Agenda for today

Welcome & intro – Simon Rogers

The Economic Forecast – Bryan Finn, Business Economics Ltd.A comprehensive analysis of the macro economic factors currently affecting graduate recruitment.

A snapshot survey of AGR Members – Claire Adams, Business Ops Manager, AGRClaire will present findings of a snapshot poll of graduate recruiters looking at the

ways they expect their relationships with students to change in the future.

What happens next? – Tom Chesterton, Client Lead, Work GroupExploring the themes that we've developed during the course of 2011, Tom will look at the trends

that look likely to be the most important as we go into 2012. How will graduates want to engage with you? How can you best build competitive advantage in a fluctuating market?

Future Vision – How are employers going to find, engage and recruit the best undergraduates?Roger Jones, Honorary Research Fellow, University of Roehampton

Roger is leading the design, development and deployment of the University of Roehampton digital community. During this process he has completed in-depth research and has a unique insight into

how students, universities and employers should be engaging.

The panel session – Q&A

Breakfast News: The economic briefing

2008 2009 2010 2011

Biggest fall in global stock markets since 9/11

Northern Rock nationalised

Bear Stearns collapses

First annual fall in UK house prices for 12 years

Bank of America rescued

Lehman Brothers goes bankrupt

US recession officially confirmed

UK suffers worse fall in output for 17 years

RBS announces biggest loss in UK corporate history

Microsoft, Samsung and Philips all announce substantial job losses

Bank of England cuts base rate to 0.5%

Greek debt downgraded to BBB+

Greece unveils austerity package

Greece bailout by IMF and EU

Dubai sovereign debt crisis

Ireland bailout by IMF and EU

Portugal bailout by IMF and EU

Italy engulfed by the Euro crisis

UK Economy

Annual % change

-6%

-4%

-2%

0%

2%

4%

6%

-60%

-50%

-40%

-30%

-20%

-10%

0%

10%

20%

-6%

-4%

-2%

0%

2%

4%

6% GDP

Recruit

UK Economy: Job vacancies & the economy

Annual % change

$ per barrel

World Economy: Oil prices

0

10

20

30

40

50

60

70

80

90

100

110

120

130

Index

World Economy: Food prices

70

80

90

100

110

120

130

140

150

160

170

180

190

200

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Annual % change

Target

Upper Limit

Lower Limit

UK Economy: Inflation

UK Economy: Squeeze on Incomes

3,500

4,000

4,500

5,000

5,500

6,000

6,500

7,000

FTSE 100

UK Economy: Share prices

-6%

-4%

-2%

0%

2%

4%

6%

8%

10%

UK Economy: Retail salesAnnual % change

Annual % change

UK Economy: House Prices

-40

-35

-30

-25

-20

-15

-10

-5

0

5

10

UK Economy: Consumer Confidence

Balance

4.0

4.5

5.0

5.5

6.0

6.5

7.0

7.5

8.0

8.5

9.0

UK Economy: Unemployment

% of workforce

0

5

10

15

20

25

30

World Economy: Unemployment

% of workforce

UK Economy: Graduate Unemployment

400

450

500

550

600

650

700

750

000s

UK Economy: Job Vacancies

UK Economy: Job vacancies by sectorQ3 2011

World Economy: Debt as a % of GDP

Yield on 10 year bonds

Yield on 10 year bonds

0.0%

0.5%

1.0%

1.5%

2.0%

2.5%

3.0%

3.5%

2011 2012

Future Prospects: GDP ForecastsAnnual % change

Graduate Recruiters’ Relationships with Students

Have you achieved your goals for the 2011/12 graduate recruitment season?

How would you assess your experience on campus this autumn in comparison to last year?

At what stage do you begin to engage with students in order to attract them to your organisation?

In your opinion do graduates receive the information that they need to make informed career decisions from employers?

Do you anticipate your recruitment strategy changing in 2012 as a result of the campus conditions you've

experienced this year?

A range of ideas are being considered, including:•Introducing internships•Greater partnering with universities•Earlier targeting and relationship building•First year engagement•Introducing deadlines for applications•More on-campus presence•More targeted approach•Using Facebook and Twitter

Lots of references to reviewing strategy

What has been the most effective approach you've used to attract applicants to your organisation?

Most frequent reference to:• On-campus activities

• Fairs• Skills sessions• Lectures• Campus brand managers

• Face to face contacts• More targeted approaches• Social networking and online

advertising• Internships

How have the attitudes of students/graduates to the employment market changed since last year?

• More aware of the tough and competitive market• Better informed, focussed and engaged• More interest in placements• Worries about job security and unemployment• More enquiries from first and second years• Some cynicism and negativity (but also optimism)• More realism• More flexibility regarding roles

Themes for this year

Generation Z and the rise of the career strategist

Corporate Social Responsibility

The changed graduate market

Why treating your candidates like customers works

Graduate recruitment has changed rapidly and will continue to evolve

These changes work to the advantage of graduate employers – if they are pro-active

Student behaviour and preference

Market structure

Marketing

Student behaviour and preference

The rise of the career strategist

Changing prioritiesParticipation rates

Market structure

Global forces

Demand and supply of decent jobs

The role of recruiters

Talent shortfall in key areas

Clustering of candidates means that the war for the best talent continuesYour brand is no longer in your control

Renaissance Hotels

3,332 FB Fans

1,192 LinkedIn

154,000 Twitter

2,817,335 YouTube views

Who are your advocates?

Current

employees

Potential

employees

Former

employees

Marketing has changed too

Targeting of message is more concentrated

The ‘milkround’ is less important

Who are the students I really need? And, where are they now?

How can I build lasting relationships?

But, this is about what happens next isn’t it?

The end of recruitment 3.0

1.0 Word of mouth

2.0 Advertising and other push marketing

3.0 Building talent communities

Whilst the technology exists to build communities of candidates the approach that has been taken so far has mainly been based on company information, corporate need and immediate recruitment requirement with little regard to the candidates (people) in it. More 2.0…

“I expect that history will show ‘normal’ mainstream twentieth century media to be the aberration in all this.”

‘Please, miss, you mean they could only just sit there and watch? They couldn’t do anything? Didn’t everybody feel terribly isolated or alienated or ignored?’

‘Yes, child, that’s why they all went mad. Before the Restoration.’

‘What was the Restoration again, please, miss?’

‘The end of the twentieth century, child. When we started to get interactivity back.’

Douglas Adams, “How to Stop Worrying and Learn to Love the Internet”, 1999

Recruitment 4.0…

I’ve built a community: So, what?

Recruitment 4.0 is all about extracting value from those communities

- Crowd Sourcing & Coca-Cola

- Mass individualisation & Pepsi

- Gamification & Deloitte

What exactly is good value?

Predisposition and strategists

I’ll shop around and choose the one which appears to provide the best fit for my criteria

I have some ideas about which products and brands I like, and have read some reviews

I know exactly which one I want to get, and I made that decision a long time ago

e.g. lunch e.g. a phone e.g. a car

Predisposition and career strategists

I’ll search for a job and see what’s available now

I have some idea about the industry that I want to work in and about some companies that interest me

I know where I want to work, and for how long

Faster to recruit

Cheaper to recruit

More likely to stay

More likely to thrive

PwC: Workforce 2020 talks about an underlying move to skills or professional networks in the future.

Predisposition and career strategists

I’ll search for a job and see what’s available now

I have some idea about the industry that I want to work in and about some companies that interest me

I know where I want to work, and for how long

Faster to recruit

Cheaper to recruit

More likely to stay

More likely to thrive

Recruitment 1.0 is back

Tweets Following Followers

5,259 122 1,105

10,426 618 3,018

8,429 2,288 13,203

12,483 468 13,909

Extracting value #1

Understand your audienceWhat are the values, behaviours, competencies, motivations and preferences that

will allow the right people to thrive in your organisation?

Extracting value #2

Identify your EVPWhat it is that makes you special as an employer?

Be honest and consistent whenever you have the opportunity to talk.

Extracting value #3

Review your ‘customer’ experience And not just how you sell the job:

• How customer friendly is your application process?

• What is the actual working experience like?

• What happens when somebody chooses to leave?

Extracting value #4

Gain supportEngage with line managers and enthuse them about recruitment. Remember that

every external interaction is a recruitment opportunity.

UG HOME

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UG O/S

FRANCHISE

OFFERS FRESHER SECOND THIRD GRADUATE ALUMNI

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CPD TRAINING

EVENTS

COMMERCIAL PARTNERS

RSU

DISTANCE LEARNING

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SERVICESTEACHING

EMPLOYMENT

PG STUDY

UG HOMEPARENT

UG O/SPARENT

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CPD EMPLOYER

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CPD/ SHORT COURSES

COMMERCIAL PARTNERSHIPS / CONSULTANCY

STAFF

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???

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