1. Want from Postgraduates’
Capturing Talent –
What Businesses
Want from Postgraduates’
AHECS Conference, 11th May 2018
Tony Donohoe, Head of Education and Social Policy
Ireland’s most influential and largest business representative organisation

3. Ireland: A Model of Substance
This Ibec campaign tells the story of the evolution and substance of the Irish business model.
This Ibec campaign tells the story of the Irish business model, how it has developed and what it looks like today. The need for this campaign has arisen from misconceptions about the structure and nature of the Irish business model both domestically and internationally. The aim is to use the narrative to inform business and other stakeholders. The ask is to talk about Ireland as a model of substance to colleagues, employees, decision makers, stakeholders, customers and suppliers.

4. Who is ‘business’?
Share of total private sector employment by company size

5. Business expenditure on R&D

6. Trends shaping future jobs
Source: UK Commission for Employment and Skills: The Future of Work

7. Talent fishers Trawlers Spearfishers Talent fishers
Researchers are simply caught up in the net of employers who recruit to meet more general requirements.
Spearfishers
Employers who seek recruits with specific capabilities to fill specific job roles
Source: CIHE Graduate Review

8. Talent fishers Anglers Harvesters Talent fishing
Employers may prefer researchers/ postgraduates because they are expected to have a distinct advantage over a first degree graduate for a particular role or function and because they are more mature and can contribute more quickly to the business.
Harvesters
Employers may use multiple means of attracting and retaining talent for different parts of the business. These often hire specialists into research roles, but generalists into finance, HR, and other professional functions.

9. Factors in employing PhD researchers
The Role of PhDs in the Smart Economy, Forfas 2018

10. Earnings by level – Time Since Graduation

11. First destination of doctorate graduates 2016

12. Motivations and barriers
Time %; Inappropriate provision %, Lack of funding %
‘The bitter truth is that supervisors do not really care about PhD students’ career planning or professional development. All they want from us is to do research and publish. Once, my supervisor (ex now!) advised me to lock myself in a room and write. How would possibly that help my professional development or career planning?’
‘They showed little to no interest. “Do your PhD,” they said. “Everything else comes afterwards.”
‘I am concerned that engaging in too many personal and professional development activities will take up too much of my time and prevent me from completing the PhD before my funding runs out.’
‘Completing all requirements for a PhD in three years is incompatible with any substantial career development (i.e. teaching, presenting at conferences, publishing), so that the ‘employability’ factor undoubtedly suffers if completion is on time — and, by the same count, timely completion suffers if enough time is to be spent on career building and employability.’ 
‘Careers services are available but I am yet to find one advisor with knowledge about postdoc careers. […] Resources are condescending and aimed at people with less qualifications. Uni services are always aimed at undergrads.’
One size does not fit all: Arts and Humanities doctoral and early career researchers’ professional development survey, Vitae, 2017’

13. Policy reflections
Understand doctoral researchers’ professional development preferences and motivations Understand the business ‘market’ Smart use of data Clarify the role of careers service Sharper focus on interdisciplinarity Building networks and knowledge transfer Specific focus on SMEs Embedding employability – a conversation with academics Professional development for supervisors Less ‘grantsmanship’ … more entrepreneurship Develop ‘minds for the future’