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EMPLOYABILITY FOR THE FUTURE – EMPLOYABILITY FOR THE FUTURE – THE EMPLOYERS’ PERSPECTIVESTHE EMPLOYERS’ PERSPECTIVES
Carl GilleardCarl GilleardChief Executive, AGRChief Executive, AGR
Background to AGR
Mission: To set the agenda for change in graduate recruitment and development
• Not-for-profit membership organisation• 800 plus members
- blue-chip companies
- public sector
- charities
- universities
- supply firms• Recruit 30,000 graduates into graduate level jobs annually• Services include:
- research
- training
- conferences
- information and advice
- networking
- representation• www.agr.org.uk
Membership includesMembership includes
ASDA Atkins Barclays
BP International Cabinet Office Caterpillar
Clifford Chance Danone Diageo
Enterprise Rent-A-Car GlaxoSmithKline Google
Hilton Hotels Innocent JP Morgan
Kerry Foods Kier Lloyd’s Register
Marks & Spencer McKinsey & Company Metropolitan Police
Mitsubishi National Grid Norwich Union
Oxfam GB PricewaterhouseCoopers Rolls-Royce
Scottish & Newcastle Shell Skanska UK
Standard Life Teach First Tesco
Thomas Cook Virgin Transatlantic Wincanton Logistics
Sheffield Hallam University
The changing world of work
• Globalisation
• Technology
• Demography
• Environment
• Business and people expectations
The changing business world
• Increasingly diverse business sectors
- global - local - public, private, not-for-profit- large, medium, small, sole traders
• Customer driven
• Switch from manufacturing to service
• Increasingly competitive
• What we do
• How we do it
• When we do it
• Where we do it
• The speed at which change occurs and how we cope with it
• The demand for skills, knowledge and understanding
The knowledge economy demands a better educated, more highly skilled and flexible workforce
Changes at work will impact on:
• The war for top talent will continue unabated
• Work performance will be judged on results, not time spent
• Roles will be defined by behaviours and outcomes rather than tasks
• Greater emphasis on project working and networking
• Many workers will have more than one boss
• Some will have more than one employer
• More of us will work remotely
The working environment in the future
• The end of a ‘job for life’
• Start later, end later
• Most will have several careers
• Many graduates will go into ‘non-graduate’ jobs
• Flatter structures, fewer promotions
• More flexibility and less certainty
Careers in the future
The new language of careersThe new language of careers
FROM TO
Clarity Fog
Ladders Bridges
Employer Customer
Career Portfolio
Progression Personal growth
Rising income and security Remaining employable
Training Life long learning
Boss Bosses / self employed
Time spent Results
Job description Project working
“No such thing as a career path.
It’s crazy paving and you have to lay it yourself!”
If Only I’d Known
• Much of it online – marketing, applications, selection
• Borderless
• Competition is the name of the game
• Employer expectations will continue to rise
• Qualifications will open the door to opportunities
• Skills will let you in
Recruitment in the future
• Some jobs will demand specific degrees, many won’t
• A good degree plus
• Skills (technical/generic)
• Personal attributes
• Work experience
• Impressive applications
What will employers look for in graduates?
“Hire for attitude first, and
specific skills second”Jonathan Winter and Tony DiRonualdoManifesto for the New Age Workforce
Which generic skills?Which generic skills?
Team working
Oral communication
Computer literacy
Flexibility
Problem solving
Risk taking/enterprise
Numeracy
Commercial awareness
Analysis and decision making skills
Planning and organisation
Leadership
Cultural sensitivity
Managed own learning
Project management
Written communication skills
Second language
Customer Focus
• Managing expectations
• Mismatch between what is on offer and what is sought
• Comparability of qualifications
• Mobility
• Work/life balance
• The desire to succeed
• Global competition
The key challenges ahead
“The labour market has changed beyond recognition in the last decade; in a word it has gone global. If businesses can’t find the skills or work attitudes that they need in a national workplace, they can perfectly well recruit elsewhere. They don’t have to hire people from the UK education system. And they don’t have to locate their activities in the UK.”
Richard Lambert
Director General of the CBI
14.7%
5.1%
15.5%
-3.4%
-6.5%
12.7%
5.2%
16.4%
14.6%
-10% -5% 0% 5% 10% 15% 20%
2008
2007
2006
2005
2004
2003
2002
2001
2000
Graduate Vacancies – trends (2000-2008)Graduate Vacancies – trends (2000-2008)
The current graduate employment scene – first the good newsThe current graduate employment scene – first the good news
Applications per graduate vacancy received byApplications per graduate vacancy received byAGR employers in 2007AGR employers in 2007
17%
29%
25%
20%
6%
4%
0% 5% 10% 15% 20% 25% 30% 35%
1-10 applications per graduate vacancy
11-25 applications per graduate vacancy
26-50 applications per graduate vacancy
51-100 applications per graduate vacancy
101-150 applications per graduate vacancy
More than 150 applications per graduate vacancyMean: 29.2 applications
Recruitment shortfall in 2007Recruitment shortfall in 2007
51.1%
24.4%
7.7%
2.2%
8.8%
3.3% 2.2%
0%
10%
20%
30%
40%
50%
60%
1-5vacancies
6-10vacancies
11-15vacancies
21-30vacancies
31-50vacancies
51-100vacancies
More than100
vacancies
Average - 14.2 vacancies per company that experienced a recruitment shortfall were left unfilled
Yes 43.5%
No 56.5%
Then the not so good newsThen the not so good news
Potential shortfalls in 2008Potential shortfalls in 2008
No 75.1%
Yes 29.4%
70.6%
55.9%
55.9%
52.4%
43.4%
33.8%
25.5%
16.5%
13.8%
0.7%
21.4%
0% 10% 20% 30% 40% 50% 60%
Graduates' perceptions of the industry sector
Not enough applicants with the right skills
Challenges in specific geographical regions
Not enough applicants with the right qualifications
Limited resources to market graduate vacancies properly
Late change in the business's requirements
Graduate starting salaries not competitive enough
Candidate drop-out because selection and assessment
Graduate training and development programme
Other
Yes 67.1%
No 32.9%
And even worse newsAnd even worse news
55.9%
What do you do with a BA in English?What is my life going to be?
Four years at collegeAnd plenty of knowledge
Have earned me this useless degree.I can’t pay the bills yet
Cause I have no skills yetThe world is a big scary place.
But somehow I can’t shakeThe feeling I might make
A difference to the human race.
Avenue Q
Some final thoughts
• The ability to get a job
Requiring a set of skills specific to applying for and succeeding in securing a job/career (research, making choices, self-marketing, communicating, convincing)
• To do it well
The skills to succeed in a job (self-efficacy, technical skills, soft skills, flexibility, willingness to learn and take control)
• Then to get another job
Moving on when the time is right or managing change when the time is wrong (career management, decision making, positioning, networking, coping with change, self-efficacy)
• And another
Understanding that change is the only constant and seeing change as an opportunity rather than a threat (career management, positive attitude, including I CAN)
A practical definition of employability