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IS GRADUATE RECRUITMENT CHANGING?
Carl Gilleard, CEO, Association of Graduate Recruiters
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WHAT HAS CHANGED (OVER THE PAST 5 YEARS)
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CHANGES IN PRIORITIES
More important
Attracting best talentKeeping hiring costs downImproving diversityRaising profile
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CHANGES IN RESOURCES
Substantial reduction
Some reductions
No change
Expansion
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CHANGES IN THE MEDIA LANDSCAPE
No changeAdded new el-ementsSubstantial redistri-bution to new channels
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CHANGES TO THE EMPLOYER BRAND
Far more attractiveNo changeLess attractive
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CHANGES IN THE QUALITY OF GRADUATES RECRUITED
Significant increase in qualityNo changeReduction in qualityNo way of measuring
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CHANGES IN THE PROFILE OF GRADUATE RECRUITMENT WITHIN THE BUSINESS
More interestNo changeLess interest
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WHAT WILL CHANGE (IN THE NEXT 5 YEARS)
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CHANGES TO TALENT ENTRY ROUTES
• 40% will continue as before (graduate / school leaver recruitment
• 30% will continue to recruit graduates only• 20% will have increased emphasis on school
leaver recruitment (and less on graduates)• 7% are unlikely to distinguish between the two
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CHANGING PRIORITIES IN GRADUATE ATTRACTION
More important Less important The same
Salary
Benefits and Pensions
Work-Life Balance
Ethical Considerations
Job Security
Training and Development
Flexibility
Company culture
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CHANGES IN DELIVERY OF GRADUATE RECRUITMENT
• 47% in-house• 36% in-house with some agency
support• 14.5% partnership model• 2% outsourced to third parties
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●THINGS HAVE CHANGED● AND WILL CONTINUE TO CHANGE● BUT EVOLUTION, NOT REVOLUTION
…to find out more, go to www.agr.org.uk/surveys
The drivers for change are: ● Technology ● Cost ● Expectations of the business and potential employees.
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