1. USING YOUR CAREERS CENTRE TO CREATE A VIBRANT ECONOMY By linking Government strategy, University objectives, and the labour market to students and graduates 11 April 2015 Sue Bennett Director, Student Careers & Skills, University of Warwick

2. This session will cover Linking Careers Centre work to Government policy, University objectives, labour market knowledge and employers Foundations of your service The Careers Centre’s work with students and employers Your next steps

3. UK Government policy Economic growth is responsibility of the Department for Business, Innovation & Skills (BIS) Invests in skills and education to promote trade, boost innovation and help people to start and grow a business

4. UK Funding The Higher Education Funding Council for England (HEFCE) distributes public money for teaching and research to English universities and colleges (most are public, not private) Students pay tuition fees, currently £9,000 p.a. for UK and EU students, (loans repayable after graduation) = 2,475,000 KZT p.a. 50% of UK students work part-time during study Completion rates for undergraduates at all UK universities is 91.4%, Warwick 94.2%, total student pop. of 388,915

5. Linking to Universities In return for funding, the UK Government expects universities to contribute to society and to the economy by: Educating students at the undergraduate and postgraduate level; Undertaking world class research; Enabling students to become suitably qualified graduates in the labour market

6. And in Kazakhstan? What are the Government’s expectations of universities in Kazakhstan? How does your University translate Government policy into its objectives? Why does this matter? Because to be effective and to secure staff and resources you must link your Careers Centre’s work to the University’s strategy

7. E.g. University of Warwick Our vision is to be a world-class university. One with a dynamic, enterprising approach to solving global challenges; one that enables students to create their place in the world; one that defines the university of tomorrow Our mission is to produce graduates who are global citizens, who are equipped to make an important contribution to the economy and to society in our inter- connected world; to serve our local region, academically, culturally and economically

8. University objectives Our values: pursuit of excellence; ambition and drive; enterprising; making a difference; community; accessible; global perspective; independence Our goals: enable students to succeed; deliver world class research; secure global position; engage our communities; champion social, cultural and economic growth; secure financial sustainability

9. Links to our work: Enable students to succeed and create their place in the world; be global citizens; serve local region Ambition and drive; enterprising; making a difference; global perspective; independence →SCS’s mission: to enable students to become successful students and employable graduates “we prepare graduates for jobs that don’t yet exist, who will have to solve problems we don’t yet know about” → future proofing graduates

10. And your Careers Centre? What is the mission of your Careers Centre? Why does this matter? Because you will have to work hard to secure the resources you need to provide a high quality, impactful and impartial service. Clarity about your purpose will give you determination and drive

11. UK labour market Historically low unemployment at 5.7% of working age population Broad range of sectors, inc. service industries and knowledge economy Recovering well from the financial crisis Increasingly buoyant labour market; some sectors struggling to recruit suitably qualified graduates → but still fiercely competitive to enter 70-75% of employers want “graduate skills and expertise” rather than a particular degree

12. Know your labour market Role of Government and relevant ministries Sectors: extractive industries; agriculture; construction; teachers; medics, health Which are stable, growing, declining + causes? Do you understand the expectations of local, regional and international employers? Segmenting labour market: e.g. by turnover; by number of employees; by market share; how many of your graduates are of interest to them, and are interested in them

13. Define your labour market What sectors of the economy do your graduates enter/want to enter? What labour market do you serve? How would you segment your employers and what is the rationale for this segmentation? Why does this matter? You must know to be able to provide impartial, informed advice to your students

14. Employers want graduates with: Good degree from a good university Work experience A record of achievement, e.g. sports, societies, volunteering Ability to understand what is right for them, and how to tell their unique story, and adapt it for different audiences The skills to succeed in recruitment

15. Employers* will not recruit graduates who Cannot work with, and get things done, through others Are not practical enough to think through problems clearly and deliver outcomes Cannot show a passion for chosen career or industry Are not flexible or resilient enough to work in a challenging, changing environment (or prepared to sometimes do dull work that needs doing) Cannot work with people from different cultures Have no interest in what is happening in other countries and cultures *Stephen Isherwood, Chief Executive, Association of Graduate Recruiters (AGR), with 300 members, Recruiters’ Club forum, May 2014

16. Link to Careers Employer views and labour market data are historical. So be well informed to ensure advice to students is current and impartial Aim to be one step ahead of emerging labour market trends Be informed not led by employers Have careers staff qualified in guidance, with sector knowledge. Consider AGCAS Establish and maintain excellent employer relations

17. What is AGCAS?* The professional association for Careers Centre staff International membership of 2,500, 150+ institutions, with access to 2m+ students Conferences, training, and qualifications A welcoming network of professionals *Association of Graduate Careers Advisory Services

18. Helping your students to succeed Embed employability in curriculum Enable and promote work experience, internships, placements Help them to meet employers Interpret the labour market for them Encourage and expect independence Aid them to reflect and Tell their Story Help them succeed with the recruitment process

19. Work experience – it’s all good Early access to graduate job / application process Try without committing Contacts useful for career ?? Appreciation of the higher level skills gained via study Unique experience for reflection and future reference Self reliance & self understanding Employability skills – teamwork, communication, customer skills Expectations, understanding, feel & culture of the workplace Developing application and interview skills Broad category of placement, experience or internship ‘Non graduate’ work experience Experience in any graduate field Academic work, e.g. URSS Experience in chosen graduate field Student gains ……

20. Characteristics of a successful careers centre Strong leadership and management with students at the heart of your service Qualified careers advisers Employer liaison Employability Placements/internships Links to rest of University

21. Essentials Vision and policies will give a secure foundation →clarity of purpose, senior management support, ways to work with students and employers Qualified Careers advisers who offer informed, impartial and confidential advice Excellent Employer links which draw employers to your University so students can meet them, learn about sectors, and make good choices about their futures

22. Essentials, 2 Employability and careers staff to guide students on career decisions and how to be successful in recruitment Internships and placements, as part of course or extra-curricular provide essential employer contacts + work experience Links to rest of University, e.g. recruitment, alumni, academic departments will enable you to contribute to the University’s goals in a joined up way

23. Career guidance Information and resources for students to research their options, look at different sectors, employers, vacancies –Student portal; Drop in Help Desk; Vacancies database Advice and guidance so students can make decisions that are right for them –AGCAS Qualified Careers consultants who offer 1:1 expert advice and guidance, with in-depth, up-to-date knowledge of different sectors –Helping students get a job: CVs, applications, interviews –Career Management skills sessions

24. Foundations for your service Be attractive and accessible, easy to use Know your students, faculty and labour market Have competent, qualified staff who are committed to student success Have variety of ways to engage (e.g. online, in person, by email) Be informed and up-to-date Be impartial and confidential Encourage early engagement

25. Know your students, faculty For example, Warwick has 4 faculties, 26 departments, governed in x way...; and 24,000 students, of whom 13,000 are undergraduates, 9,000+ are taught postgraduates, and 1,800 are research students. 25% of undergraduates are international students, 33% of total population 128 languages spoken on campus

26. Know your students, faculty 2 Disciplines, cohort size Student interests and ambitions during University, and for their futures Academic priorities Senior management priorities Networks, networks, networks! Why does this matter? To deliver a good service you must understand your stakeholders

27. What about you? What are the student demographics at your university? E.g. UG/PG, subject split, cohort sizes What do you know about your students? What are the priorities of academic and senior management? Why does this matter? To deliver a good service you must understand your stakeholders

28. Everyone’s journey will be different

29. How can you measure success? Student completion rates Graduate employment rates and salaries, x months after graduation Number of your graduates employed in different sectors Student feedback, employer feedback How well you meet labour market needs How well you serve your local economy

30. Graduate Employment* 69.6% in paid work 13.1% in further study 5.4% combining work and study 7.6% still seeking work 4.4% not available/other 66% in a “professional” role £20,500 median salary (full-time work)+ * Latest available data on UK/EU graduates who studied in the UK, collected for the Higher Education Statistical Agency (HESA). Undergraduates and graduates combined, data collected in January 2014, 6 months after graduation + = 5,500,000 KZT

31. Measures 2 National Student Survey (views of finalists) International Student Survey (learning; living; support; arrival) High Fliers Survey (views of finalists and Top 100 graduate employers) Informal and formal Employer feedback Internal student surveys, evaluation of sessions and workshops

32. And what about you? How will you measure the success of your service with students, employers, etc.? How will you use measures and feedback to improve your service? Why does it matter? Because resources are always scarce, and you will face questions on whether your services makes a difference, so have the measures of success to prove it!

33. Our advice to students Get the best degree you can by focussing on academic & professional skills Get work experience Make the most of University life Develop skills and confidence (volunteering, work experience, clubs and societies) Meet employers to find out more about them And decide what matters to you, and how to present yourself