1 Employability Skills. Insights from the 2016 Career Design Employer Survey

Transcription

1 1 Employability Skills Insights from the 2016 Career Design Employer Survey

2 About the Career Design Employer Survey In Autumn/Winter 2015, Career Design conducted its first employability research initiative to track the skills employers seek when recruiting graduates. As an independent employability consultancy we have no agenda the sole purpose of the research is to provide universities with genuine insight in to what employers actually want. We are thrilled that many of the UK s leading employers chose to participate in this research. Blue chip companies, disruptive start-ups, not-for-profit organisations and the public sector are all represented. Career Design interviewed a wide range of decision makers from Chief Executive Officers to HR Directors to Recruiters, who provided both strategic and tactical employer insights. The findings of this research enable universities to understand how requirements (and expectations) differ from employer to employer and provide a glimpse of what future employability trends may look like. This survey includes the view of some of the UK s leading graduate employers, representing a workforce of over 50,000 in the UK. Here are some of the key insights from the 2016 survey. Tom Lakin, Director (MA, CDCS) tom@career-design.co.uk

3 Employability in 2016 The shift towards students becoming consumers of education services arguably changed gear in September 2012 when universities in England raised tuition fees to up to 9,000 per year, amid major budget cuts to institutions teaching budgets. By 2016, the notions of value for money and return on investment were firmly in students' lexicon. Irrespective of one's viewpoint on students as learners vs students as consumers this trend has resulted in employability being an increased priority for both students and universities. Graduate Prospect league tables can act as a useful gauge, though the lack of granular detail can result in perhaps misleading representations of universities. Not all graduate employment is considered equal and for the purposes of this research only skilled, graduate-level employment was quantified and discussed. It is perhaps surprising, given the extensive government focus and media coverage, that one of the key themes that emerged from this research was that there may not be quite the major skills shortage that universities are being told. Certainly some skills are considered lacking in recent graduates, but the majority of respondents claimed that they are not looking for the finished article. One Managing Partner at a Media Agency surmised, We have a general principle here which is hire for attitude, train for skills. Potential, rather than current skills, is what defines a student's employability and it is exactly this that provides the biggest challenge (and opportunity) for Careers and Employability professionals in 2016.

4 Key Insights Excel Despite being over 30 years old, MS Excel remains the most in-demand software for graduate proficiency. Digital businesses in particular flagged the importance of Excel in graduate recruitment. 90% The percentage of respondents who used the words passion or positivity when describing their ideal graduate applicant. Realistic Contrary to media reports, few employers expect graduates to be 'the finished product'. Only one respondent, a disruptive, high-growth start-up, stated that they needed graduates to hit the ground running, as it is all hands on deck here. All others expect to train and nurture graduate hires. 15% The percentage of respondents who expect graduates to bring specific subject knowledge with them to the role. 0 The number of employers who responded that a graduate's environmental or ethical skills/ traits were significant in their hiring criteria.

5 What skills are missing? 1/2/3/4 The range of organisations participating in this research was designed to broadly reflect graduate employer destinations respondents included the UK s largest banking groups, leading media networks, niche consulting groups, medium-sized schools, theatres, recruitment businesses, disruptive tech start-ups and central government. Whilst there were differences in the experience profile of graduates and their expectations of a graduate on day one, almost all employers agreed that graduates often lacked some emerging skills: Digital Fluency Whilst a subjective term, employers tended to refer to Digital Fluency in the context of being able to interpret information, discover meaning, design content, construct knowledge, and communicate ideas in a digitally connected world. Employability professionals should note the lack of technical knowledge required from non-it graduates it is their exposure to digital rather than a technical understanding that is particularly valuable. Students should embrace the digital channels they enjoy using, whether it is Buzzfeed, WhatsApp or Snapchat but also be able to articulate their benefits. Graduates bring a new perspective. Their insight is invaluable they use digital channels the current team is only vaguely aware of. Marketing Director, global brand

6 What skills are missing? 1/2/3/4 Data & Analytics All respondents reported that their organisation was increasing using data to shape decisions and was increasingly requiring graduates to be able to manipulate and understand data. The importance of data and analytics varied depending on the sector, but one tool trumped all = Excel. Employers voiced concerns over the ability of graduates, particularly in related fields such as business, in using Excel to make informed decisions. Students should understand the significance of Excel, even in fields which have traditionally relied less on numbers, such as media and recruitment. My business is increasingly data-savvy, yet the graduates I meet are not. Managing Partner, media agency

7 What skills are missing? 1/2/3/4 Curiosity Perhaps reflecting with the consumerisation of students, employers voiced concern at the lack of curiosity of graduates. In fact, 40% of respondents identified curiosity, or an interest in the world around them, as being what separated the best graduates from average graduates. Employers commented that innovation was key to their success and that graduates should have an interest in identifying new ways to improve. In short most employers were concerned that students often gave trained or taught answers to interview questions, only unintentionally showing their curious nature after extensive probing. The best graduates are not taught by rote they truly have to research and share their opinion. They can express opinions as a narrative and are also self-motivated. Managing Director, Consulting

8 What skills are missing? 1/2/3/4 Passion Passion may not feature in Government White Papers or media reports but for employers it is the single biggest factor affecting their hiring decisions. 90% of respondents identified passion or positivity in their graduate wish-list. Employability professionals should educate and inspire students to articulate this passion and genuine interest using platforms such as blogs, videos and coursework assignments. We would go for a passionate less academic graduate with some experience over unenthusiastic Oxbridge every single time. Managing Director, Tech Start-Up All our graduate hiring decisions are made on one thing attitude. Recruitment Partner, Retail Bank

9 About Career Design Career Design is a London-based Employability & Career Consultancy, providing universities with the latest independent research, insights and course content auditing services. With experience of working with some of the UK s largest employers as well as start-ups, not-for-profit and social enterprises, we can help advise on what employers really want. Career Design provides bespoke research, employability in course content audits and employability consulting services to educational establishments in the UK. Career Design s quarterly Employability Trends & Innovation presentations are available on campus for both students and employability professionals. Career Designs advisory practice is led by Tom Lakin. Tom has 10 years career development and talent acquisition experience, designing and implementing recruitment strategies for many of London s most innovative organisations. Tom studied Coaching at City University, London and has an MA in Career Development and Coaching from the University of Warwick. Career Design 49 British Grove, London W4 2NL (0)