15 years of Grad Facts Methodology Independently conducted by - - PowerPoint PPT Presentation

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15 years of grad facts methodology
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15 years of Grad Facts Methodology Independently conducted by - - PowerPoint PPT Presentation

Jul 20, 2023 313 likes •841 views

15 years of Grad Facts Methodology Independently conducted by Opinionpanel Research on behalf of the Guardian Fully representative of the UK fi nal year undergraduate population* By university type, region, course, ethnicity and

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15 years of Grad Facts

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Methodology

  • Independently conducted by Opinionpanel Research
  • n behalf of the Guardian
  • Fully representative of the UK fi

nal year undergraduate population*

  • By university type, region, course, ethnicity and gender

*Based on data from the Higher Education Statistics Agency (HESA)

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Grad Facts 2008

  • Sample size of over 3,000 respondents
  • More detailed, targeted and bespoke analysis
  • Open questions for more qualitative insight
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Today

1. Jobs market and graduate aspirations 2. Job hunting behaviour 3. What’s important and working values

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A planning tool to help:

  • Influence job design and

product off ering

  • Inform creative approach

to your communication

  • Aid eff

ective media planning

What Grad Facts can do for you

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Optimise candidate attraction and enhance your position as an employer of choice

}

A planning tool to help:

  • Influence job design and

product off ering

  • Inform creative approach

to your communication

  • Aid eff

ective media planning

What Grad Facts can do for you

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Jobs market and graduate aspirations

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AGR

11.7%

growth for 2008

View of the jobs market

Source: AGR Graduate Recruitment Survey 2008 (Summer Review)

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AGR

11.7%

growth for 2008

Graduates more

  • ptimistic

than in 2006

View of the jobs market

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AGR

11.7%

growth for 2008

Graduates more

  • ptimistic

than in 2006

Economic

  • utlook

View of the jobs market

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Where next?

2008 2006 Plan to look for/start a graduate job 42% 49% Further study 28% 25% Work in a non graduate job 17% 10% Time out (travelling/voluntary work) 42% 31%

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When they decided

  • n their careers

Before A’ Levels

23%

Just after A’ Levels

13%

1st Year at uni

6%

2nd Year at uni

13%

3rd Year/ fi nal year at uni

18%

Not yet decided

27%

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Which sector?

2008 2006 Private 53% 48% Public 36% 34% Education 22% 18% Charity 12% 10%

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Which industry?

0% Media Charity Civil Service Finance/Banking IT/Communications Travel/Leisure Art/Design/Fashion Marketing Local government Retail/Distribution 10% 20% 30% 40% 50% 60% 70%

Which industries do you wish to work in?

Defi nitely consider

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Graduate flexibility

0% Media Charity Civil Service Finance/Banking IT/Communications Travel/Leisure Art/Design/Fashion Marketing Local government Retail/Distribution 10% 20% 30% 40% 50% 60% 70%

Which industries do you wish to work in?

Defi nitely consider Might consider

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Mobility and regions

Areas graduates want to work in

0% East West Midlands Wales Scotland North East North West South East East Midlands South West London 10% 20% 60% 40% 80% 30% 70% 50%

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Mobility and regions

  • the wider audience

Areas graduates would consider working in Areas graduates want to work in

0% East West Midlands Wales Scotland North East North West South East East Midlands South West London 10% 20% 60% 40% 80% 30% 70% 50%

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Starting salary expectations

% CHANGE

15% 13% 13% 16%

2008

£22,798 £21,374 £20,602 £19,773

2006

£19,766 £18,912 £18,187 £17,081

SECTOR

Private Public Education Charity

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What have graduates got to offer?

Analytical skills Business awareness Confi dence Leadership skills Offi ce skills Negotiation skills Results driven Numeracy Lateral thinking Innovation Team work Work well under pressure Attention to detail Problem solving Presentation skills Initiative Written skills

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Work experience = confidence

35% Team work Communication skills Analytical skills Initiative Problem solving Lateral thinking Offi ce skills Work well under pressure Innovation Confi dence 45% 55% 65% 75% 86% 95%

Top 10 skills/attributes

(base: all who rated themselves as ‘exceptional or ‘very good’)

Did not work Did work relevant to career/degree

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Work experience = confidence

35% Communication skills Initiative Team work Analytical skills Problem solving Lateral thinking Offi ce skills Work well under pressure Innovation Confi dence 45% 55% 65% 75% 86% 95%

Top 10 skills/attributes

(base: all who rated themselves as ‘exceptional or ‘very good’)

Did not work Did work relevant to career/degree

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Job hunting behaviour

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When best to reach them

0% Dec or earlier Jan - Feb Mar - Apr May - Jun Jul - Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% 2008 2006

  • Q. When did you/plan to do your graduate job hunting?

(base: all)

}

PENULTIMATE YEAR POST GRADUATION FINAL YEAR

}

}

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The applications process

2008 2006 Made applications 42% 38% Had interviews 20% 15% Received job offers 11% 10%

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Sources used for job hunting

0% 10% 20% 30% 40% 50% 60% 70% 2008 2006 54% 63% 46% 54% 41% 49% 44% 45% 31% 40% 56% 57% 53% 52% 48% 54% 44% 45% 37% 40% Job sites Uni careers offi ce Company websites Graduate directories Friends Newspaper adverts Recruitment agency Job fairs Work experience Company brochures

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54% 63% 46% 54% 41% 49% 44% 45% 31% 40% 56% 57% 53% 52% 48% 54% 44% 45% 37% 40% 2008 2006

Sources used for job hunting – a digital shift

Job sites Uni careers offi ce Company websites Graduate directories Friends Newspaper adverts Recruitment agency Job fairs Work experience Company brochures Still a strong use of print media and other sources Slight decline in print sources Growth in digital sources 0% 10% 20% 30% 40% 50% 60% 70%

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Job sites they have used so far

0% 5% 10% 15% 20% 25% 30% 35% 40% prospects.ac.uk guardianjobs.co.uk monster.co.uk milkround.com fi sh4jobs.co.uk graduatejobs.com thegraduate.co.uk timesonline.co.uk/jobs targetjobs.co.uk totaljobs.com

  • ther

get.hobsons.co.uk jobs.telegraph.co.uk exec-appointments.com yougofurther.co.uk thebigchoice.com

  • Q. Which sites have you used for jobs?

(Base: all)

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Job sites they plan to use

0% 5% 10% 15% 20% 25% 30% 35% 40% guardianjobs.co.uk monster.co.uk prospects.ac.uk thegraduate.co.uk graduatejobs.com timesonline.co.uk/jobs milkround.com fi sh4jobs.co.uk targetjobs.co.uk jobs.telegraph.co.uk None of these totaljobs.com yougofurther.co.uk exec-appointments.com get.hobsons.co.uk thebigchoice.com

  • Q. Which sites do you plan to use for jobs?

(Base: all)

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Publications they have used for jobs

0% The Guardian University circulars Student newspapers The Sunday Times The Independent Regional daily paper The Times Trade/business press Daily Telegraph Financial Times 5% 10% 15% 20% 25% 30%

  • Q. Which publications have you used for jobs?

(Base: all)

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Publications they plan to use for jobs

  • Q. Which publications do you plan to use for jobs?

(Base: all)

The Guardian Uni/College circulars Student newspapers The Sunday Times The Independent The Times Trade/business press Daily Telegraph Inde on Sunday Financial Times 0% 5% 10% 15% 20% 25%

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Social networking sites

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The Facebook phenomenon

Social networking sites - Share of visits

Jun-07 Jul-07 Aug-07 Sep-07 Oct-07 Nov-07 Dec-07 Jan-08 Feb-08 Mar-08 Apr-08 May-08

Facebook Bebo Myspace Faceparty Friendsreunited 0% 5% 10% 15% 20% 25%

Source: Hitwise

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The Facebook phenomenon

Use of social networking sites

89% 44% 24% 4% 8% Other

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Privacy and the cyber trail

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Privacy and the cyber trail

48%

are worried that potential employers may scrutinise their

  • nline behaviour
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Networking sites and the recruitment potential

30%

would look up potential employers

14%

agree networking sites are a good place for jobs

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What’s important and working values

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What’s important to them for their first graduate job

Travel abroad with work Excellent salary No overtime/weekend work No requirement to relocate To work autonomously Good social life Equality of opportunity Inspirational manager Ongoing training Job security Being challenged Position of responsibility Work for a respected company Opportunity to become professionally qualifi ed

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What’s most important

Travel abroad with work Excellent salary Exc salary ertime/weekend work No over ime/weekend w k No requirement to relocate No To work autonomously Good social life Equality of opportunity Inspirational manager Ongoing training Job secu Job security Being challenged Position of responsibility Work for a respected company Opportunity to become professionally qualifi ed

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Their working values

I would rather not work if I could aff

  • rd not to

I want to achieve something

  • f value to society

Salary most important factor when choosing a job I have to feel happy with the ethical record of an employer A successful career is the most important goal in my life Getting a good work/life balance is important to me I expect promotion early in my career

91% 67% 63% 38% 35% 31% 30%

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Changing values

Recruitment 2020:

Candidates are more discerning

about who they work for Working values and company reputation become more important Recruitment becomes more about matching people with organisations, not just candidates with jobs Qualifi ed candidates, such as graduates, are more likely to assert these values and expectations

Choose a job you love and you will never have to work a day in your life

  • Confucius
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What work/life balance means to them

‘ N

  • r

m a l w

  • r

k i n g h

  • u

r s , w i t h a g

  • d

a m

  • u

n t

  • f

h

  • l

i d a y ’

Female, SOAS

‘ W

  • r

k i n g f r

  • m

h

  • m

e

  • c

c a s i

  • n

a l l y t

  • s

a v e c

  • m

m u t i n g ’

Male, University of Newcastle

‘I want work that would truly engage me, so that the contrast between work and life would not be so marked’

Female, University of St Andrews

‘Hours to suit my family commitments’

Female, University of West England

‘ 9

  • 5

. N

  • w

e e k e n d w

  • r

k

  • r
  • v

e r t i m e . ’

Male, Middlesex University

‘ S e n s i b l e w

  • r

k i n g h

  • u

r s ; W e e k e n d s f r e e ’

Male, University of Oxford

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What they would like from an employer

Base: All who agreed that work/life balance was important to them

7%

Social/sports events

37%

Flexible work-time

5%

Other

10%

Supportive environment

26%

Reasonable working hours

15%

Sufficient holidays

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Successful organisations will off er more tailored lifestyle benefi ts to their

  • employees. Organisational

cultures will need to move away from work-life balance to work-life integration. Future of Work, Chartered Management Institute

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What ethical behaviour/ CSR means to them

‘Opportunities for staff to input into the company’s corporate social responsibility’

Male, University of Warwick

‘Being as green as possible and encouraging employers to do the same’

Female, University of Hertfordshire

‘ E q u a l

  • p

p

  • r

t u n i t i e s a n d g

  • d

t r e a t m e n t

  • f

s t a ff ’

F e m a l e , S u s s e x U n i v e r s i t y

‘A company that is not involved in industries that harm the planet or people’

Female, University of Cambridge

‘ H e l p w i t h t h e l

  • c

a l c

  • m

m u n i t y , s c h

  • l

s a n d y

  • u

t h w

  • r

k ’

M a l e , L i v e r p

  • l

J

  • h

n M

  • r

e s U n i v e r s i t y y

‘ S p

  • n

s

  • r

i n g c

  • n

s e r v a t i

  • n

a c t i v i t i e s a n d e d u c a t i

  • n

l

  • c

a l l y . T r a i n i n g p e r s

  • n

n e l t

  • b

e e n v i r

  • n

m e n t a l l y a w a r e a n d a c t i v e . ’

  • F

e m a l e , U n i v e r s i t y

  • f

E d i n b u r g h

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14%

Financial transparency

What ethical behaviour/ CSR means to them

12%

Community projects

43%

Thinking of the environment

35%

Good treatment

  • f employees

6%

Charitable donations

Base: All who would have to feel happy with the ethical record of an employer

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Work/life balance and ethical behaviour

0% 85 86 Need to feel happy with employer’s ethical record (all agree) Desire a good work/life balance (all agree) 87 88 89 90 91 92 93 55% 60% 65% 70% 75% 80%

Graduate working values by employers they would like to work for

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G e n e r a t i

  • n

‘ Y ’

}

Generation ‘Y’

CO2

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More concerned with a company’s environmental policy and record More concerned about company brand More ambitious They are less loyal to your business

Source: AGR Graduate Recruitment Survey 2008 (Winter Review)

They want it all!

G e n e r a t i

  • n

‘ Y ’

}

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Summary

  • Target the passive as well as the active talent pool
  • Engage with them through emerging

recruitment platforms

  • Embrace and connect with graduates’ changing values
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