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Best Practice in the Recruitment Process for Atypical Apprentices

Diversity in Apprenticeships Project: Case Study Number Three

1 March 2011

Best Practice in the Recruitment Process for Atypical Apprentices

Funded by the National Apprenticeship Service (NAS), the UKRC developed and ran a ‘Diversity in Apprenticeships’ pilot project in 2010/11, working with the UK’s leading energy providers to increase the number of female and BAME apprentices in this sector. 

Driving Force - A lot of effort and resources goes into attracting applications from non-traditional candidates (see Case Study One of this series – The Business Case for Atypical Apprentices). Organisations involved in this project were therefore keen to review their recruitment process to ensure it doesn’t inadvertently jeopardise these candidates’ chances of successful employment.

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Download all case studies from the Diversity in Apprenticeships project:

The Business Case for Increasing the Diversity of Apprentices in the Energy Sector

Best Practice in Attracting Atypical Applicants to Apprenticeships

Best Practice in the Recruitment Process for Atypical Apprentices

Best Practice in Running Female Only Open Days for Apprenticeships

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