Browsing Arts, Humanities and Education by Authors
Changing employer practices in graduate recruitment: implications for career developmentHirsh, Wendy; Pollard, Emma; Artess, Jane; HECSU (National Institute for Career Education and Counselling (NICEC), 2015-10)A major study of the changing graduate recruitment practices of UK employers, was conducted during 2014 by the Institute for Employment Studies (IES) and the Higher Education Careers Services Unit (HECSU) for the Department for Business, Innovation and Skills (BIS). It involved in-depth interviews with 76 employers (diverse by size and sector) and 30 'stakeholders' in graduate employment, including university careers services. The qualitative data were complemented by analysis of existing quantitative data on graduate employment and a wide ranging literature review. This article reports on selected findings relevant to career development professionals, including: the challenges for employers of attracting appropriate applicants; employers' generic skill needs and views on employability; the changing reasons and criteria for targeting specific higher education (HE) institutions; and employers' increasingly strategic use of work experience in graduate recruitment.
Understanding employers' graduate recruitment and selection practices. BIS Research Paper 231.Pollard, Emma; Hirsh, Wendy; Williams, Matthew; Buzzeo. Jonathan; Marvell, Rosa; Tassinari, Arianna; Bertram, Christine; Fletcher, Luke; Artess, Jane; Redman, Jennifer; et al. (Department for Business, Innovation and Skills, 2015)This research examined the approach to graduate recruitment adopted by employers and how this has evolved in recent years. In particular the study aimed to explore patterns in graduate recruitment, behaviours of graduate employers and interactions between graduate employers and universities. It therefore provides a picture of long-term trends in practice from pre-recruitment activities through to entry, induction and beyond, and before, during and after the recession; and indicates the ways in which employers’ thinking about recruitment and selection have, and are, changing and developing. The research was driven by a need to update the evidence and understanding of recruitment practice as the population of graduates has increased dramatically and become more heterogeneous; the labour market has changed, emerging from difficult economic conditions; and there is increasing policy interest in diversity and particularly in social mobility.