SWAPS: A FUNDED SOLUTION FOR FILLING EMPLOYERS’ HARD-TO-FILL VACANCIES  

Are you an employer struggling to fill long-standing vacancies? Using a recruitment agency can be costly, and even the best-put-together job ad can get lost among the thousands of competing opportunities online.

Meanwhile, many job seekers are keen to find work, but they lack insight into different industries. This makes it difficult to know which sectors they would enjoy working in, especially if they’ve had no experience. Sector-based Work Academy Programmes, better known as SWAPs, have been designed to close the gap between employers and jobseekers. For employers, they are actually a funded, personalised recruitment service, something that could cost thousands commercially. Managed by Jobcentre Plus, SWAPs are increasingly being used by firms to fill their vacancies. 

If you are an employer looking to hire new staff, we’ve put together a short guide explaining how a SWAP works to help you decide whether it could be an option for you.

What is a SWAP?

A Sector-Based Work Academy (SWAP) is a short programme designed to help unemployed people aged 16+ prepare for and find work in a particular industry. Participants undertake training to develop some of the skills employers need for the specific jobs they are recruiting for. They also undertake a work placement with the employer. At the end of their training programme, the employer offers them the opportunity of an interview.

The idea is simple: instead of employers interviewing candidates who know very little about the role, they meet people who have already developed some relevant skills and industry insight.

How do employers benefit?

The biggest benefit is simple: access to applicants for your vacancies who meet the basics of your person specifications. By the time you interview them, they will already have been trained in some of the skills and industry understanding required for the role. This puts an end to the needle-in-the-haystack scenario where only one in many has the requirements to qualify for an interview.

Another benefit is that many employers find that using a SWAP leads to higher-quality applications and greater commitment from candidates once recruited. This is because they’ve had a taste of the industry and are applying because they feel it suits them.

Finally, SWAPs reduce many of the costs and time associated with recruitment. Training providers and Jobcentre Plus work with candidates to prepare them to have what employers are looking for before they get to the interview stage.

For businesses struggling to fill vacancies, particularly where there are skills shortages, that support can make a real difference.

Do I have to offer work experience?

Yes, the work experience element of the programme is crucial for the candidate, who gets valuable insight into both the industry and your organisation. The aim is to help them understand what both are really like before they apply for a job. It follows that these applicants will be less likely to leave their jobs because of unrealistic expectations.

Am I obliged to offer a job?

One of the main myths about SWAPs is that employers must recruit the people who complete the programme. That’s not the case. What employers do provide is a guaranteed interview, linked to a genuine job opportunity, for everyone who successfully completes the programme. 

But candidates still need to demonstrate that they are suitable for the role, just as they would in any interview. Ultimately, as the employer, you decide whether to offer a candidate a job, and you are not obliged to do so. SWAPs provide candidates with the opportunity to be considered, not with the guarantee of a job.

How long does a SWAP last?

Most programmes run for between two and six weeks, although this can vary depending on the sector and the type of role being recruited for.

Some programmes focus primarily on employability skills and industry awareness, while others include practical training and specific skills employers are looking for. The employer is involved in shaping the programme.

Are they only for large employers?

Small and medium-sized businesses can benefit just as much as large employers. In fact, SWAPs can really come in handy for smaller firms that don’t have an in-house recruitment or HR team. 

SWAPs can work really well when employers need to recruit for several job vacancies. Many organisations use SWAPs to support planned recruitment drives, seasonal peaks, new contracts or business growth. Rather than interviewing candidates one by one over several months, employers gain access to a large group of trained and interview-ready candidates all at once.

A local example

One Liverpool City Region SWAP focused on supporting women and men aged over 50 to return to employment. Participants were encouraged to recognise the value of the skills and experience they had built up through work, family life and caring responsibilities.

The SWAP began with an open day introducing participants to a range of careers in the professional care sector, followed by work placements as NHS hospital healthcare assistants. This gave individuals the opportunity to see first-hand what the role involved and decide whether it was the right career path for them. Several participants went on to successfully apply for and secure jobs in the sector, demonstrating how SWAPs can help employers connect with talented people who may previously have been overlooked.

Find out more

SWAPs bring employers and job seekers together, helping job seekers gain the confidence and skills needed to enter the workforce, and giving employers access to candidates who have demonstrated a commitment to the sector. At a time when many industries continue to face recruitment challenges, they offer a practical solution that benefits businesses, individuals and the wider local economy.

Find out more about SWAPs by contacting the Jobcentre Plus employer services line.