2. Key points
(Some!) Employers…
• are under pressure
• are making difficult decisions
• are in the dark
• are competing for talent
• are thinking ahead
• are looking for new options
3. Typical applications per vacancy
Graduates
68
Apprentices
22
Interns
40
School
leavers
19
Placement
students
62
Source: AGR 2016 Annual Survey.
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4. Graduate applications vary by sector
24
42
43
45
66
68
77
79
106
119
123
137
68
Accountancy or…
Law firm
Construction company or…
Public sector
Engineering or industrial…
Banking or financial…
IT & Telecommunications
Energy, water or utility…
Investment bank or fund…
FMCG company
Retail
Transport or logistics…
Overall - applications per…
Source: AGR 2016 Annual Survey. Based on 178 employers with 22,097 graduates.
5. Apprenticeship applications also vary by sector
8
11
13
15
18
24
28
32
35
22
Transport or logistics…
Construction
Banking or financial…
Accountancy or…
Retail
Law firm
IT & Telecommunications
Engineering or industrial
Energy, water or utility…
Overall - applications per…
Source: AGR 2016 Annual Survey. Based on 79 employers with 12,469 graduate hires.
6. Competition for apprentices varies by sector
Sector Intermediate Advanced Higher Total
Level of apprenticeship 2 3 4+ n/a
Median starting salaries ÂŁ14,000 ÂŁ14,050 ÂŁ16,000 n/a
Overall vacancies 5,148 3,058 1,735 10,110
Accountancy or professional
services
2% 0% 30% 6%
Banking or financial services 19% 28% 10% 22%
Construction company or
consultancy
9% 4% 7% 7%
Energy, water or utility company 16% 9% 7% 5%
Engineering or industrial company 2% 39% 22% 17%
Public sector 14% 3% 1% 10%
Retail 27% 2% 5% 18%
Other 14% 27% 20% 16%
Based on 115 employers with 15,344 graduate hires. Note: only includes sectors which provided a
breakdown of levels and represent at least 5% of apprenticeship vacancies.
7. Apprentice & graduate functions
72%
have graduate &
apprentice recruitment in
the same team
49%
have graduate & apprentice
development in the same
team
Sources: AGR Annual Survey 2016, AGR Development Survey 2017.
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Typically 28 graduates per recruiter and 5.4 people in a team
8. Attraction & marketing activity is different
Source: AGR Annual Survey 2016. Figures for schools and universities are averages.
Apprenticeships:
Visit 26 schools
Hire from 24 schools
Graduates:
Visit 20 universities
Hire from 30 universities
23% of employers collaborate on promoting apprenticeships
9. Selection for apprentices and graduates can differ
Source: 184 employers with 21,924 graduate hires in 2016. Note: each bar is only for those
organisations who employed these types of talent.
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60%
27%
18%
Same process for
graduates and interns
Same process for
graduates and school
leavers
Same process for
graduates and
apprenticesType of
talent
Time to offer
(weeks)
Graduates 10
Apprentices 8
School leavers 9
Summer
interns 9
10. Employers with diversity strategies
25%
27%
33%
38%
43%
44%
47%
50%
56%
75%
40%
86%
46%
67%
81%
71%
89%
58%
80%
67%
88%
73%
Law firm
Retail
FMCG company
Banking or financial services
Construction
Public Sector
Engineering or industrial
IT & Telecommunications
Energy, water or utility…
Accountancy or professional…
Overall
Graduates Apprentices
Source: AGR Diversity & Inclusion Survey 2016
11. What challenges do you, or do you expect to,
experience in the offering of degree apprenticeships?
63.3%
60.0%
41.7%
38.3%
35.0%
31.7%
21.7%
21.7%
16.7%
13.3%
11.7%
The reputation of apprenticeships
Lack of awareness of degree apprenticeships amongst students
Uncertainty of student demands for degree apprenticeships
Lack of degree apprenticeships in key occupational areas of interest…
Skills Funding Agency Apprenticeship funding rules
Uncertainty of how the Levy will operate
Lack of support for degree apprenticeships from senior management
Uncertainty of how to deliver degree apprenticeships
Unclear how to develop a degree apprenticeship with an HEI/…
Other (please specify below)
Degree apprenticeships do not fit with current priorities
Base = 60
12. Discussion points
• How do you select which employers to target?
• How do you know who to talk to?
• What are your key messages?
• What employer challenges can you help solve?
• Inexperienced teams
• Lack of awareness / poor reputation / student
demand for DAs
• Strategy to offer multiple DAs