1. An overview of Graduate Recruitment and Selection in the UK Carl Gilleard Chief Executive, AGR

2. A 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

3. Member organisations include: ASDAAtkinsBarclays BP InternationalBUPACabinet Office CaterpillarClifford ChanceDanone DiageoEnterprise Rent-A-CarGlaxoSmithKline GoogleHilton HotelsInnocent JP MorganKerry FoodsKier Lloyd’s RegisterMarks & SpencerMcKinsey & Company Metropolitan PoliceMitsubishiNational Grid NG BaileyOxfam GBPricewaterhouseCoopers Rolls-RoyceScottish & NewcastleShell Skanska UKStandard LifeTeach First TescosThomas CookWincanton Logistics

4. Agenda: Marketing and Attraction Selection and Assessment Development and Retention The Business Case

5. 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

6. Marketing & Attraction Challenges – the backcloth Graduate vacanciesGraduate vacancies

7. Marketing & 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

8. Marketing & 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?

9. Graduate Salaries

10. Selection 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

11. Selection & Assessment Challenges Entry requirementsEntry requirements

12. Selection & Assessment Challenges Selection methodsSelection methods

13. Selection and Assessment Challenges IssuesIssues -Linking selection to attraction -Screening tools – UCAS tariff and 2:1s -Embracing diversity -Self-deselection -Online testing -International recruitment -Shortfall

14. 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

15. Development 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. One in five are not!

16. Development 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

17. W hy recruit graduates? The business case Adding Value Beyond Measure – the Business Case for Graduate Recruitment Programmes Dr Anthony Hesketh 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

18. Coming soon Review of UK degree classification system The Millenial generation Demographic shifts Less mobility among UK graduates Increased levels of graduate debt

19. Questions