Our fourth After School Options Fair in London is coming up on 2nd March 2018.
Over 7,000 school leavers and around 200 teachers and careers advisers attend this event, all with the purpose of finding out what opportunities are out there.
In conjunction with UK University Search, we provide students from across the UK with the chance to discover more about their options once they leave school.
The event is held at the Emirates Stadium, Hornsey Road, London N7 7AJ. Students are free to move between the two separate halls that provide information about universities and employment opportunities.
Not only can you exhibit at this event, you can also get involved in seminars or workshops to further boost your brand presence.
When: 10:00am-2:30pm on 2nd March 2018 (exhibitor set up from 8:30am) Where: Emirates Stadium, Hornsey Road, London N7 7AJ
Interested? Book your stand today: 0333 0145 111
2017 was a standout year in a multitude of ways for the world and here at Milkround, we were kept pretty busy too…
We would like to thank all who have worked with us throughout 2017, and here’s to the year ahead!
Attending the RAD Awards was a great way to kick off the year. Congratulations to all the winners!
We considered the importance of a socially diverse workforce, an issue that would remain a heavy focus throughout 2017, both nationally and within Milkround’s own research.
For our first Parents Evening of 2017, we were joined by Aldi, IBM, ICAEW, Goldman Sachs, Laing O’Rourke, Deloitte, Grant Thornton, EY and ACCA. Parents and students gained valuable insight into apprenticeships thanks to the panellists and apprentices offering their thoughts.
We celebrated National Apprenticeship Week, which aims to bring together will bring together employers and apprentices from across England to celebrate the success of apprenticeships over the last decade and will seek to encourage even more people to choose apprenticeships as a fast-track to a great career.
We held our first After School Options Fair of 2017 at Emirates Stadium alongside our partner, UK University Search. Thousands of students and school leavers were able to communicate directly with top employers to learn about the range of opportunities that offer a viable alternative to university.
We partnered with UpRising, a youth leadership development organisation, aiming to further open the career pathways for young people from underrepresented backgrounds. As part of their ‘Fastlaners’ two-week programme, Milkround spent a day with the candidates running activities focusing on the skills needed to succeed in an interview.
Over 75 of Milkround’s top candidates attended an Amazon Insight Day, an incredible opportunity for them to learn more about careers in operations. The event included interactive games, workshops and a Q&A session.
We hosted our annual Careers Adviser Conference in partnership with Central Careers Hub and TfL. Careers advisers had the opportunity to pose questions to some of the UK’s leading school leaver employers, including IBM, Grant Thornton, ACCA, Laing O’Rourke, ICAEW and EY.
Milkround’s research revealed a case of the fear of missing out – with social media playing a significant role when it comes to career envy in young people.
Milkround launched new web features that maximise job searching for candidates, utilising unique technology that targets candidate profiles alongside their onsite behaviour. Online job recommendations, regular and personalised emails and instant job match notifications work together to ensure the right roles are placed before the right candidates.
Our annual Candidate Compass report was published, covering the graduate gender pay gap, salary expectations, reneging job offers and social mobility.
Our annual Society Awards event took place, judged by representatives from AstraZeneca, IBM, and UpRising. Individuals from universities across the UK showcased their skill, determination and passion for their societies and positively wowed the judges.
We were joined by UpRising at Milkround’s offices to teach young people about the “elevator pitch” and other essential employability skills to aid them in their job search.
We celebrated A level results day and partnered with Student Hut, The Student Room, Careercake and Revision World for a Twitter takeover covering all things Results Day – from revision to the Clearing process, to university and career choices.
Our second After School Options Fair was attended by over 6,000 school students who were full of curiosity about the opportunities on offer.
Our first guest post by Benivo was published on our recruiter blog, considering how young people experience the relocation requirements of their first role. [To enquire about guest postings, please contact firstname.lastname@example.org].
We attended university careers fairs across the country, engaging with students face to face and highlighting how Milkround actively aid them in their job search.
Milkround also had the pleasure of sponsoring Oxford Student Union Debate on campus, which saw students confidently pose questions and raise structured arguments to their fellow students, as well as MPs.
Our Accountancy Parents Evening provided in-depth insight into apprenticeship opportunities in the Accountancy sector for parents and their children. Representatives from EY, KPMG, ICAEW, Grant Thornton and RSM joined us for networking and multiple Q&A panels.
Our final UpRising event of the year took place, focusing on dressing for success and how to confidently articulate personal skills and traits concisely in an interview or networking context.
Our second research piece of the year, the School Leaver Candidate Compass report was published, revealing the latest trends and thoughts of school leavers in light of the GCSE changes and their perceptions of apprenticeships. We were thrilled to be joined by our partners The Prince’s Trust, who offered their own insight into social mobility within the school leaver demographic.
Our School Leaver Insight Breakfast saw Milkround enjoy tea, coffee and croissants with employers and career advisers from a range of sectors, while launching the findings of our latest report.
We also had a great time attending the In-House Recruitment Awards – Milkround sponsored Best Graduate Recruitment Strategy. Congratulations to the winner, Deloitte (Pink Squid)!
We attended the Apprentice and School Leaver Conference and chatted to attendees about creative and tailored campaign plans for the new year.
That’s it for our whistle-stop tour of 2017!
Feel free to get in touch with our sales team on 0333 0145 111 or email email@example.com to enquire about your next recruitment campaign.
Please email firstname.lastname@example.org for more information on any of our past and future events.
On Wednesday 15th November, Milkround offered our latest insight into the school leaver market. At our annual Insight Breakfast, we launched the findings from our most recent report, the School Leaver Candidate Compass 2017.
It was a pleasure to be joined by The Prince’s Trust, who offered their own insight into social mobility in the school leaver market and how they actively tackle this, as well as how we as employers can all do more.
We were also joined by two amazingly talented apprentices from Jaguar Land Rover and Grant Thornton – thank you Lucy and Holly! It was great to hear the positive impact apprenticeships can have on our young people and how these individuals have smashed barriers and challenged misconceptions held by some of their peers.
Key Findings from the Report
Our survey received over 3,200 responses, with the vast majority of these students studying AS or A Levels currently.
73% of school leavers believe the GCSE reform is a negative change. A third worry that employers will not understand the new system.
70% of our respondents do not believe it is crucial to have a university degree in order to have a successful carer.
98% say they are primarily told about the university as a career choice in school or college.
19% of our respondents who received free school meals had differing views on their future careers than their non-free school meal counterparts.
Alongside the University of Oxford and Delft University of Technology, Booking.com has established a scholarship programme designed to encourage and support women in their technology careers. A mere 30% of 7 million who make up the digital sector are women. As a result, women remain underrepresented across all levels.
The Women in Technology Scholarships form a two-year initiative that also involves awards and mentoring schemes, and a partnership with the European Commission.
Gillian Tans, Chief Executive Officer of Booking.com said, “As a company powered by technology and digital innovation, Booking.com believes strongly in ensuring equal access and opportunity for all within the technology sector. Recognizing that female participation in technology is lower than it should be, we are committed to bolstering female tech talent, eliminating obstacles and challenges they face, and fostering diversity.”
As of 2018, 15 scholarships will become available; ten for one-year Master of Science (MSc) courses (within the Statistics, Mathematical Institute, and Computer Science departments) at the University of Oxford aimed at female students across the EU, and five for two-year MSc courses offered at The University of Delft, Netherlands, available to students across a range of partner universities.
This year, over 3,200 school leavers gave their voices to our report, offering their opinions on apprenticeships, how they decide on a career path, how confident they are about their future careers, as well as their perceptions of the soft skills they possess versus the skills they think employers are looking for.
We also spotlight how socio-economic factors may affect the opinions of school leavers when it comes to choosing a sector to begin their career in.
If you have any questions about this report or our research into the school leaver or graduate market, please get in touch: email@example.com
Graduates are increasingly recognising the benefits of living and working outside of the city of London.
With living costs continuing to rise against salaries in the capital, it’s no surprise that many graduates are grabbing regional opportunities with both hands.
Some of the UK’s biggest graduate recruiters have noted a recent shift in regional hiring, as an increasing number of graduates are seeking employment outside the capital.
Consulting giant Accenture has seen an increase in regional intakes from 6% in 2016 to 11% in 2017. Similarly, accountant giant EY claims the proportion of London placements has dropped from 61% in 2016 to 52% in 2017.
Boss of PwC, Kevin Ellis, welcomes the increased regional competition as a testament to young people really investigating the current working landscape. Mr Ellis says, “We’re seeing a growing interest in regional roles driven by greater awareness of the opportunities available, lifestyle considerations and the increased availability of technology, which is location agnostic.”
Likewise, Deloitte’s London roles “continue to be popular” alongside a rise in regional hires, according to head of student recruitment, Georgia Greer.
This trend certainly doesn’t mean graduates are falling out of love with the capital.
KPMG’s head of graduate recruitment, Linda Emery, says that ‘demand in London has remained at the same level as previous years, and our London placements are often the first to be filled’.
The increase in regional intakes is a welcome recognition of the abundance of opportunity supplied throughout the UK, as well as knowledge of the benefits of lower living costs and other factors.
Executive director of campaigns at business group London First, Naomi Smith, notes that, “Last year, 30, 000 more millennials left than came to London and housing costs are the driving factor”.
Original story from City A.M.’s front page, Friday 27th October 2017.
On Tuesday 3rd October, Milkround were joined by UpRising, as part of their ‘Fastlaners’ programme for 18-25 year olds.
UpRising is a national youth leadership development organisation. As a charity, they champion the critical issues surrounding diversity, social mobility and equality, by equipping young people with skills to aid their career success. Here at Milkround, we are dedicated to ensuring young people have career confidence and are given every opportunity to showcase their talents.
The students participated in a range of activities, including learning about the power of the “Elevator Pitch”, and how this is a great way to summarise skillset and past experience. Following this, students considered their personal motivations in the workplace and how these can differ between individuals, but nevertheless work within a collaborative team. Students and graduates find it useful to be able to directly ask questions to employers, so Milkround hosted a Q&A session with our marketing team. We considered how career pathways can change depending on personal experience throughout university and beyond, and reiterated that there is a multitude of ways to reach a desired job.
The day ended with Insight Coaching’s Tambo Silavwe hosting the final session. He highlighted the importance of personal branding, and how to recognise and challenge preconceptions in the workplace.
The mixture of activities offered to the students and graduates gave them a strong understanding of the best way to present themselves, throughout the recruitment process and in the workplace generally. We look forward to our next Fastlaners day with UpRising; we can’t wait to meet more enthusiastic candidates!
For more information about our partners, or to enquire about Milkround events, contact firstname.lastname@example.org.
Barclays claim that UK graduates spend over £500 on average in order to land their first job. To help combat this, the bank will begin offering their graduate interviewees free accommodation in London, Birmingham and Manchester.
This will be welcomed by graduates who admit they have been deterred from applying for a job because of the sheer cost of getting to interview.
Many other employers in London already offer travel reimbursement. This should be considered a necessary requirement of the application process, if the biggest firms want to continue to break down social mobility barriers when it comes to jobs in the City.
As businesses continue to strive for diversity in the workplace, Milkround took a look at how socio-economic factors alter the decision-making process undertaken by students and graduates when considering their careers.
Measuring socio-economic factors
In 2017, Milkround launched our annual Candidate Compass survey, delving into the career mindsets of over 5,300 students and graduates. In order to measure how socio-economic factors may impact career-based thinking, we asked our respondents whether they had received free school meals; 18% had.
Our resulting report revealed differences in career perceptions of students who were eligible for free school meals during their education and those who were not.
Why does socio-economic diversity matter?
As an employer, diversity must always be highly prioritised. A diverse workforce is one that is representative, inclusive and from a business perspective, ultimately more productive. Therefore, it’s essential your recruitment process appeals to a wide spectrum of candidates. Crafting a recruitment strategy that is inclusive of students and graduates from lower socio-economic backgrounds relies on the awareness that socio-economic status affects career decisions.
Free school meal respondents (FSM) placed weight on different influences when it came to deciding on their future career paths, in comparison to non-FSM students.
41% of our FSM respondents claimed their family significantly influenced their career decisions. The role family played was a close second to a candidate’s personal interests, at 43%.
In comparison, a larger percentage (63%) of non-FSM students listed their own interests as their biggest influence. 40% also listed their degree topic and 39% claimed reading job descriptions online impacted their career choices. The discrepancy between family and a candidate’s own interests was much greater for non-FSM students, at 28%.
From this, we can infer that FSM respondents rely more heavily on their family for information when it comes to jobs. They also place greater weight on their careers service (40%), showing they actively seek a broad range of opinions when making their own career plans.
It also seems socio-economic background has implications for career confidence. Only 19% of our FSM respondents are optimistic about their future career prospects, versus 56% of non-FSM respondents. 67% of FSM respondents also feel pessimistic about their future salary.
Be part of the solution
The best ways to reach candidates from lower socio-economic backgrounds, who may have been the first in their family to attend university and consider the career options this route can offer, is to make real connections with them.
By hosting or attending events inclusive of individuals from traditionally low-income areas of the country, or specific schools and universities, you can educate and engage students who may not have considered certain career paths previously.
To find out more about advertising apprenticeships or graduate roles with Milkround, or to discuss a tailored, inclusive recruitment campaign, give us a call on 0333 0145 111, or email email@example.com.
43% of graduates relocate to start a job. The best have multiple job offers, and 70% would renege on a job – so providing a great employee experience to your mobile talent can help you attract and retain A Players. Here’s what you can do with almost no extra budget to smoothen graduates’ relocation, at scale.
The job market is mobile. 1.1 million people relocate for work in the UK every year. 43% of graduates do.
Moving house to start a new job is one of the most stressful experiences in life.
What do companies do to support their relocating employees?
Most senior employees get comprehensive, end-to-end red carpet treatment.
But graduates either receive no support; or only get selective support: The employer provides a few specifics, such as temporary accommodation or a small bonus. Beyond that, they are on their own.
And herein lies the problem.
Because despite the employer’s good intentions, selective support still leads to disappointment.
How good intentions result in failure
At Benivo, we constantly measure employee experience: How do those graduates who receive scalable, comprehensive support when moving house, rate their employer – and the results are staggering when compared to scenarios with only ad-hoc, selective support.
The main complaints in the selective group are about lacking relevant information, feeling left alone by an unresponsive HR department, and not knowing who to turn to. Some say that their moving experience left them with a worse opinion of their employer.
Is this entitlement? Ingratitude?
By no means. It’s just that being under a lot of stress makes people far more sensitive to actual or perceived slights or neglect. And that feeling can linger.
Comprehensive relocation support as a differentiator
The best graduates often have many companies vying for their attention. No surprise that 70% of them are willing to renege on a signed offer.
To provide relocation support beyond cash for a hotel room can make a huge difference in retaining graduates between job acceptance and Day One.
The most important conceptual step is to transition from selective to comprehensive relocation support. Look at the move through the graduate’s eyes and allow for flexibility. Not all graduates have the same challenges in their move. And most importantly: Frustration often stems from uncertainty and no one to turn to.
So what specifically can companies do to create a great relocation experience at scale without breaking the bank?
The best examples for low-cost, comprehensive relocation support at scale
1. Create a growing relocation playbook
Most companies issue a relocation guide, covering topics such as accommodation, family matters, settling-in admin etc.
The secret lies in creating it as an evolving document that anyone can contribute to. Moving from the Encyclopedia Britannica to the Wikipedia model.
We use Google Docs, but SharePoint or Dropbox work as well. Give editing rights to as many people as possible and motivate them to contribute.
2. Accommodation support
Finding a home is the biggest time drain. Reduce the workload thus:
Provide a neighbourhood guide – which affordable areas have good access to your office?
Recommend estate agents you trust
Inform about market quirks. Assume zero prior knowledge. You can copy existing online resources.
Get paperwork done in advance. Don’t make the employee request a proof of employment – issue it as a matter of course.
Encourage doing viewings on evenings and weekends, if possible.
List standard clauses in rental contracts and highlight some that shouldn’t be in there
3. Provide a forum for solution crowdsourcing
Create a Facebook group, invite past relocators, and ask them to contribute. Invite all the currently relocating employees to ask questions there.
Be an active group moderator. When someone asks a question that doesn’t get answered, step in and help out. Or encourage others who might know.
On a regular basis, distill the lessons learned in the group, and add them into the playbook.
4. Provide a named point of contact
This should go without saying, but many companies fail to provide it. The employee should have one person to speak to throughout the entire process, no matter where they are. This person doesn’t need to solve everything but at least point the employee in the right direction.
There is a unifying theme in the above advice: Show that you care.
A relocation is an opportunity to grow your employer brand by massively improving the employee experience. Your graduate hires will remember that you helped them in a time of stress.
As Maya Angelou said, people will forget what you said and what you did – but they will always remember how you made them feel.
Don’t make your job starters feel unsupported in their time of need.
If you want to learn more about the studies we conducted and the methodology used, contact me on LinkedIn.
Thank you to the London Business School community who contributed to our research.
Care to learn more about welcoming early career employees? Download our eBook The Art and Science of an Outstanding Company Welcome.
About the author:
Nitzan Yudan, moved house 7 times, started a new job 10 times.
Nitzan is the CEO of Benivo – helping employers of choice make every relocating employee welcome with innovative technology. Clients include Google, Microsoft, Bloomberg, Vodafone, and Hertz.