2. In Autumn/Winter 2015, Career Design conducted its first employability
research initiative to track the skills employers seek when recruiting
graduates. As an independent employability consultancy we have no
agenda – the sole purpose of the research is to provide universities with
genuine insight in to what employers actually want.
We are thrilled that many of the UK’s leading employers chose to
participate in this research. Blue chip companies, disruptive start-ups,
not-for-profit organisations and the public sector are all represented.
Career Design interviewed a wide range of decision makers – from Chief
Executive Officers to HR Directors to Recruiters, who provided both
strategic and tactical employer insights. The findings of this research
enable universities to understand how requirements (and expectations)
differ from employer to employer and provide a glimpse of what future
employability trends may look like.
This survey includes the view of some of the UK’s leading graduate
employers, representing a workforce of over 50,000 in the UK.
Here are some of the key insights from the 2016 survey.
Tom Lakin, Director (MA, CDCS)
tom@career-design.co.uk
About the Career Design
Employer Survey
1 Employability Skills Insights from the 2016 Career Design Employer Survey
3. The shift towards students becoming consumers of education services arguably changed
gear in September 2012 when universities in England raised tuition fees to up to £9,000
per year, amid major budget cuts to institutions’ teaching budgets. By 2016, the notions
of ‘value for money’ and ‘return on investment’ were firmly in students' lexicon. Irrespective
of one's viewpoint on students as learners vs students as consumers this trend has
resulted in employability being an increased priority for both students and universities.
Graduate Prospect league tables can act as a useful gauge, though the lack of granular
detail can result in perhaps misleading representations of universities. Not all graduate
employment is considered equal and for the purposes of this research only skilled,
graduate-level employment was quantified and discussed. It is perhaps surprising, given
the extensive government focus and media coverage, that one of the key themes that
emerged from this research was that there may not be quite the major ‘skills shortage’
that universities are being told. Certainly some skills are considered lacking in recent
graduates, but the majority of respondents claimed that they are “not looking for the
finished article”. One Managing Partner at a Media Agency surmised, “We have a general
principle here which is – hire for attitude, train for skills”.
Potential, rather than current skills, is what defines a student's employability and
it is exactly this that provides the biggest challenge (and opportunity) for Careers and
Employability professionals in 2016.
Employability in 2016
1 Employability Skills Insights from the 2016 Career Design Employer Survey
4. Excel
Despite being over 30 years old, MS Excel remains the most in-demand software for
graduate proficiency. Digital businesses in particular flagged the importance of Excel
in graduate recruitment.
90%
The percentage of respondents who used the words ‘passion’ or ‘positivity’ when
describing their ideal graduate applicant.
Realistic
Contrary to media reports, few employers expect graduates to be 'the finished product'.
Only one respondent, a disruptive, high-growth start-up, stated that they needed graduates
to “hit the ground running, as it is all hands on deck here”. All others expect to train and
nurture graduate hires.
15%
The percentage of respondents who expect graduates to bring specific subject knowledge
with them to the role.
0
The number of employers who responded that a graduate's environmental or ethical skills/
traits were significant in their hiring criteria.
Key Insights
1 Employability Skills Insights from the 2016 Career Design Employer Survey
5. The range of organisations participating in this research was designed to broadly reflect
graduate employer destinations – respondents included the UK’s largest banking groups,
leading media networks, niche consulting groups, medium-sized schools, theatres,
recruitment businesses, disruptive tech start-ups and central government. Whilst there
were differences in the experience profile of graduates and their expectations of a graduate
on day one, almost all employers agreed that graduates often lacked some emerging skills:
Digital Fluency
Whilst a subjective term, employers tended to refer to Digital Fluency in the context
of being able to interpret information, discover meaning, design content, construct
knowledge, and communicate ideas in a digitally connected world. Employability
professionals should note the lack of technical knowledge required from non-IT graduates–
it is their exposure to digital rather than a technical understanding that is particularly
valuable. Students should embrace the digital channels they enjoy using, whether
it is Buzzfeed, WhatsApp or Snapchat but also be able to articulate their benefits.
“Graduates bring a new perspective. Their
insight is invaluable – they use digital
channels the current team is only vaguely
aware of.”
Marketing Director, global brand
What skills are missing?
1/2/3/4
1 Employability Skills Insights from the 2016 Career Design Employer Survey
6. Data Analytics
All respondents reported that their organisation was increasing using data to shape
decisions and was increasingly requiring graduates to be able to manipulate and
understand data. The importance of data and analytics varied depending on the sector,
but one tool trumped all = Excel. Employers voiced concerns over the ability of graduates,
particularly in related fields such as business, in using Excel to make informed decisions.
Students should understand the significance of Excel, even in fields which have
traditionally relied less on numbers, such as media and recruitment.
“My business is increasingly data-savvy,
yet the graduates I meet are not.”
Managing Partner, media agency
What skills are missing?
1/2/3/4
1 Employability Skills Insights from the 2016 Career Design Employer Survey
7. Curiosity
Perhaps reflecting with the consumerisation of students, employers voiced concern at
the lack of curiosity of graduates. In fact, 40% of respondents identified curiosity, or
an interest in the world around them, as being what separated the best graduates from
average graduates. Employers commented that innovation was key to their success and
that graduates should have an interest in identifying new ways to improve. In short most
employers were concerned that students often gave ‘trained or taught’ answers to interview
questions, only unintentionally showing their curious nature after extensive probing.
“The best graduates are not ‘taught
by rote’ – they truly have to research
and share their opinion. They can
express opinions as a narrative and
are also self-motivated.”
Managing Director, Consulting
What skills are missing?
1/2/3/4
1 Employability Skills Insights from the 2016 Career Design Employer Survey
8. Passion
Passion may not feature in Government White Papers or media reports but for employers
it is the single biggest factor affecting their hiring decisions. 90% of respondents
identified ‘passion’ or ‘positivity’ in their graduate wish-list. Employability professionals
should educate and inspire students to articulate this passion and genuine interest using
platforms such as blogs, videos and coursework assignments.
“We would go for a passionate less
academic graduate with some experience
over unenthusiastic Oxbridge every
single time.”
Managing Director, Tech Start-Up
“All our graduate hiring decisions are
made on one thing – attitude.”
Recruitment Partner, Retail Bank
What skills are missing?
1/2/3/4
1 Employability Skills Insights from the 2016 Career Design Employer Survey
9. Career Design is a London-based Employability Career Consultancy, providing
universities with the latest independent research, insights and course content auditing
services. With experience of working with some of the UK’s largest employers as well as
start-ups, not-for-profit and social enterprises, we can help advise on what employers
really want.
Career Design provides bespoke research, employability in course content audits and
employability consulting services to educational establishments in the UK. Career
Design’s quarterly Employability Trends Innovation presentations are available on campus
for both students and employability professionals.
Career Designs’ advisory practice is led by Tom Lakin. Tom has 10 years’ career
development and talent acquisition experience, designing and implementing recruitment
strategies for many of London’s most innovative organisations. Tom studied Coaching at
City University, London and has an MA in Career Development and Coaching from the
University of Warwick.
About Career Design
1 Employability Skills Insights from the 2016 Career Design Employer Survey
Career Design
49 British Grove, London W4 2NL
www.career-design.co.uk
+44 (0) 20 7206 2556
@CareerDesignUK
