The Graduate Market in 2014 - Stephen Isherwood, Association of Graduate Recruiters

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he Graduate Market in 2014 - Stephen Isherwood, Association of Graduate Recruiters

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The Graduate Market in 2014 - Stephen Isherwood, Association of Graduate Recruiters

  1. 1. ‘A Second Year of Growth’ The Graduate Market in 2014 Stephen Isherwood Chief Executive Association of Graduate Recruiters
  2. 2. Graduate vacancy changes 10.5% 4.3% -8.2% 1.7% 8.9% -8.9% 0.6% 12.7% 5.1% 5.1% 15.5% -3.4% -6.5% 14.6% 14.7% 2014 (predicted) 2013 2012 2011 2010 2009 2008 2007 2006 2005 2004 2003 2002 2001 2000
  3. 3. Vacancies unfilled – in a recession! 0 5 10 15 20 25 30 35 40 45 50 2004 2005 2006 2007 2008 2009 2010 2011 2012 Percentage of graduate recruiters with unfilled vacancies Source: AGR Winter Surveys %
  4. 4. So why the shortfall? • Myths of the market – no vacancies • Perceptions of industries- particularly engineering • Short-term business changes • Skills shortages: electrical engineers, technology • Lack of “work ready skills”
  5. 5. UK graduate hiring • Degree discipline doesn’t always matter • UCAS tariff and degree grade part of the mix • UK recruitment practices more complex than elsewhere • University targeting an allocation of resources • Graduate hiring teams a cost centre
  6. 6. What does good look like? 1. An ability to work collaboratively with teams of people 2. Excellent communication skills: both speaking and listening 3. A high degree of drive and resilience 4. Ability to analyse make sense of complex situations 5. An ability to embrace multiple perspectives and challenge thinking 6. A capacity to develop new skills and behaviours according to role requirements 7. A high degree of self-awareness 8. An ability to negotiate and influence 9. An ability to form professional networks 10. Awareness of issues affecting sector applied to
  7. 7. What does good look like? • Practically intelligent problem solver • Can get things done with and through others • Passion to do the job • Resilient and flexible
  8. 8. A global mind-set How to get it: • Cross-cultural experience • Learn a new language • Travel/work/study abroad • Solve problems flexibly • Read the Economist What it isn’t: • Can’t work with different cultures • Has no interest in what is happening in other countries • Inflexible approach to work
  9. 9. Early targeting 77.3% 53.4% 30.7% 6.8% Internships Sandwich or industrial placements Work placements Other types of placements
  10. 10. Talent spotting • Shift in emphasis to talent spotting • Candidate processing outsourced • Campus brand building (ROI) • Early identification – Internships – One-year placements – First year spring weeks • Degree partnerships
  11. 11. Future trends • More competition • Increase in school-leaver opportunities • Talent spotting • Systemisation of HEAR
  12. 12. Competition returns Base population 735,000 Base GDP 2012 - £1,541,000m Source: Office for National Statistics 680 690 700 710 720 730 740 750 760 770 780 2012 2013 2014 2015 2016 2017 2018 16-yr olds ('000s) 1400 1500 1600 1700 1800 1900 2000 2012 2013 2014 2015 2016 2017 2018 GDP Projection (£bn)

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