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Student development survey 2020Supporting the learning and development of entry level hires
Tristram HooleyChief Research Officer
Coronavirus survey
https://ise.org.uk/page/current-research
• Annual survey focused on what happens to hires once they join a firm.
• Data collected in January and February 2020.
• 133 valid responses. (47% of eligible members)
About the survey
Sample by sector
Sample by cohort
Managing development programmes
Development approaches
Skills
Retention and progression
Challenges
Overview
Managing development programmes
Development approaches
Skills
Retention and progression
Challenges
Overview
Typical team size = 6
79% of firms use external contractors (mainly to deliver training)
92% of firms train line managers to support graduates and 90% to support non-graduates.
Development teams
Budget
Evaluation
Managing development programmes
Development approaches
Skills
Retention and progression
Challenges
Overview
• 98% are running graduate programmes (most of these are ‘specialist’ programmes, but a minority are running ‘general’ programmes.
• 82% are running non-graduate programmes (on average running 13 standards).
• 26% are running school/college leaver programmes that aren’t apprenticeships
Programmes
58% of firms are developing apprentices to do work that previously would have been done by graduates.
Level of apprenticeships
• Programmes typically run for two years.
• On average they include 19 days training a year.
• The average induction programme lasts for 6 days.
Length of graduate programmes
Most popular approaches
Most impactful approaches
What are people using that they don’t rate as impactful?
Managing development programmes
Development approaches
Skills
Retention and progression
Challenges
Overview
What skills and attributes do employers say that they need?
88% agree that students with work experience arrive with better skills.
15% agree that students with postgraduate degrees arrive with better skills
What do students lack?
What are employers developing?
Demand for skills (graduates)
0102030405060708090
100
The proportion of employers recruiting for…, saying students have… and training in… different skills
Students have Employers recruit for Employers train for
Managing development programmes
Development approaches
Skills
Retention and progression
Challenges
Overview
Retention
Sectoral variations (graduates)
Sectoral variations (non-graduates)
Types of hire that firms find more difficult to retain
Why do staff leave?
024456
1313
151617
2427
3139
52
0 10 20 30 40 50 60
ETHICAL/POLITICAL CONCERNS ABOUT THE …PHYSICAL HEALTH ISSUES
DISSATISFIED WITH CULTUREWORK/LIFE BALANCE
SEEKING MORE MEANINGFUL/SOCIALLY VALUABLE …MENTAL HEALTH ISSUES
FAMILY ISSUESOTHER
RETURNING TO LEARNINGJOB/COMPANY WASN’T WHAT THEY EXPECTED
PERFORMANCE ISSUESUNABLE TO SECURE THE RIGHT ROLE WITHIN THE …
DISSATISFIED WITH PAYDISSATISFIED WITH PROGRESSIONPOACHED BY ANOTHER COMPANY
CAREER CHANGE
Average pay increase in first three year at firm…Graduates + £11,000Non-graduates + £8,500
Salaries at hire and after 3 years
Managing development programmes
Development approaches
Skills
Retention and progression
Challenges
Overview
Challenges
111
33
66
89
111111
13141414
25
0 5 10 15 20 25 30
GEOGRAPHYORGANISATIONAL CHANGE
RETENTIONWORKLOAD
NONEMENTAL HEALTH
APPRENTICESHIP SYSTEMASPIRATIONS
TIMEBUDGET
ENGAGEMENT IN DEVELOPMENTCONTENT
PROGRAMME MANAGEMENTATTITUDE
LINE MANAGERSCANDIDATES
EXPECTATIONS
% of respondents who raised this issue
For more information
https://ise.org.uk/page/ISEPublications
• Development programmes remain as an important part of the practice of student employers.
• They are well resourced and well established in most firms. • Firms are using a wide range of techniques to deliver
development programmes, but are sometimes relying on approaches that they don’t believe are particularly impactful.
• There are some clear patterns in the skills that employer are looking for, that students have and that employers are training for.
• Retention is generally high, but there are some diversity issues to attend to.
• Managing candidate expectations is one of the biggest issues that firms face.
In summary
About meTristram HooleyChief Research Officer, Institute of Student Employers
Email: [email protected]
Twitter: @pigironjoe
Research@ISE: https://ise.org.uk/page/Research
Blog: https://adventuresincareerdevelopment.wordpress.com/
Coronavirus survey
https://ise.org.uk/page/current-research
