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Employability Summit 4: 17th December 2013 - Stephen Isherwood "Graduate Labour Market 2014"
- 1. The Graduate Market in 2014 Stephen Isherwood Chief Executive Association of Graduate Recruiters
- 2. The graduate market in 2014 1. Changes in the hiring market 2. Recruiting trends
- 3. Have we turned the corner? Expected percentage change in vacancies from 2011-2012 to 2012-2013 by sector Consulting or business services firm 36.3% Energy, water or utility company 30.8% IT/Telecommunications 14.6% Engineering or industrial company 10.1% Retail 9.7% Public sector 5.2% Investment bank or fund managers Law firm FMCG company Accountancy or professional services firm Banking or financial services No change -5.4% -10.5% -17.1% -45.1%
- 4. But the landscape is very familiar Predicted vacancies by sector % of 18,913 vacancies Accountancy or professional services firm 18.7% Engineering or industrial company 14.9% Retail 10.3% Public sector 10.0% Banking or financial services 9.4% IT/Telecommunications 8.7% Law firm 6.8% Investment bank or fund managers 4.3% Consulting or business services firm 2.9% Energy, water or utility company 2.8% FMCG company 2.2% Transport or logistics company 1.3% Insurance company 0.9% Construction company or consultancy 0.9% Other 1.9%
- 6. How big is my market really? Graduated 2:1/1st Medicine, dentistry etc Further study Traveling etc Market size 7% interested in accounting Big 6 vacancies 230,000 27,000 48,000 14,000 141,000 9,870 5,000
- 7. Talent spotting • • • • Shift in emphasis to talent spotting Candidate processing outsourced Campus brand building (ROI) Early identification – Internships – One-year placements – First year spring weeks • Degree partnerships
- 9. What does good look like? 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. An ability to work collaboratively with teams of people Excellent communication skills: both speaking and listening A high degree of drive and resilience Ability to analyse make sense of complex situations An ability to embrace multiple perspectives and challenge thinking A capacity to develop new skills and behaviours according to role requirements A high degree of self-awareness An ability to negotiate and influence An ability to form professional networks Awareness of issues affecting sector applied to
- 10. What does good look like? • Practically intelligent problem solver • Can get things done with and through others • Passion to do the job
- 11. A global mind-set What it isn’t: • Can’t work with different cultures • Has no interest in what is happening in other countries • Inflexible approach to work
- 12. Developing a global mind-set • Cross-cultural experience • Learn a new language • Travel/work/study abroad • Solve problems flexibly • Read the Economist
- 13. In summary • • • • • Increasing competition for talent Earlier targeting Focus on ROI Addition of a global mindset Employers getting serious about social mobility
- 14. Questions?