IS GRADUATE RECRUITMENT CHANGING?

Carl Gilleard, CEO, Association of Graduate Recruiters

WHAT HAS CHANGED (OVER THE PAST 5 YEARS)

CHANGES IN PRIORITIES

More important

Attracting best talentKeeping hiring costs downImproving diversityRaising profile

CHANGES IN RESOURCES

Substantial reduction

Some reductions

No change

Expansion

CHANGES IN THE MEDIA LANDSCAPE

No changeAdded new el-ementsSubstantial redistri-bution to new channels

CHANGES TO THE EMPLOYER BRAND

Far more attractiveNo changeLess attractive

CHANGES IN THE QUALITY OF GRADUATES RECRUITED

Significant increase in qualityNo changeReduction in qualityNo way of measuring

CHANGES IN THE PROFILE OF GRADUATE RECRUITMENT WITHIN THE BUSINESS

More interestNo changeLess interest

WHAT WILL CHANGE (IN THE NEXT 5 YEARS)

CHANGES TO TALENT ENTRY ROUTES

• 40% will continue as before (graduate / school leaver recruitment

• 30% will continue to recruit graduates only• 20% will have increased emphasis on school

leaver recruitment (and less on graduates)• 7% are unlikely to distinguish between the two

CHANGING PRIORITIES IN GRADUATE ATTRACTION

More important Less important The same

Salary

Benefits and Pensions

Work-Life Balance

Ethical Considerations

Job Security

Training and Development

Flexibility

Company culture

CHANGES IN DELIVERY OF GRADUATE RECRUITMENT

• 47% in-house• 36% in-house with some agency

support• 14.5% partnership model• 2% outsourced to third parties

●THINGS HAVE CHANGED● AND WILL CONTINUE TO CHANGE● BUT EVOLUTION, NOT REVOLUTION

…to find out more, go to www.agr.org.uk/surveys

The drivers for change are: ● Technology ● Cost ● Expectations of the business and potential employees.