An overview of Graduate Recruitment and An overview of Graduate Recruitment and Selection in the UKSelection in the UK

Carl GilleardCarl Gilleard

Chief Executive, AGRChief Executive, AGR

A brief introduction to AGRA brief introduction to AGR

• 720 member organisations

• Average number of vacancies – 26

• Total graduate level vacancies in 2006 – 25,000 plus

• www.agr.org.uk

Member organisations include:Member organisations include:

ASDA Atkins Barclays

BP International BUPA Cabinet Office

Caterpillar Clifford Chance Danone

Diageo Enterprise Rent-A-Car GlaxoSmithKline

Google Hilton Hotels Innocent

JP Morgan Kerry Foods Kier

Lloyd’s Register Marks & Spencer McKinsey & Company

Metropolitan Police Mitsubishi National Grid

NG Bailey Oxfam GB PricewaterhouseCoopers

Rolls-Royce Scottish & Newcastle Shell

Skanska UK Standard Life Teach First

Tescos Thomas Cook Wincanton Logistics

Agenda:Agenda:

• Marketing and Attraction

• Selection and Assessment

• Development and Retention

• The Business Case

Graduate employment has been affected by;Graduate employment has been affected by;

• A massive expansion of HE

• Changing expectations of students and graduates

• Structural changes in work – knowledge based economy

• The end of a ‘job for life’ and traditional career paths

• Globalisation

• A buoyant economy

Marketing & Attraction Challenges – the backclothMarketing & Attraction Challenges – the backcloth

• Graduate vacanciesGraduate vacancies

Marketing & Attraction ChallengesMarketing & Attraction Challenges

• Researching the marketResearching the market

- Fewer than half of finalists actively look for careers

- Hidden Graduate Pool

- Discriminatory practices

- Connecting with the ‘connected’ generation

• Keeping costs downKeeping costs down

- Integrated marketing campaigns

- Targeted marketing

- Use of the Internet

Marketing & Attraction ChallengesMarketing & Attraction Challenges

• Alternative strategiesAlternative strategies

- Internships

- Work experience/internships

- 16/18 year old recruitment

• The importance of brand and reputationThe importance of brand and reputation

- Employer vs. product brand

- CSR and the environment

- Personal growth and career development

- Early responsibility

• What about salaries?What about salaries?

Graduate SalariesGraduate Salaries

Selection and Assessment ChallengesSelection and Assessment Challenges

• Application processes (AGR surveys)Application processes (AGR surveys)

- Average of 26 applications per vacancy

- 9% receive in excess of 100 applications per vacancy

- 65% only accept online applications

- 2% only accept paper application forms

Selection & Assessment ChallengesSelection & Assessment Challenges

• Entry requirementsEntry requirements

Selection & Assessment ChallengesSelection & Assessment Challenges

• Selection methodsSelection methods

Selection and Assessment ChallengesSelection and Assessment Challenges

• IssuesIssues

- Linking selection to attraction

- Screening tools – UCAS tariff and 2:1s

- Embracing diversity

- Self-deselection

- Online testing

- International recruitment

- Shortfall

Selection & Assessment Challenges (cont.)Selection & Assessment Challenges (cont.)

• Shortfall:Shortfall:

- Last year 5% of vacancies were left unfilled

- Reasons – skill shortages, last minute vacancies, unattractive jobs, mobility

• Bridging the gapBridging the gap

- Accentuate the positive

- Build brand and reputation

- Build relationships

- Local people for local jobs

- Alternative routes to market

- Hidden graduate pool

Development and RetentionDevelopment and Retention

• Retention ratesRetention rates

- Graduates recruited one year ago – 91%

- Graduates recruited three years ago – 75%

- Graduates recruited five years ago – 60%

Half of employers are happy with their retention rates. Half of employers are happy with their retention rates.

One in five are not!One in five are not!

Development and Retention ChallengesDevelopment and Retention Challenges

• IssuesIssues

- Link retention to attraction and selection

- Tell it how it is!

- Love them or lose them

- Graduates work to live rather than live to work

- Support beyond the development programme

WWhy recruit graduates? The business casehy recruit graduates? The business case

Adding Value Beyond Measure – the Business Case

for Graduate Recruitment Programmes

Dr Anthony Hesketh

Graduates are able to:Graduates are able to:

• Innovate and cope with change

• Develop faster and add value more quickly

• Articulate ideas into the cut and thrust of business life

• Act as catalysts for change – don’t just accommodate it

• Think positively and overcome the ‘that’s too difficult’ attitude

Coming soonComing soon

• Review of UK degree classification system

• The Millenial generation

• Demographic shifts

• Less mobility among UK graduates

• Increased levels of graduate debt

QuestionsQuestions