TARGETjobs Breakfast News – November 2011
Upcoming SlideShare
Loading in...5
×
 

TARGETjobs Breakfast News – November 2011

on

  • 275 views

 

Statistics

Views

Total Views
275
Slideshare-icon Views on SlideShare
275
Embed Views
0

Actions

Likes
0
Downloads
1
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    TARGETjobs Breakfast News – November 2011 TARGETjobs Breakfast News – November 2011 Presentation Transcript

    • Agenda for today Welcome & intro – Simon Rogers The Economic Forecast – Bryan Finn, Business Economics Ltd. A comprehensive analysis of the macro economic factors currently affecting graduate recruitment.A snapshot survey of AGR Members – Claire Adams, Business Ops Manager, AGR Claire will present findings of a snapshot poll of graduate recruiters looking at the ways they expect their relationships with students to change in the future. What happens next? – Tom Chesterton, Client Lead, Work Group Exploring the themes that weve developed during the course of 2011, Tom will look at the trendsthat look likely to be the most important as we go into 2012. How will graduates want to engage with you? How can you best build competitive advantage in a fluctuating market? Future Vision – How are employers going to find, engage and recruit the best undergraduates? Roger Jones, Honorary Research Fellow, University of Roehampton Roger is leading the design, development and deployment of the University of Roehampton digital community. During this process he has completed in-depth research and has a unique insight into how students, universities and employers should be engaging. The panel session – Q&A
    • Breakfast News: The economic briefing Lehman RBS Brothers goes announces bankrupt biggest loss in Bank of UK corporate England cuts GreeceBiggest fall in global history base rate to bailout by IMF Italy engulfedstock markets since US recession and EU by the Euro 0.5%9/11 officially Ireland bailout crisis confirmed Greek debt downgraded by IMF and Bear Stearns EU to BBB+ collapsesNorthern Bank of Greece Microsoft, PortugalRock America unveils Samsung andausterity bailout by IMFnationalised First annual rescued Philips all and EU fall in UK UK suffers package announce Dubai house prices worse fall in substantial sovereign for 12 years output for 17 debt crisis years job losses 2008 2009 2010 2011
    • UK Economy Annual % change 6% 4% 2% 0% -2% -4% -6%
    • UK Economy: Job vacancies & the economyAnnual % change GDP 6% 20% Recruit 4% 10% 0% 2% -10% 0% -20% -30% -2% -40% -4% -50% -6% -60%
    • World Economy: Oil prices$ per barrel 130 120 110 100 90 80 70 60 50 40 30 20 10 0
    • World Economy: Food prices Index 200 190 180 170 160 150 140 130 120 110 100 90 80 70
    • UK Economy: Inflation Annual % change 6.0% 5.0% Upper Limit 4.0% 3.0% Target 2.0% 1.0% Lower Limit 0.0%
    • UK Economy: Squeeze on Incomes
    • UK Economy: Share pricesFTSE 100 7,000 6,500 6,000 5,500 5,000 4,500 4,000 3,500
    • UK Economy: Retail sales Annual % change10%8%6%4%2%0%-2%-4%-6%
    • UK Economy: House PricesAnnual % change 30% 25% 20% 15% 10% 5% 0% -5% -10% -15% -20%
    • UK Economy: Consumer ConfidenceBalance 10 5 0 -5 -10 -15 -20 -25 -30 -35 -40
    • UK Economy: Unemployment % of workforce 9.0 8.5 8.0 7.5 7.0 6.5 6.0 5.5 5.0 4.5 4.0
    • World Economy: Unemployment % of workforce 30 25 20 15 10 5 0
    • UK Economy: Graduate Unemployment % of workforce age 21-241816141210 Graduates 8 Non Graduates 6 4 2 0
    • UK Economy: Job Vacancies 000s 750 700 650 600 550 500 450 400
    • UK Economy: Job vacancies by sector Q3 2011
    • World Economy: Debt as a % of GDP140% 27.6120% 6.89100% 11.7 2.07 80% 2.18 Yield on 3.47 1.78 10 year 5.84 bonds 60% 40% 20% 0% Spain Germany France UK US Portugal Italy Greece
    • Future Prospects: GDP ForecastsAnnual % change 3.5% 3.0% 2.5% 2.0% 1.5% 1.0% 0.5% 0.0% 2011 2012
    • Graduate Recruiters’ Relationships with Students
    • Have you achieved your goals for the 2011/12 graduate recruitment season?
    • How would you assess your experience on campus this autumn in comparison to last year?
    • At what stage do you begin to engage with students in order to attract them to your organisation?
    • In your opinion do graduates receive the information that they need to make informed career decisions from employers?
    • Do you anticipate your recruitment strategychanging in 2012 as a result of the campus conditions youve experienced this year? A range of ideas are being considered, including: •  Introducing internships Yes •  Greater partnering with universities No 46%54% •  Earlier targeting and relationship building •  First year engagement •  Introducing deadlines for applications •  More on-campus presence •  More targeted approach •  Using Facebook and Twitter Lots of references to reviewing strategy
    • What has been the most effective approach youve used to attract applicants to your organisation? Most frequent reference to: •  On-campus activities •  Fairs •  Skills sessions •  Lectures •  Campus brand managers •  Face to face contacts •  More targeted approaches •  Social networking and online advertising •  Internships
    • How have the attitudes of students/graduates to the employment market changed since last year? •  More aware of the tough and competitive market •  Better informed, focussed and engaged •  More interest in placements •  Worries about job security and unemployment •  More enquiries from first and second years •  Some cynicism and negativity (but also optimism) •  More realism •  More flexibility regarding roles
    • Themes for this year Generation Z and the rise of the career strategist Corporate Social Responsibility The changed graduate market Why treating your candidates like customers works
    • Graduate recruitment has changed rapidly and will continue to evolve These changes work to the advantage of graduate employers – if they are pro-active
    • Student behaviourand preferenceMarket structureMarketing
    • Student behaviour and preference The rise of the career strategist Changing priorities Participation rates
    • Market structure Global forces Demand and supply of decent jobs The role of recruiters Talent shortfall in key areas Clustering of candidates means that the war for the best talent continues Your brand is no longer in your control
    • Renaissance Hotels 3,332 FB Fans 1,192 LinkedIn 154,000 Twitter
    • 2,817,335 YouTube views
    • Who are your advocates? Current employees Direct job referrals Activity on professional Conferences networks and virtual (LinkedIn, conferences Zing) Status updates, Comparison Discussion sites blogs and forums tweets Potential Former employees employees
    • Marketing has changed too Targeting of message is more concentrated The ‘milkround’ is less important Who are the students I really need? And, where are they now? How can I build lasting relationships?
    • But, this is about what happens next isn’t it?
    • The end of recruitment 3.0
    • 1.0 Word of mouth2.0 Advertising and other push marketing3.0 Building talent communitiesWhilst the technology exists to build communities ofcandidates the approach that has been taken so farhas mainly been based on company information,corporate need and immediate recruitmentrequirement with little regard to the candidates(people) in it. More 2.0…
    • “I expect that history will show ‘normal’ mainstream twentiethcentury media to be the aberration in all this.” ‘Please, miss, you mean they could only just sit there and watch? They couldn’t do anything? Didn’t everybody feel terribly isolated or alienated or ignored?’ ‘Yes, child, that’s why they all went mad. Before the Restoration.’ ‘What was the Restoration again, please, miss?’ ‘The end of the twentieth century, child. When we started to get interactivity back.’ Douglas Adams, “How to Stop Worrying and Learn to Love the Internet”, 1999
    • Recruitment 4.0…
    • I’ve built a community: So, what? Recruitment 4.0 is all about extracting value from those communities - Crowd Sourcing & Coca-Cola - Mass individualisation & Pepsi - Gamification & Deloitte What exactly is good value?
    • Predisposition and strategistsI’ll shop around and I have some ideas about I know exactly whichchoose the one which which products and brands one I want to get, and Iappears to provide the I like, and have read some made that decision abest fit for my criteria reviews long time agoe.g. lunch e.g. a phone e.g. a car
    • Predisposition and career strategistsI’ll search for a job and I have some idea about the I know where I want tosee what’s available now industry that I want to work work, and for how long in and about some companies that interest me Faster to recruit Cheaper to recruit More likely to stay More likely to thrive
    • PwC: Workforce 2020 talksabout an underlying move toskills or professional networksin the future.
    • Predisposition and career strategistsI’ll search for a job and I have some idea about the I know where I want tosee what’s available now industry that I want to work work, and for how long in and about some companies that interest me Faster to recruit Cheaper to recruit More likely to stay More likely to thrive
    • Recruitment 1.0 is back
    • Tweets Following Followers5,259 122 1,10510,426 618 3,0188,429 2,288 13,20312,483 468 13,909
    • Extracting value #1 Understand your audience What are the values, behaviours, competencies, motivations and preferences that will allow the right people to thrive in your organisation?
    • Extracting value #2 Identify your EVP What it is that makes you special as an employer? Be honest and consistent whenever you have the opportunity to talk.
    • Extracting value #3 Review your ‘customer’ experience And not just how you sell the job: •  How customer friendly is your application process? •  What is the actual working experience like? •  What happens when somebody chooses to leave?
    • Extracting value #4 Gain support Engage with line managers and enthuse them about recruitment. Remember that every external interaction is a recruitment opportunity.
    • UG HOME KINGSTON MIDDLESEX PARENT GOLDSMITHS ST MARY’S UG HOME PG O/S WESTMINSTER FUNDER PG HOMEUG O/SPARENT UG O/S TEACHING PG O/S SERVICES ACADEMIA GOVERNANCE MARKETING RECRUITMENT COURSE CONTENT TEACHING QUALITY OFFERS FRESHER SECOND THIRD GRADUATE ALUMNI EMPLOYMENT STUDY COURSE ABROAD REPUTATION RSU CPD COMMERCIAL RESEARCH TRAINING PARTNERS PG FRANCHISE STUDY EVENTS PG RESEARCH COMMERCIAL PARTNERSHIPS / CONSULTANCY CPD/ SHORT COURSES CPD DISTANCE EMPLOYER LEARNING STAFF
    • ???rogerjones28