services. Likewise, there are always entrepreneurs, who are looking for new ideas. This database aims to put the two together, as an enabler for start ups.

Now there is a clear interest in the concept, we need a working prototype, to prove this the database can work.  One University’s business tutor, whom I have spoken to, has agreed that this database will be considered for their business incubator: on condition that certain things are demonstrated first. A working prototype is one of them.

 

The Blog

Nick Clapp and Howard Court have kindly agreed to become authors for our Forum’s blog. If you too, would like to write and publish articles about young people and adult’s opportunities, then please contact me on the following email, and I will send you the invite, to become a Contributor:

 

Jamesmegarry@hotmail.com

 

Summary

Progress has been made for all areas of opportunity that this Forum seeks to cover. The Gorilla Database; the possible digital badging scheme in London; and the GMTG Linkedin page, are all providing clear examples for job creation, help for disadvantaged young people’s opportunities, and student opportunities. We now need to set up the working prototype for job creation, plan how the London scheme may be put into practice; and build the GMTG group into a full scale network. These steps will take time, effort and planning. But if you know individuals, who may have the insights, resources and ideas for these projects, you are more than welcome to invite them to our Forum.

Best Regards

 

James M

 

Founder