1. International Employer Engagement
Scotland
Case studies from:
AGCAS Scotland – Lucy Everett (University of Edinburgh)
Careers Group – Mona Vadher (City, University of London)
GW4 – Paul Blackmore (University of Exeter)

2. Drivers
HESA reported that international students account for almost 14% of those in HE (2015).
They internationalise the academic environment and campus life and also contribute more than £7 billion to the UK economy.
The after effects of Brexit have already begun to impact the future of students coming to study in the UK from the EU.  
Tightened visa requirements make it more difficult for international students to work in the UK after graduating, causing international student number to plummet.  
The number of Chinese students far exceeds any other nationality at 91,215. This is the only country showing a significant increase in student numbers.
In 2014, only 5,639 students were granted leave to stay in the UK under a Tier 2 visa, according to the UK Council for International Student Affairs (UKCISA) - facing deportation if they do not find a job four months after the end of their course.
Career Services have a key role to play to help international students boost their chances of finding employment after graduation.
Scotland

3. 3 Case studies
Careers Group – Mona Vadher (City, University of London)
Students connecting with employers and alum face-to-face in the UK
Focus on 5 countries/regions giving alum and employer insights
2. GW4 – Paul Blackmore (University of Exeter)
- Students connecting with employers face-to-face internationally
- Careers Fairs in China connecting students and alumni with employers
3. AGCAS Scotland – Lucy Everett (University of Edinburgh)
Students connecting virtually
Chinese students connecting virtually with Chinese employers
Scotland

4. The Careers Group: Global Careers Series
Mona Vadher Head of Employer Engagement City, University of London

5. The Global Careers Series
Incorporating internationalisation and five globally-minded universities decided to collaborate
Unique opportunity for both international students and those wanting to work internationally, to find out about careers overseas
A series of interactive panel events
Students from all five participating universities were welcome to attend any event
November 2016 and February 2017.

6. 5 Universities (Colleges)

7. 5 Regions and/or Countries

8. The Format
Employer representation was comprised across five regions or countries, namely, China (KCL), South East Asia (SOAS), Middle East (UCL), North America (City) and Western Europe (Goldsmiths)
Each event followed a similar format, bringing together panellists from a variety of different backgrounds who all share an interest in working overseas
Various challenges and opportunities associated with working overseas were discussed.

9. Purpose
Provide a platform for international students and those wanting to work in these countries or regions to:
Network and connect with like-minded individuals and industry professionals
Appreciate why experience in these selected regions and countries is such an incredible advantage for graduates in today's job market
Understand the challenges to working successfully in the region, and how these can be overcome.

10. Findings: Kings College London
Kicked off the series with a range of employers and alumni sharing their personal experiences and top-tips of securing work in China.
This event provided attendees with an interactive introduction to Chinese business culture.

11. Findings: City, University of London
City’s event was sponsored by three employers and our platinum sponsor, Global Experiences, offered one US$2,500 mobility grant to someone attending the event to participate in their US program and offered US$500 to the first 15 enrolled in either their New York or Washington DC summer program.

12. Success 2000+ students attended
Very little resource due to the collaboration
Overwhelmingly positive feedback from students, particularly around offering educational exchange, tips on securing employment and volunteering opportunities overseas all through the same events
The panellists were equally pleased with the high numbers attending and quality of students.

13. Dissemination

14. What next? Website: http://global-careers-series.com/
Video:

15. International Employer Engagement
Case study: GW4 China Careers Fairs
Paul Blackmore
Divisional Head, Student Employability & Academic Success
University of Exeter
20th June 2017, Manchester

16. Agenda
Background and strategic drivers
Operational aspects
Pros, cons and challenges

17. Background and strategic drivers
Graduate recruitment fairs for returnee graduates of… Universities of Bath, Bristol, Cardiff & Exeter (part of the GW4 partnership)
Deliver in China, September each year
First delivered in 2015 (Shanghai)
… 22 employers
… approximately 250 students
2016 (Shanghai and Beijing)
2017 (Shanghai and Shenzhen)

18. Background and strategic drivers
Business case
To improve access to employers for our graduates
Redress imbalance of services for int’ students
Focus on largest cohort of our students
Deliver through partnership to share resources and contacts
Respond to active demand from alumni groups
Build stronger employer relationships…
…and greater labour market knowledge

19. Operational aspects Allocate even number of student places per partner
Chose prestigious venues for inaugural event(s)
Used online & shared booking resources for students and employers
Fair format:
Modest(limited)-sized exhibitor tables, staff and pop-up banners
Two-tranches/sittings per day for students
Leverage existing contacts
… and China staff / alumni

20. Pros, cons and challenges
Added value for returnee graduates
Closer working relationships with employers
Better understanding of China recruitment market
Higher profile(s) for careers services and institution
Closer ties with China alumni groups
Closer ties between delivery partners (GW4 CS)

21. Pros, cons and challenges
Culture of last minute confirmations from employers
Working at a distance – with partners and venues
Conflicting advice from employers and experts
Different recruitment approaches from UK
Identifying dates suitable for all partners
Changing PRC regulations e.g. taxes, health & safety…
Uninvited guests / requests e.g. Graduates from other HEIs, Secret police(?), Taoism workshops in teashops etc.
Hygiene factors…
…mozzies, food, travel.

22. Pros, cons and challenges
On balance…
provides a broad ROI but…
complex and time-consuming
politically, there may be no going back
prepare for the unexpected!

23. [Thank you!]

24. AGCAS Scotland – China and South East Asia Virtual Careers Fair
Growing number of International students – 5000 Chinese students
End of Talent Scotland and Post-Study-Work visas
Precedent of collaboration across AGCAS Scotland with the Shared Vacancy Service
Primarily University of Edinburgh, University of Glasgow and University of St. Andrews (largest international student populations)
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

25. Year 1: China Virtual Fair - November 2009
Scotland
Year 1: China Virtual Fair - November 2009
AGCAS Scotland secured funding from Scottish Government International Lifelong Learning
Used contacts from: Scottish Development International, the British Chamber of Commerce, the British Embassy, SQA, AGCAS Scotland and British Council Beijing Office
Graduate Prospects made partially customised software including:
vacancy database
an e-guidance facility,
a CV bank
online chat rooms.
25 employers (exceeded initial target of 15)
166 job vacancies (viewed 5240 times)
736 students from across Scottish Institutions registered and took part in fair
52 live chat sessions moderated by 20 Careers Advisers from 10 Scottish Universities
19 e-guidance sessions
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

26. Scotland
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

27. Year 2: Asia Virtual Fair - 2010
Scotland
Year 2: Asia Virtual Fair
Broader countries: Malaysia, Singapore, Taiwan
Got contacts with help from UKTI and British Council in Malaysia and Singapore
94 employers across 6 countries
1679 students
230 jobs (viewed 10,971 times)
55 online chats moderated by 28 Careers Advisers
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

28. Scotland
Feedback
Employers:
Liked being able to tap into talent pool across Scotland
Happy to use English in chats
Keen to be involved again
Valued the CV bank searchable by degree disciplines or nationality
Less interested in one to one chats with students/graduates
Not very prepared for sessions and often late or failed to log in
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

29. Scotland
Feedback
Students:
Appreciated the opportunity to have direct contact with employers in Asian countries, and access to job vacancies/labour market information.
Liked the convenience and cost effective way to network remotely
Unprepared for online chat sessions and questions were dominated with personal, (e.g.visa-related).
Unrealistic expectations about range of vacancies and salary/positions, and capabilities of system
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

30. Feedback Project team:
Scotland
Feedback
Project team:
Good engagement overall – great way to increase engagement with Asian employers and good provision for Asian students
Heavy staff resource
The software proved clunky - changes were requested of the provider, some of which were charged for.
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

31. Scotland
Continued…
Scottish Government money finished. University of Edinburgh, Glasgow and St. Andrews decided to continue putting staff resource towards this (including short- term Mandarin speakers)
Cut back online chat and e-guidance
Year
Students registered
Students attended
Employers
Vacancies
2011
1300~ 32
2012
1095
346
35~
40~
2013
1564
642 48 55
2014
1400
912 60
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

32. 2015 – China and South East Asia Virtual Careers Fair
Scotland
2015 – China and South East Asia Virtual Careers Fair
Changed software: used Bizvento plus website
- online employer profile and job content and webinar content
Extended working group: Warwick and Liverpool
2500 students
53 employers
170 job descriptions
12 webinars (2 delivered by Careers Advisers in UK)
Improved administration through using new software
Good hook for employer engagement but lots of chasing to get information that is readily available online
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

33. 2016 – Asia Careers Week – 17-21st October
Scotland
2016 – Asia Careers Week – 17-21st October
Regrouped to AGCAS Scotland due to staff changes
Decided to refine further to webinar series with website of "supporters"
64 employers
11 webinars
1348 students registered
163 engaged in webinars (plus 171 viewed recordings)
Much easier to get employer buy in with minimal administration or preparation needed from them in advance
Offered better service through supported webinar – greater engagement
Student feedback was positive - would be great to increase impact with face-to-face
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

34. Key learnings Employer engagement:
Scotland
Key learnings
Employer engagement:
Useful to have the hook of “Fair” or “themed week”
Bigger sell if group of universities
Timing is important (just before/after Chinese holiday season)
Software is key - webinar content was most valuable investment of time
Mandarin speaker helps a lot!
Student engagement:
They value the opportunity to engage but need to manage expectations, preparation, and what next to make the most of it
Helps create buzz around campus and connect us with Asian student societies
Went back to first principles – what are we about, what do stakeholders think of us, how do we want them to think about and experience us - this led to our brand articulation
Needed to consider the key questions of who? Why? What? And How?
Who’s our audience
Why are we communicating with them
What’s our message
How do we best get it across
What response are we trying to elicit? What do we want them to do?
It’s not about telling them everything and it’s certainly not about telling them everything at once!
And finally, what will the outcome be, what impact or changes do we expect?

35. Collective learnings
There are lots of ways to make international employer engagement work
It doesn’t have to be onerous on staff time
Mandarin is useful for China
Need to be conscious of the cultural dimension (timing, approaches)
Scotland

36. What next? What does this mean for our institutions internationally?
What do these case studies show us about international employer engagement in UK HE?
How can you use these in your institutions?
Do you have other examples that you can share?
Scotland

37. Thank you! AGCAS Scotland - Lucy Everett – lucy.everett@ed.ac.uk
Careers Group, London - Mona Vadher -
GW4 - Paul Blackmore -