www.pwc.com/uk/careersSkills awardsHow can universitiescontinue to add value to theemployerSonja StocktonPwC Director, Tal...
Educational and Employer landscape is changing  70s     • Degree = employment  80s     • Degree + extracurricular = employ...
The changing landscape for Graduate Recruiters                                    Schools                                 ...
The workplace is changing…             Working in      Multiple & collaborative teams              a team             Work...
What does this mean for students?• Value of degree -Return on investment• Choice of routes to employment• Place of study –...
A PwC perspective - Navigating the landscape         Talent    Employability   Choice                                     ...
What PwC is doing to help students developemployability skillsCreating a supportive framework for students to identify, gr...
Being transparent to students about our corecompetencies we recruit against            Share and collaborate           Inv...
Some examples of what Universities are doing The Bath Award Bristol Plus The York Award Durham Award The STAR Award –...
 CMS Modules – Leeds Skills for Success – Sheffield Graduate Passport – Southampton Personal Development and Effective...
How does this relationship add value toemployers?We work with a number of these programmes.By continuing to engage with em...
Employability skills of the future…Innovative             Curiosity   Determination   Pragmatism   Agility   Resilience   ...
What more could be done? Universities Could Universities be more explicit in building employability skills  into the Univ...
What more could be done? Employers Work even closer with Universities and develop stronger links with  academic departmen...
In Summary             Talent   Choice                               January 2012PwC
Thank you            January 2012PwC
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AGCAS Skills Award Task Group 12th January 2012

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Sonja Stockton PwC Director
'How can universities continue to add value to the employer'

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  • Cloud computingTablet computingSmart phones3g WifiCable connectivity.The effect this all has on searching for jobs and investigating potential employers, traditional media, and social media twitter, linked in,
  • Careers survey - to review student needs(recent survey sent out to key contacts to gain their input of what students need)Developing employability partnerships to provide PwC content on third parties = job boards such as rate my placement to help boost their content.
  • Enhance value through quality? Demonstrate courage and integrity? Acquire and apply commercial and technical expertise? Manage projects and economics? Be open minded, agile with change and practicalWe put ourselves in each others shoes? Communicate with impact and empathy? Develop self and others through coachingShare and collaborate? Be curious: learn, share and innovate? Lead and contribute to team successInvest in relationships? Build and sustain relationships? Be passionate about client service
  • We are involved with a number of these programmes, either through sponsorship or directly presenting some of our sessions on the programmes.
  • We are involved with a number of these programmes, either through sponsorship or directly presenting some of our sessions on the programmes.
  • Global talent index – Hydric strugglesIdentified the core capabilities for leadership. Lack of curiosity at high levels.Always done this way….Less what you know. Its how you’re going to find out.Thirst first learning.Its how you find out. Not what you know…
  • AGCAS Skills Award Task Group 12th January 2012

    1. 1. www.pwc.com/uk/careersSkills awardsHow can universitiescontinue to add value to theemployerSonja StocktonPwC Director, Talent
    2. 2. Educational and Employer landscape is changing 70s • Degree = employment 80s • Degree + extracurricular = employment • UCAS tariff + 2.1 degree + good university + extracurricular + work 90s experience = employability • Higher UCAS tariff + 2.1 degree + top university + extracurricular Now + work experience of measurable value + own personal brand ‘Me PLC’ = employability • What will the future be? ? January 2012PwC
    3. 3. The changing landscape for Graduate Recruiters Schools Programmes Business Educational Change Changes Work Tuition Fees Graduate Experience and student Recruitment and debt Internships Immigration Access to Caps Professions Apprenticesh ips January 2012PwC
    4. 4. The workplace is changing… Working in Multiple & collaborative teams a team Working in Multiple & virtual locations a location Having a Having a portfolio of projects job One or two employers/ Multiple employers/careers careers Working for Working for self or small a big enterprises employer Working Technology enables flexibility and with more work/life integration technology January 2012PwC
    5. 5. What does this mean for students?• Value of degree -Return on investment• Choice of routes to employment• Place of study – cost versus reputation, choice and student experience• Need to develop skills outside academic core curriculum• Hold positions of authority to stand out or demonstrate leadership, something distinctive• Desire for work-life balance from students to be replaced bywork -life integration (How do employers accommodate this?…) January 2012PwC
    6. 6. A PwC perspective - Navigating the landscape Talent Employability Choice January 2012PwC
    7. 7. What PwC is doing to help students developemployability skillsCreating a supportive framework for students to identify, grow and articulatetheir skills; PwC Talent Academy Inspired Talent entry route Entrepreneurship competitions, recognising student creativity Campus Employability Campaign which includes one –to-one employability sessions Online Employability brochure, quiz and videos Skills sessions including specific Employability session & employability themed sessions woven across suite: commercial awareness, presentation skills, teamworking, time management etc.. Close relationships with Careers Advisory Services Involvement with a number of universities’ own employability programmes Developing employability partnerships to provide PwC content on third parties’ sites January 2012PwC
    8. 8. Being transparent to students about our corecompetencies we recruit against Share and collaborate Invest in relationships - Be curious: learn, - Build and sustain share and innovate relationships - Lead and contribute to - Be passionate about team success client service Enhance value through quality We put ourselves in each other’s shoes - Demonstrate courage and integrity - Acquire and apply - Communicate with commercial and technical impact and empathy expertise - Develop self and others - Manage projects and through coaching economics - Be open minded, agile with change and practical January 2012PwC
    9. 9. Some examples of what Universities are doing The Bath Award Bristol Plus The York Award Durham Award The STAR Award – Aberdeen Global Advantage Award – Warwick Personal Skills Award – Birmingham Loughborough Employability Award Nottingham Advantage Award Leicester Award January 2012PwC
    10. 10.  CMS Modules – Leeds Skills for Success – Sheffield Graduate Passport – Southampton Personal Development and Effectiveness training – Manchester Employability Week – St Andrews The STAR Award – Aberdeen Global Advantage Award – Warwick Personal Skills Award – Birmingham Loughborough Employability Award January 2012PwC
    11. 11. How does this relationship add value toemployers?We work with a number of these programmes.By continuing to engage with employers, award managers can continueto develop their offerings in line with the changing landscape ofemployment.Awards can bridge the gap between university and employment andprovide a platform for the messages of employability.Each award is slightly different. How can employers begin to recogniseand understand an awards value? How can they become moremeasurable? January 2012PwC
    12. 12. Employability skills of the future…Innovative Curiosity Determination Pragmatism Agility Resilience Networked Collaborative Thinkers = Entre & intre-preneurs January 2012 PwC
    13. 13. What more could be done? Universities Could Universities be more explicit in building employability skills into the University curriculum? Perhaps more consistency or a universal approach to offerings from Universities for employability? Could universities help employers appreciate and understand the value of the university programmes? For example how will ‘HEAR’ add value to the student and the employer? Be able to report on awards and destinations to ‘validate’ Greater collaboration between employers and schools in developing skills for the future and creating ‘aspiration’ for different careers / professions January 2012PwC
    14. 14. What more could be done? Employers Work even closer with Universities and develop stronger links with academic departments. Clearly articulate what they’re looking for and actively seek to help students understand their strengths and create their own personal brand ‘Me PLC’. Look beyond the classic blunt selection tool of a 2.1 to recognise a broader context for talent. Work with students from year 1 at university and build employer relationships earlier January 2012PwC
    15. 15. In Summary Talent Choice January 2012PwC
    16. 16. Thank you January 2012PwC

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