The Talent War for Students Stephen Isherwood AGR Chief Executive @isherwood_agr

The AGR – your trade body @AGRorg

Agenda

Our universe – student talent recruited in 2016 10,110 Apprentices +13% 22,960 Graduates -8% 9,390 Interns +13% 3,269 Placement students 685 School leavers

But it’s a competitive market

Unfilled vacancies by sector

8.2% of offers were reneged Source: 2015 AGR Annual Survey.

Recruiting into places across the UK… https://pixabay.com/en/map-uk-flag-borders-country-1019896/ Based on 166 employers with 17,884 graduate hires, who provided regional information. @AGRorg

82% of AGR employer members don’t stipulate a degree discipline Did you know… 82% of AGR employer members don’t stipulate a degree discipline

What do employers want?

What do employers want? An ability to work collaboratively with teams of people Excellent communication skills: both speaking and listening A high degree of drive and resilience An understanding of the political, economic, commercial issues affecting an organisation 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 form professional networks An openness to and respect for a range of perspectives A willingness to play an active role in society at a local, national and sometimes international level.

Or put more simply… Can work with and get things done with other people Practical intelligence to think through problems clearly and deliver solutions A passion for your chosen industry/career The resilience to do difficult – sometimes dull – work in challenging, changing circumstances Employability is not a tick list of skills Think about the transition from student to employee. As a student you ‘consume’ your education. In some industries you do a lot of one to one work – in some it is all about teamwork Employers tell us that their best people do the high level work but will also stay late to get the photocopying done for a pitch document

Postman or President?

Analytics – what does your data tell you?

Can do or love to do?

Entry criteria are broadening… Based on 194 employers (2016) with 22,164 graduates, 168 employers (2014 and 2015) @AGRorg

Strengths-based recruitment is expanding “We recruit on a strengths basis which looks at future potential as opposed to what has been achieved in the past” Based on 124 employers with 17,559 graduate hires. @AGRorg

The myth of oven-ready graduates Source: AGR Annual Survey and 2016 AGR Development Survey. @AGRorg

Millennials get to work Student life The student as consumer Clear tasks Flexitime Quest for perfection Peers Employee life The employer as consumer Ambiguous tasks Working week Quest for efficiency Hierarchies

The rise of the intern

Intern vacancies increase 13% Sector % change Median salary (pro rata) Overall +13% £17,160 Banking or financial services £21,000 Accountancy or professional services +19% £18,000 Law firms +9% £16,900 Engineering or industrial company -3% £16,500 Retail +1% Public sector +51% £16,382 Construction (company or consultancy) +101% FMCG company +12% Energy, water or utility company -24% £15,800 Investment banking - £30,000

Retention

Graduates typically stay 4.4 years 4.4 years – longer than average, stable retention rates as before But some do drop out – first time we know when, around the half-way mark 8% the year after – need for off-boarding, it’s a spike, no need why this “has” to happen Interns versus graduates, value of work experience more widely

Apprentices – a new way of thinking

Strategies for degree apprenticeships

What challenges do you, or do you expect to, experience in the offering of degree apprenticeships?

Recommendations Employers need greater clarity on the range of programmes available, how a new programme can be created, and how they can be built into talent strategies Speed up the process for Trailblazers being approved and getting to market Developing the profile of degree apprentice options in schools needs to have a high priority and run in parallel to work undertaken on programme development

Demand for higher level skills Source: cedefop

An aging population

Key challenges @isherwood_agr 1. Brexit 2. Competition 3. Apprenticeships (Levy) 4. Attracting candidates 5. Diversity Source: AGR Annual Survey 2016. Top expected challenges of recruiters in the year ahead. Open-ended question. Based on 171 employers with 20,424 graduate hires. @isherwood_agr

Questions Stephen Isherwood AGR Chief Executive @isherwood_agr