 A follow-up to the AGS  Three years out ◦ First piloted in 2009 (2006 AGS respondents) ◦ Three years after the AGS ◦ AGS respondents only ◦ Same reference date  Five years out ◦ Pilot in 2011 ◦ 2009 BGS pilot respondents contacted

 Collects three years of outcomes data ◦ Employment status and specifics ◦ Study status ◦ Tenure  Plus ◦ OSI and GSS ◦ Course retrospective ◦ Workplace relevance ◦ Employability skills

 Conducted in June/July  34 institutions participated  Total of 11,807 usable responses received ◦ matched back to AGS response  Participating institutions received ◦ Summary reports ◦ Data files

 Conducted in October  Pilot only  BGS 2009 follow-up ◦ AGS 2006 follow-up  Total of over 2,000 usable responses received ◦ matched back to AGS response  Preliminary analysis only  Will help to form 2012 instrument

2008 (%)2011 (%) Full-time employment? Males Females

2008 (%)2011 (%) Full-time employment? Part-time employment Graduates not working5.83.0

2008 (%)2011 (%) Managers Professionals Technicians and trades workers Community and personal service workers Clerical and administrative workers Other occupations TOTAL 100

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2008 (%)2011 (%) Avail FT employment Full-time study In part-time or seeking PT work only Unavailable2.82.6

Median Salary Bachelors$47,000$66,000 Postgraduates$65,800$85,000

Bachelors2007 ($,’000)2010 ($’000)% Growth Natural and physical sciences Information technology Engineering and related Architecture and building Agriculture and environment Health Education Management and commerce Society and culture Creative arts All fields

 Fieldwork beginning mid July  38 institutions participating  Working with ◦ Research Performance and Analysis Team from Innovation  HDR graduates ◦ Office for Women from Department of Families, Housing, Community Services and Indigenous Affairs  Gender pay equality  Participating institutions in December to receive ◦ Summary reports ◦ Data files

 Takes a closer look at graduate recruiters  Running since 2005  Graduate recruitment practices and trends, including: ◦ Intake numbers and quality / satisfaction ◦ Recruitment techniques ◦ Preferred graduate attributes ◦ Retention ◦ International graduates

 Conducted in August each year  Over 500 graduate employers responded in 2011 ◦ Variety of industries ◦ Employer sizes  Online only  Full report and industry reports distributed free

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Table 2: Why employers did not recruit mature age graduates, 2011 (%) Proportion of graduate intake constituted by mature age Why did not recruit mature age % No suitable candidate 55.6% No applications received 27.8% Too experienced for graduate position 7.4% Other 9.3%

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Effectiveness of social media sites Somewhat/Quite/ Very effective Quite/Very effective Facebook81.1%41.1% YouTube77.8%29.6% LinkedIn74.4%28.2% Twitter66.7%18.5%

Selection Criteria Interpersonal and communication skills (written and oral) 111 Passion/Knowledge of industry/Drive/Commitment/Attitude 222 Critical reasoning and analytical skills/Problem solving/Lateral thinking/Technical skills 333 Calibre of academic results444 Work experience665 Cultural alignment / Values fit756 Teamwork skills577 Emotional intelligence (incl. self- awareness, strength of character, confidence, motivation) 888 Leadership skills999 Activities (incl. intra and extra curricular)10

Industry GroupMedian total cost Median per capita cost Government/Defence/Health$50,000$3,350 Construction/Mining/Engineering$30,000$1,500 Accounting/Finance related$12,500$1,800 Communication/Technology/Utilities$10,000$2,000 Legal/Professional services$10,000$2,000 Manufacturing$10,000$3,350