Presentation on theme: "University Careers Services Ways of working with the people who advise tomorrow’s workforce today Dr. Alan McAlpine President of NAGCAS."— Presentation transcript:
University Careers Services Ways of working with the people who advise tomorrow’s workforce today Dr. Alan McAlpine President of NAGCAS
Who is NAGCAS National Association of Graduate Careers Advisory Services Voice for career development and employment in higher education Management Committee President
Connect We connect Employers and Professional bodies with students and graduates via career services, career services with each other across Australia and internationally and members to national and international research and trends. Support We support Graduate Career Practitioners to achieve the highest standards in their profession. We facilitate professional development opportunities, links, shared expertise, networks and resources. Advocate We actively voice the unique perspective that NAGCAS affords to the betterment of issues associated with graduate careers to the government, industry and media.
Management Committee President – Alan McAlpine (QUT) Vice President – Julie Howell (Curtin) Secretary – Sally Brooks (RMIT) Treasurer – Kathryn Anderson (Flinders) National PD coordinator– Joanne Tyler (Monash) Membership Secretary – Daena Ristevska (William Angliss Institute) IR Chair – Kate Gemmell (ANU) CICA rep – Martin Smith (Wollongong) GCA Rep – Tony Lyons (Griffith)
Management Committee (cont) State Presidents NSW/ACT – Erin Miller(SCU)/Paul Worsfield(CSU) Qld/NT – Rebecca Boddington (USQ) SA – Frederick Stokes-Thompson (SA) Vic/Tas – Deborah McDonald (Melbourne) WA – Lauren Robertson (Curtin) Co-opted members GCA – Noel Edge Vet Sector – Lisa Whitbread-Fox (Goulburn/Highlands/South Coast)
What we have planned How we can help International Student Challenges Employability Awards Conclusions
What would you like to know?
How we can help Source of information on latest developments within University Careers Services, including government policy, that may impact upon employers. Provide strategic services and advice on maximising usage of University Careers Services to most effectively reach your target audience.
How our members can help Work Integrated Learning (WIL) Online Job Advertising. Not all University Careers Services use CareerHub. Employer Presentations / Guest Workshops. Targeted /Mail Services. Careers Fairs
Sector Issues Professional Standards Slow Graduate market Demand driven student market Increase (potential) in postgraduate students Widening Participation
Why Employability Skills The most important competencies for employers when hiring graduates include: 1.Oral communication 2.Teamwork 3.Interpersonal skills 4.Problem solving skills 5.Analytical skills 6.Written communication 7.University grades Source: AAGE Employer survey 2012
Careers services taking action- UK AGCAS Skills Awards Task Group was formed in 2010 AGCAS estimates: -that there are more than 50 employability awards in the UK -projects that by 2015 nearly all UK universities in the UK will have a Employability Award.
University of Nottingham Advantage Award The Nottingham Advantage Award is the University of Nottingham’s employability Award. Launched in 2008 with 5 modules and approximately 60 students 2012 offering 60 modules through the Award, with opportunities for 2500 students to participate. Within the next 4-5 years offer opportunities to 15% of student population, including international campuses in China and Malaysia.
Australia UNE, USQ, University of Canberra, Victoria University, University of Tasmania, University of Melbourne, QUT, UNSW, Deakin University and UTS. Aim: Creating well rounded graduates, developing skills that employers need in the workplace and building student confidence in the application process
Overview Structures vary from university to university but can include: Workshops covering networking, negotiating skills, public speaking, effective communication, CV writing, time management, interview skills and many more! A work experience component which can be paid work, volunteer work, participation in community activities
Structure Length of awards vary from months OR Some are based on a points system where students accumulate points throughout their degree for different activities Employer involvement varies from university to university
Student benefits Developing important skills for the workplace At UTS, it is recognised on students graduation statement Offers a talking point in interviews Differentiates student from peers
International Talent Acquisition, Development and Retention Olivia Doyle, International Career Consultant Swinburne University of Technology Racquel Shroff Director Global Education Solutions November 2012
Session Outline International education snapshot Changes to international student and post study work visas Opportunities available to Australian employers Maximising the knowledge and skills of international students
International Education in Australia Snapshot Education is Australia’s third leading export industry in 2011 worth $17.7 billion Total of 557,425 enrolments – 43% study in higher education International students = 22% of Australian uni students.
Countries of Origin – International Students in Australia Source: AEI 2011 Source: Department of Foreign Affairs & Trade 2010 International students = business growth partners Australia’s Top 10 Export Partners
Opportunities for Australian Business International students are unique, value adding employees In addition to the standard graduate - they can offer: - Bi-cultural advantage - Industry developments and insights from overseas - Provide ‘intelligence’ – assist employers to understand new markets and tap into different networks - Improve import & export opportunities
A Changing Climate International Student and Post Study Visas International students enrolled in research courses can work full time while studying while others can work part time – no more than 40 hours a fortnight From 2013, all higher education student can work in Australia after completing their course Bachelor and master by coursework graduates will be able to apply for a two year work visa Master by research graduates will be able to apply for a three year work visa PhD graduates will be able to apply for a four year work visa
Current International Graduate Recruitment Trends GCA Graduate Outlook Report 2011: Proportion of employer who recruited international graduates almost doubled between 2005 – 2008 to a peak of 35% Nearly half of employers were large companies with more than 500 employers 2009 AEI International Graduate Employment Outcomes Survey : 83% of employers of former international students in Australia satisfied Three quarters of employers reported that international graduates met or exceeded their expectations.
Lessons from Other Countries USA Since 1990, a cap of 65,000 H1-B visas set for each fiscal year, the first 20,000 H1-B petitions filed by those with US Master’s or higher degrees are exempt from the cap. Estimated that 25% of H1B visa holders transitioned from foreign student status Canada Skilled Workers with previous Canadian educational and work experience earn approximately $10,000 more per year than those without Canadian education. The Toronto Region Immigrant Employment Council (TRIEC) is a multi-stakeholder council that provides solutions to better integrate skilled immigrants and recent graduates from Canadian colleges and universities in the labour market. New Zealand Around 31% of fee paying international students transition to work
Opportunities for Australian Business Asian Century Whitepaper 5 key issues raised: - maintaining a productive and resilient Australian economy - building capabilities - operating in growing Asian markets - building sustainable security - achieving deeper and broader relationships in Asia To embrace the Asian Century and to excel in international business, Australia needs to have workers with knowledge of Asian cultures and business International students can provide business with resources to assist these tasks
International Student Acquisition, Development & Retention Acquisition Work closely with education institutions through curriculum development, projects and industry certifications to ensure graduates meet industry needs and are work ready Consider providing vacation, internship and part time / casual employment opportunities relevant to study programs and set up employee feeders in niche / emerging areas Regard the business investment required as part of corporate social responsibility and community engagement Review your recruitment policies and procedures to provide a level playing field to international student applications - focus on finding right candidate
International Student Acquisition, Development & Retention Development & Retention -Some specialist support programs -Career progression pathways in Australia -International sabbatical or transfer opportunities -Mentor program for better integration and job satisfaction -Work with graduate to identify on-going training and development -Focus on off-shore rotational opportunities where Australian links and cultural knowledge are key -Migration sponsorship for staff in the long term
Conclusions Given the demographic challenges faced by most developed economies, attracting and retaining talent is critical to their global competitiveness International students play a vital role through their labour market participation, creation of knowledge and wealth Good graduate outcomes therefore benefit the individual, the host country and their home country through global supply chains and diasporas The race to attract the best and brightest is on : capitalising on the international talent pool onshore is critical to sustain the success of the international student industry and to address ongoing skills shortage in some sectors
Contact Raquel Shroff Director - Global Solutions Olivia Doyle International Career Consultant – Swinburne University of Technology