Positive action, such as work placements, is included in the Equality Act 2010.The Government encourages employers to take such measures to alleviate under-representation & spot more talent successfully. Page 3, bottom right. https://www.gov.uk/government/publications/employers-quick-start-guide-to-positive-action-in-recruitment-and-promotion
Step by step
Profile
Transitions guides candidates to produce a detailed professional development profile. This includes overseas and UK professional qualifications, membership of professional bodies, portfolios of previous work, past experience, and professional development goals. 
Specification
The employer identifies specifications for six month paid returner placement jobs within their organisation, salary relevant to the skill & responsibility level of the roles. Most are Paid at Graduate Scheme salary rates.
Liaise
We liaise between talent acquisition teams and candidates, matching returner placement roles with a shortlist of potential candidates for competitive interview. Helping employers diversify their talent pools and shortlists. Levelling the playing field for candidates so they can access interviews and compete for jobs.
Staff support
On request, we provide input for hiring managers, answering questions and providing suggestions for keeping returner placement interviews inclusive. 
Interviews
We provide indepth interview technique preparation support to candidates, assisting them to be able to compete effectively in UK interviews.
Onboarding
We provide successful candidates and their employers with ongoing support during the placement, including setting mutual objectives, supporting a candidate reflective learning journal, and monthly collaborative review meetings. 
Future
In the last six weeks of the placement, the employer considers the potential for future job opportunities for the candidate, liaising with Transitions and the candidate themselves. There’s no obligation to retain people after the returner placement – although 70% are.
Your placement partner
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Our continuous returner placement support includes:
- Facilitating regular reviews and feedback between candidates and your organisation
- Access to resources and seminars which develop the working relationship
- Ongoing engagement with professional bodies and help coordinating future opportunities
You pay a flat rate agency fee of £1,200 which helps support returner placements.
We also require you to pay candidates at least the London Living Wage (£10.75 per hour, 2020) Most employers pay a salary higher than the LLW, often matching it with their graduate scheme salary band.
Pay a flat rate
returner placement agency fee
We regard this Transition’s programme as very successful with a good permanent hire percentage. We plan to invest further this year.
Candidates complete their placements with a deep understanding of your organisation, having proven the value they bring to the table.
While you’re under no obligation to retain candidates, 70% of placements result in either permanent employment or a further fixed-term contract.
If an intern is retained, our fees are transparent with no hidden extra costs.
The returner placement retention or permanent hire fee to the employer is
of the gross annual salary
Candidates: this fee is not deducted from your salary
We gained a first-class civil engineer employee as a result of Transitions. The internship and intern was above our expectations. The refugee community offers a good untapped market.
The Transitions model is effective. It works. Contact us to find out more.