Highlights from the ISE’s Attraction & Marketing Forum

On Tuesday 22nd October, we were delighted to host the Institute of Student Employers Attraction and Marketing Forum.

ISE Student Recruitment Survey 2019

To start off the morning, we heard an insightful presentation from Tristram Hooley (Chief Research Officer, Institute of Student Employers), looking into some of the ISE’s latest findings on trends in the graduate recruitment market.

The Inside Student Recruitment 2019 study saw responses from 153 ISE members and covered 37,389 student hires.

Recruitment Budgets

Their findings show that most (57%) of firms’ recruitment budgets are being spent on marketing; including online marketing and attraction (30%), selection (27%), face-to-face marketing and attraction (18%), diversity (9%) and other activity (7%).

The most effective approaches to attracting graduates

Tristram also shared that visits to universities, the use of external jobs boards and advertising on their own websites are the three most effective ways to attract candidates.

At Milkround, we know the importance of face-to-face engagement from the start of a student’s university journey. We visit over 70 freshers and careers fairs every year as well as touring universities to support and develop their skills. We encourage employers to do the same, to ensure you’re first to mind when they take their first steps into the working world.

If you’d like to partner with us at universities, tour with us on campus or work with us to deliver skills sessions, then please do get in touch and we’d love to help create a bespoke campaign for you!

Diversity

The study also reports that some firms are making changes to improve diversity, with 38% of respondents noting that they have changed the universities that they have visited to better enhance diversity. We also know from the report, that members believe the biggest driver for engagement with diversity is the desire to secure the best talent (cited by 76% of employers) – therefore showing that it’s not only a moral argument but it will actually help create a stronger and more talented workforce too.

 

Hype Collective: What students want in a Graduate Job

We then heard from Hype Collective, who shared their recent research, conducted with the ISE, on what students want in a graduate job.

The Work Issue Part 1 – July 2019 consisted of 9 industry interviews, 7 focus groups and a survey of over 1,000 students.

Im(moral) values

Hype Collective looked into whether Gen-Z prioritise a company’s values highly (after salary). They found that most students didn’t rank morals in the top 5 reasons why they would choose to work there (with some not even ranking this in the top 10) – which is quite surprising!

It’s time to talk

Whilst young people feel more comfortable than ever talking about their mental health to their friends (90%), when we look at whether Gen-Z feel comfortable talking to their employer about their mental health, only 25% said they do.

The findings on mental health were really interesting and matched up with our own research on Mental Health Sick Days. We found that only 24% of Gen Z respondents have been honest with their employer about taking a mental health sick day. Hype Collective’s research echoed this, showing that two thirds of Gen-Z would be more to work for a company, if they had a public and transparent approach to mental health.

Assessment processes have also come under the spotlight in their research, with respondents noting that they are bad for mental well-being, since they feel their value as a human is being judged.

Hype Collective: Panel Discussion

Hype Collective also ran a panel as part of the ISE forum, with the following panellists:

  • Natasha Dallyn, Recruitment Marketing Advisor at Shell
  • Shanice Mears, Head of Talent at The Elephant Room
  • Maria Donovan, Recruitment Director at Unlocked Graduates

Here are a couple of highlights…

Asking applicants about their mental health

We know that students and graduates have support networks and counselling available at university, but what happens when they leave and enter the workplace. A lot of employers are making huge advancements to support newbies, but can you ask applicants too much, too early in the recruitment process?

Maria from Unlocked Graduates noted that it is easier for them to ask, as a large proportion of the prison population have a mental health condition. They recommend that employers ask mental health questions after the offer is made, so that young people feel confident that this will not affect their chances of getting the job.

The longevity of a graduate’s first role

Natasha Dallyn from Shell spoke about the concept of the ‘flaky graduate’, and how leaving a job can be polarised by many people, who make assumptions and consider this a negative. She added be asking whether it is bad to see that someone has moved around in their career.

Shanice from The Elephant Room discussed portfolio careers, and how getting the most of graduates can mean supporting passion projects and sabbaticals, which can help retain employees.

How side hustles benefit The Elephant Room

With a small team of 8, Shanice spoke about the different projects that each of her team members are part of, outside of their main role.

From writing books to organising events in the grime music scene, everything comes back to The Elephant Room. Employees get what they want from their role, understand what is trending in the student population so that they can feed this back into their day job.

 

Roundtable Discussions

Next everyone in the room got involved through group roundtables and a panel discussion covering diversity in the workplace and hiring challenges, this threw up some really interesting thoughts and ideas.

One of the discussions was around how marketing and attraction approaches have changed to improve the diversity of candidates. Groups fed back that the university a candidate attended was no longer an important metric in deciding whether a graduate was right for the job. Minimum requirements were being removed from job descriptions to create a fairer process – especially since the value of a degree classification can vary from one institution to another.

 

Siemens and AIA Worldwide: Using tech to identify and hire top STEM talent

The morning concluded with an impressive case study from Siemens and AIA Worldwide on their Sir Williams Siemens Challenge, engaging and empowering engineering talent.

Working with AIA helped to reinvent and advance their traditional Sir Williams Siemens Challenge (which used to consist of submitting an essay-based task).

Their objectives

  • Increase the diversity of candidates applying (gender and degree)
  • Convey the exciting aspect of Siemens
  • Raise awareness of the brand and sells of the business

Advice on how to make a hackathon successful

  1. Get people to sign-up

Using a mix of print work, web pages, a teaser video (showing someone in the field creating a model, so that people knew what to expect), run focus groups

  1. Make it exciting

Show those apply everything that is included (such as the equipment they will get to use) – highlighting why this is a great opportunity

  1. Keep them engaged

Through closed groups on Facebook, an educational hub (perhaps through a university) and event information (so that they can follow updates and competition rules)

  1. Properly plan

Create an event agenda and map out every hour of each day – detailed planning is key!

 

 

If you want to speak to us about how Milkround can better your student and graduate recruitment processes then please don’t hesitate to get in touch: https://recruiting.milkround.com/

 

Supporting mental health: Milkround’s research on mental health sick days

Our most recent insight has found that workers are still shying away from admitting to their struggles with colleagues.

Key Findings

  • 63% of the UK population don’t realise that there’s no legal difference between a sick day and a mental health sick day
  • 62% of Gen Z have taken a mental health sick day, but only 24% were honest with their employer…
  • In fact, only 14% of UK workers have felt that they could be honest about taking a mental health sick day
  • 75% of Gen Z would worry about being called a ‘Snowflake’ if they took a mental health sick day, to the extent that 43% would not even take the day off
  • Full report and insights available at: https://advice.milkround.com/mental-health-sick-days

190929_milkround-mentalhealth_zv

Exactly half of all UK workers admit to suffering from mental ill health, a figure that alarmingly rises when exploring age ranges. A worrying 72% of Gen Zs and 58% of Millennials experienced mental health issues, with the difference proving particularly stark when compared with those over 35’s, with only 39% reporting the same.

190929_milkround-mentalhealth_zv

When we look at whether their career has contributed to mental ill health, a similar story emerges. Nationally, one in four (23%) said their job was negatively impacting their mental health, but this figure jumps significantly with the younger respondents more likely to link mental health struggles with work, as nearly two-thirds (64%) from Gen Z and Millennial groups attribute work stresses to the cause of mental health issues.

For those that experience mental health issues, it is still not the ‘norm’ to reach out for support; currently 69% go undiagnosed. This is echoed in the workplace, where 49% of people did not feel that they could take a mental health sick day from work, even when needed.

From those that opened up about suffering from mental ill health, both men and women were more affected by anxiety (72% of women and 61% of men) and depression, over sleep disorder (27% of men over 24% of women) and personality disorder (5% of men over 3% of women).

Masking mental ill health at work

Despite the high level of people that suffer from mental ill health in the UK, it is still seemingly taboo to admit to feeling mentally unwell in the office, where only 29% have taken time off to care for a mental health issue.

Hesitance in taking a mental health sick day was linked back to judgement in the workplace. Concern that colleagues would make assumptions about them and their mental health (57%) was the lead issue, seconded by the discomfort felt when talking to employers (37%). 23% of respondents were even concerned that a resulting day off would go as far as to damage their career.

Gen Z and Millennials were consistently found to be more open about their mental health issues and specifically suffering from the negative connotations implied by the media term: Snowflake.

71% of Gen Z believe that being called a ‘Snowflake’ has a negative effect on young people’s mental health, rising to 75% that are – as a result – concerned about taking a mental health day for fear of being labelled by this, or similar. The detrimental ‘Snowflake’ effect is becoming such a concern for the younger workers, that 43% would not take a mental health sick day to avoid being linked to the ‘Snowflake’ generation.

190929_milkround-mentalhealth_zv

It was commonplace (77%) for the full spectrum of respondents to believe that steps should be put in place in the workplace to make people more comfortable in taking a mental health sick day. This again rises to 92% across Gen Z and 85% of Millennials. 72% of Gen Z and 60% of Millennials would even be more likely to apply for a job should mental health sick days be made available. Openness in the workplace was recognised as key, where 40% of all workers would feel assured in their ability to take time off if other colleagues or managers had previously taken a mental health sick day.

Natasha Devon MBE is a writer, presenter & activist, who has authored and contributed to books on mental health and body image comments on the research findings: My work in schools, colleges and universities over the past decade has revealed a truly promising reduction in mental health stigma and increased emotional vocabulary amongst young people. Yet, this study by Milkround shows that, once they enter the workplace, some of this progress is being undone. Evidence shows employees who look after their mental health are more productive, so it’s in employers’ best interests to advertise the existence of mental health sick days and encourage their staff to take them, if needed.”

 

Georgina Brazier, Graduate Jobs Expert at Milkround said: “Our 2019 Candidate Compass report identified that 1 in 3 students and graduates suffer from mental health issues, and we therefore wanted to delve further into this subject. There is no doubt we have made significant societal gains in developing more positive and open attitudes towards mental health, but our research suggests that these societal gains have not yet been fully incorporated into our workplaces.

Despite workplaces working harder than ever before to adopt positive mental health practices, 76% of people still feel that they cannot be open with their employers about taking sick days for mental ill health. This is especially saddening when our research suggests that over half of those who have taken a mental health sick day, reported increases in not just their well-being, but their productivity too.

Mental Health Days are clearly a win-win for both an employer and an employee. We’re using this research to drive awareness about the necessity for mental health sick days and encourage employers to take these.

 

Research

The research was conducted by Opinium on behalf of Milkround, with 2,000 respondents who are representative of the UK working population plus a boost of 500 Gen Z, between 13.09.2019 – 16.09.2019.

Natasha Devon MBE is a writer, presenter & activist. She tours schools and colleges throughout the UK, delivering talks as well as conducting research on mental health, body image, gender equality. She campaigns both on and offline to make the world a fairer place. Her current projects are the Mental Health Media Charter and Where’s Your Head At, which aims to change the law to protect the mental health of British workers.

UK Social Mobility Awards 2019 Winners Announced

The UK’s only awards dedicated to recognising the achievements of organisations and individuals in promoting social mobility celebrated their third year with a fantastic gala at the London Marriott Hotel Grosvenor Square.

The winning entries of the third iteration of the UK Social Mobility Awards, in association with Capita, were announced at a dazzling awards ceremony last night. The Awards celebrated the organisations embedding social mobility as a core business strategy, both within their own workforces and by influencing the debate from beyond their own walls.

By celebrating those committed to doing things differently and raising awareness of best practice, these awards aim to advance the practical implementation of social mobility in this country and create a movement of institutions committed to making change happen.

The night began with a drinks reception and three-course meal, providing an opportunity for attendees to network and cement relationships brought about by a commitment to equality. The gala evening was hosted by TV and Radio presenter Andrew Castle, and guests were entertained by the Chineke! Orchestra, before the winners were announced and presented with their awards.

The Awards, which are sponsored by the RAF and Antin Infrastructure Partners, received an impressive array of entries from across the UK and from a range of sectors and industries that have demonstrated excellence in their social mobility initiatives. Entries were judged by a prestigious judging panel, made up of leading figures in business, charity, politics and the public sector.

Chris May, Strategic Team Leader at Milkround, noted:

“It was great to be a part of an event that supports the movement towards a more inclusive and diverse workforce. It was such an privilege to hear the amazing things companies are doing to increase Social Mobility within the workplace. All of the winners were very well deserved, especially to Kier Group whose achievements are truly outstanding!”

Sir Kenneth Olisa OBE, Chair of the Judging Panel for the awards, commented:

“The SOMOs shine a light on the successful organisations who have discovered the benefits of finding, recruiting, growing and promoting talented team members regardless of their upbringing. In this way, the SOMOs are proving how social mobility delivers through competitive advantage to a wide range of organisations across the spectrum.”

Tunde Banjoko OBE, Founder of The UK Social Mobility Awards, added:

“This year’s entries reveal that there is much good work going on, but there is still much more to do, both from those who are already on this journey and from those who have not yet got on board. It will take enormous and consistent effort to turn the tide on social mobility, and the UK Social Mobility Awards will continue to be there to advocate for, and champion, this noble movement.”

 

Winners – Organisations 

Organisation of The Year
Winners: Ministry of Justice
Highly Commended: KPMG

Innovation of the Year – sponsored by Milkround
Winner: Kier Group

Leadership of The Year – sponsored by Police Now
Winner: DWP

Recruitment Programme of The Year – sponsored by Hedley May
Winner: Greene King

Progression Programme of The Year
Winner: HMRC

Community Programme of The Year – sponsored by PwC
Winner: Nissan
Highly Commended: HMRC

University of the Year – sponsored by Pentland Brands
Winner: Nottingham Trent University

School/College of the Year – sponsored by BNP Paribas
Winner: Southmoor Academy

 

Winners – Individuals

Outstanding Contribution to Social Mobility
Winner: Justine Greening MP

Champion of The Year – sponsored by Lidl
Winner: Professor Pamela Gillies, Glasgow Caledonian University

Mentor of The Year
Winner: Franklin Asante, Coutts

Rising Star – sponsored by Foxtons
Winner: Milambo Makani, Freshfields Bruckhaus Deringer and Widening Access Network

 

Join the discussion:

uksomo.com

LinkedIn: www.linkedin.com/showcase/the-uk-social-mobility-awards/

Twitter: @UKSMAwards – #SOMOs19

Facebook: @UKSMA

Instagram: @uk_social_mobility_awards

Jobseekers turned off by jargon in job adverts

Our newest research, where we surveyed 2,000 graduates, found that 71% of people can be discouraged from applying for jobs because of jargon.

With nearly half (48%) of grads turning up to interviews still unsure as to the nature of the role due to the language used in the job ad, employers are encouraged to reconsider including buzz-phrases in job posts, as half (50%) would be put off applying for a job entirely.

A call for clarity

So, what do graduates want to see? Well, three quarters (75%) would like adverts to be written in plain English, but it isn’t just terminology and abbreviations that can be difficult to understand… Our research shows that job titles can be equally confusing, with ambiguous labels such as ‘New Media Czar’, ‘Coordinator of Interpretive Teaching’ and ‘Conversation Architect’.

64% of graduates inevitably feel that they can’t apply for a role if they don’t understand the job description and 71% claim that business acronyms in ads, such as ‘SLA’, ‘DOE’, ‘POC’ and ‘B2B’* leave them feeling underqualified.

Most misunderstood job jargon amongst graduates:

  • Open the kimono (82%) of grads who have not heard the term
  • Cloud-first (76%)
  • Growth hacking (73%)
  • Blue-sky thinking (67%)
  • Thought shower (64%)
  • Brand architecture (61%)
  • Low-hanging fruit (64%)

Decoding the jargon – How can employers avoid this problem?

“In response to the need for clarity, Milkround has created the Jargon Decoder to offer support to candidates needing guidance in navigating job ads and guidance for employers to provide clear, concise adverts.”

Georgina Brazier, Milkround

Our jargon decoder will ensure that your job descriptions are clear, concise and attracting more candidates. Give it a try by clicking the link below!

Try our Jargon Decoder

 

*Definitions:

  • SLA – service level agreement
  • DOE – depending on experience
  • POC – proof of concept
  • B2B – business to business

UK Social Mobility Awards announces 2019 Shortlist

Shortlist of progressive organisations announced for the UK Social Mobility Awards, including the Innovation Award sponsored by Milkround.

The third iteration of the UK Social Mobility Awards have received an incredible response with the recently announced shortlist containing 57 unique organisations chosen from 115 submitting organisations. The Awards celebrate and recognise the forward-thinking organisations developing initiatives to promote social mobility, either within their own workforces or by influencing the debate from beyond their own walls. Milkround is proud to sponsor the Innovation Award, which has seen an impressive array of entries from companies across the board. We recognise that social mobility not only benefits business, but society as a whole.

The Awards, which are in association with Capita, received an impressive array of entries. The shortlist represents a range of sectors and industries that have demonstrated excellence in their social mobility initiatives. The judging panel includes prominent figures from business, charity, politics and the public sector and includes our very own Chris May. The independent judging panel will determine the winners, to be announced at an awards gala on 10th October 2019.

Tunde Banjoko OBE – Chief Executive and Founder of the UK Social Mobility Awards and Making The Leap, the charity that runs the Awards, said:

“We are delighted to have shortlisted our third cohort of finalists for the UK Social Mobility Awards, having received entries from many fantastic organisations and individuals. The Awards were created to encourage organisations across the UK to see social mobility as a business imperative and embed core strategies to advance it. While we celebrate the finalists, we are clear that this is a conversation and a movement for everybody.”

 

The shortlist is as follows:

Organisation of the Year            

  • KPMG UK
  • Herbert Smith Freehills LLP
  • Ministry of Justice
  • Grant Thornton UK
  • Willmott Dixon
  • Civil Service Fast Stream and Early Talent

Innovation                                     

  • Rothschild & Co
  • Accenture
  • Siemens
  • Fremantle
  • Bauer Media
  • Kier

Leadership of the Year                

  • Buildforce
  • BPP University
  • Sheffield Hallam University
  • Stafford Long
  • DWP
  • Ministry of Justice

Recruitment Programme of the Year

  • Enterprise Rent-A-Car
  • Office of the Public Guardian
  • Aon
  • Ashurst LLP
  • Mayer Brown International LLP
  • Greene King

Progression Programme of the Year

  • Google UK
  • Rexel UK Limited
  • HM Revenue and Customs
  • United Utilities
  • WM Morrisons Supermarkets PLC

Community Programme of the Year

  • KPMG UK
  • Nissan Motor Manufacturing
  • Simmons & Simmons
  • Sweco
  • HM Revenue and Customs
  • Reed Smith

School/College of the Year

  • Harris Westminster Sixth Form
  • Southmoor Academy
  • Latymer Upper School
  • Reigate Grammar School
  • Christ’s Hospital
  • Bodmin College

University of the Year

  • Kingston University
  • Middlesex University
  • University of Worcester
  • The Open University
  • Nottingham Trent University
  • Newcastle University

 

Individual Categories

Champion of the Year                 

  • Malcolm Gomersall – Grant Thornton UK LLP
  • Professor Pamela Gillies CBE FRSE – Glasgow Caledonian University
  • Will Richardson – PwC
  • David Bates – Marks & Spencer
  • Tia Castagno – Vizeum
  • Sandra Wallace – DLA Piper

Mentor of the Year                      

  • Franklin Asante – Coutts
  • Lerato Marema – Deloitte
  • Geraldine Clement – Cabinet Office
  • Claire Preston – ENGIE
  • Julie Lindsay – Office of the Public Guardian
  • Meryem Ertac – PwC

Rising Star                                     

  • Leticia Nascimento – KPMG UK
  • Milambo Makani – FreshfieldsBruckhaus Deringer
  • Matthew Campling – Linklaters LLP
  • Nadia Mensah – PwC
  • Louisa Burden-Garabedian – Penguin Random House UK
  • Ashley Daniells – RPC

 

The UK Social Mobility Awards is organised by leading Social Mobility charity Making The Leap, who have supported over 50,000 young people from disadvantaged backgrounds since 1993.

 

Join the discussion:

Universum releases its rankings of the UK’s most attractive companies to work for

Our strategic partner, Universum Global has launched the findings for the UK portion of its annual Global Talent Survey which found that Google is the UK’s most desirable company to work for by graduates for the seventh consecutive year. Universum studied 39,500 students from 97 British Universities to understand the career aspirations, goals and workplace requirements for graduates.

Whilst Google continued to prove popular with those studying business and STEM, their applicant pool continues to widen with humanities and law students both ranking the organisation in their top two and four companies to work for respectively. The companies highly coveted graduate schemes and internships are in high demand and Google is renowned for rewarding its employees with highly competitive salaries and employee benefits – all combining to make the tech giant an attractive workplace for students across multiple disciplines.

The UK’s Top 10 Business and STEM Employers 2019

Rank Business Rank STEM
1 Google  1 Google
2 J.P. Morgan 2 Rolls-Royce
3 Goldman Sachs 3 Microsoft
4 Apple 4 Apple
5 PwC 5 Jaguar Land Rover
6 Nike 6 BAE Systems
7 KPMG 7 McLaren
8 Deloitte 8 Aston Martin
9 L’Oréal Group 9 Airbus
10 Morgan Stanley 10 Lamborghini

Increased interest in tech and innovation roles is a trend being reflected across many subject areas. UK STEM talent are looking for industries that embrace innovation and new technologies, and careers that will see them competitively and intellectually challenged. As a result, STEM talent are looking beyond traditional engineering roles to automotive and aeronautic employers like Rolls-Royce, Jaguar Land Rover and BAE Systems.

Explaining the move towards innovative, technology-driven companies by STEM students, Universum UK spokesperson, Nicola Kleinmann said “Electric cars, self-driving cars and an increase in safety globally, has recaptured STEM talents’ interest in the Automotive industry. The UK has a rich history of founding some of the best-known car firms in the world which could be why the industry has cemented its place at the forefront of the STEM top 100.”

Moving away from tradition

The move away from traditional roles associated with subject choice is also reflected across the business student market. Where previously banking had been a high career choice, business students are seemingly less interested in the sector as Deloitte slumped two places in comparison to the 2018 Global Talent Survey. Multi-national Morgan Stanley now sits in tenth place after falling three places since the previous year, meanwhile, US firms J.P. Morgan and Goldman Sachs retained their respective second and third places, while tech giant Apple climbed the ranks into fourth.

The wane in interest may be a demonstration of the wider impact Brexit uncertainty has had on the banking industry over the past year.

Universum Managing Director for Nordics, UK and Ireland, Claes Peyron said: 

“Brexit is obviously a factor that is weighing on the minds of young talent when they consider which industry to start a career in. When we conducted our 2019 survey, the deadline for Brexit was set for March, and there was a lot of media coverage during the field period on which industries would be affected the most. Banking is obviously one of those industries, and this could be why we are seeing varied success rates of employers trying to attract business talent, despite their increased talent attraction efforts over the past few years”.

“It was only two years ago during the release of our 2017 UK rankings when we reported that Brexit had no effect on talent wanting to join the Banking industry, on the contrary, more wanted to join than in 2016. However, I suspect that the closer we have gotten to the deadline, the more unsure talent have become about joining an industry where jobs are reported to be heading to the continent.”


Forward thinking

The results show how forward-thinking students are catching onto the fact that UK jobs in the sector are becoming few and far between, creating a challenging environment for those looking for long term careers in the sector.

The wider findings also delved into the media habits of students and found that Facebook, Instagram and most surprisingly, YouTube were amongst the top five most used online platforms used to learn about future employers, ahead of employer-focused resources across both business and STEM students. A huge 27% of students favoured YouTube, supporting the growing trend in how millennials and Gen Z are interacting less with traditional media and official outlets in favour of online and social media platforms.

See the full top 100 lists and find out more about the UK’s Most Attractive Employers 2019 here.

 

 

 

 

Exploring student and graduate perceptions of the working world: Our latest findings unveiled at Milkround’s annual Insight Breakfast

Milkround Insight Breakfast 2019

We had an exciting morning on the 4th July 2019, revealing our newly launched 2019 research into student and graduate career confidence, and their concerns when it comes to entering the working world.

The findings we shared, were from our Candidate Compass 2019 report, where we surveyed over 7,000 students and graduates on a number of topics, including career expectations, company culture, mental health, and whether students feel that employers are being diverse in their recruitment processes – including gender contrasts and how this impacts their perceptions of the future.

For 2019, we partnered with Universum, a global employer branding agency, who are leading in supporting employers through delivering talent market insights. Together, we shared valuable insight on Gen Z and how young people perceive employers and what makes them attractive.  

Milkround’s Key Findings

CC_Key-Findings_2019

 

How to stand out from the crowd as an employer

Claes Peyron from Universum delivered a fantastic presentation on the topic of employer branding, sharing a selection of tips for standing out from the crowd.

With students and graduates having greater options than ever before, it becoming increasingly important to ensure you’re seen as an attractive yet authentic brand to this audience. Universum’s Employer Branding Now Survey reports that differentiation is the number one employer branding priority for the World’s Most Attractive Employers.

How to gain talent through strong employer branding

  1. Revisit your key talent definitions
  2. Become more data-led
  3. Assess your Employer Value Proposition and the activation of this – the UK as a whole is focused on: having an inspiring purpose, having respect for people but also the commitment to diversity and inclusion – which isn’t a key proposition for other countries as a whole. What is most important to your company?
  4. Set long-term goals and KPIs – do you have employee-generated content to support corporate messaging and how is this tracked?
  5. Make sure your offering isn’t too generic and similar to other brands – stand out and have your own voice.

 

Top Tips from Student Minds

We were pleased to be joined by Scott Williams, Head of Development at Student Minds, who spoke about well-being among young people and how employers can best support those entering the workforce, as well as providing insight into their Graduate Well-being Report.

How to support student & graduate well-being and stress for those transitioning into the workplace:

  • Ensure graduates have a manager who is interested in their personal development
  • Provide graduates with someone they feel confident contacting if they are struggling with their well-being
  • Make sure graduates feel comfortable taking breaks during the workday, for example, taking a break for lunch
  • Support graduates in finding the work they are doing interesting
  • Ensure graduates feel able to keep up with financial pressures
  • Check that your organisation is proactive about promoting well-being
  • Allow graduates to feel included in work-related social activities
Source: Graduate Well-being Report 2017, Student Minds

 

To read our full Candidate Compass 2019 report or any of our other research, click here. To find out more, or if you’d like us to delve deeper into our research, contact us at: milkroundmarketing@milkround.com

Milkround Society Awards 2019

On 19th June, we were delighted to host our annual Society Awards finalist day in London.

The awards allow students to showcase their hard work and commitment to both a society and university. It is also an opportunity for us to help students prepare for life after university, showing how they can use their involvement in a society as leverage in the world of work. Not only this, it’s an excellent way for the students to network with potential employers and find out more about the opportunities available.

Students were able to nominate either themselves or their society for one of two awards:

  1. Individual to Have Made the Biggest Contribution to a Society – £1,000 sponsorship prize
  2. Outstanding Contribution to a Society – £250 voucher

We had over 140 applications for our awards, which were narrowed down to 10 for each of the two categories. The judges then had the difficult decision of selecting a winner, after hearing each finalist present.

The Judges

Our employer partners and panel of judges for the awards were Mondelēz International, Enterprise Rent-a-car, Fidelity International and Lloyds of London.

What they had to say…

“An inspiring event where you get to see the current students and societies going above and beyond to help their fellow students and their surrounding communities not just excel and exceed but, in many cases, survive and thrive!  A complete privilege to see so many wonderful initiatives deliver so many tangible results.  Totally heart-warming!”

Brian Sinclair, Early Careers Talent Acquisition Manager UK & Ireland | Fidelity International

“I was in awe of the innovation in which students are truly impacting in their local communities. Being full time in university but very passionate about additional impacts they are making in society.”

Pj Singh, Talent Acquisition Specialist | Enterprise Rent-a-car

“It was great to see the drive and passion the students had for their societies – some really inspirational things happening and it’s great to have an event like this to highlight and celebrate the successes. At Lloyd’s we are always interested in hearing about students extracurricular activities and where they had achieved alongside their studies.”

Sian Carter, Emerging Talent Programmes Manager | Lloyds of London

The Finalists

UEA Paramedic Society University of East Anglia
Greater Manchester Nightline University of Manchester
Kite Oxford-Nairobi University of Oxford
Roots Community Gardening University of Bristol
Beat This Together University of Bristol
Warwick Maths Society University of Warwick
University of Edinburgh Entrepreneurs Society University of Edinburgh
Computer Science Society Lancaster University
Izzi Gilmour, Canoe University of Bristol
Kate Hassall, Team Surrey Squash University of Surrey
Emma Bihan-Poudec, A21 University of Southampton
Sarah Woodard, Women in Finance University of Bristol
Oluwaseye Kola-Ojo, Law Society University of Buckingham
Samuel Turner, Strand Magazine Kings College London
Millan Chauhan, Aston University Hockey Club Aston University
Mozomul Hoque, Community Challenge University of Birmingham
Doreen Chan, Durham University Business Society Durham University

Winners

Outstanding Contribution to a Society

We were very happy to crown Greater Manchester Nightline as the winners of the award and £1,000 sponsorship prize, a student-run listening service for students across Manchester, covering six universities and supporting 101,000 students.

Their dedication and hard work through a confidential phone and IM service, publicity events – such as delivering care packages during exam time – and plans to extend their support and further improve the infrastructure and publicity of their services, highlighted their dedication and support to the student community and clear plan for the future.

“The Milkround Society Awards finals were an incredible opportunity for both us individually and the organisation as a whole. We found out about the great work societies are doing across the UK and learned a great deal from how other groups overcame challenges this year. We also discussed volunteering opportunities with our fellow nominees and the Lancaster University Computer Science Society have offered to re-design our website!

We also got some great opportunities from networking with the amazing judges! Sian from Lloyds of London has already put us in contact with a mental health first aid training provider!”

Greater Manchester Nightline

Individual to have made the Biggest Contribution to a Society

Our judging panel were pleased to award Kate Hassall from Team Surrey Squash as the winner. They were impressed with Kate’s dedication to charity work, hard work in making sustainability an importance for Team Surrey Squash – removing all plastic waste from their social events – and creating a Blood Drive, to encourage those in the society to give blood… resulting in 36 pints of blood being given!

“I had such an amazing day at the awards, it was really well organised with a really relaxed and friendly atmosphere! I loved being able to meet the judges from an array of companies and fellow students from across the country. All the finalists had done some incredible work and it was a great way to discover different initiatives and ways we can improve our societies further!”

Kate Hassall, Team Surrey Squash

 

Special mention to:

  • Samuel Turner from the University of Buckingham, for founding and running Strand Magazine as well as self-teaching himself all aspects of design. Strand has been distributed to 27,000 people at King’s College London, as well as receiving sponsors such as Tate, Somerset House and King’s too.
  • Millan Chauhan from Aston University Hockey Club – elected and re-elected as Secretary of Aston University Hockey Club. His hard work enabled the club to gain £14.4k in sponsorship over the two years, as well as introducing numerous initiatives, securing deals and pro-actively helping members where possible.
  • Emma Bihan-Poudec from A21 at Southampton University – a society committed to raising awareness of human trafficking and modern slavery. The judges were impressed by the projects and campaigns Emma completed and her success in separating the human struggle from the political aspect of trafficking.
  • Kite Oxford-Nairobi, a student-led initiative with numerous projects, with the aim to empower communities, use access to resources to drive innovation in development and engage with students in Oxford and Nairobi.
  • Warwick Maths Society provides support to those studying Mathematics as well as ensuring that the subject is an equal and attractive opportunity for all genders. Through academic support officers, students can attend weekly sessions, there is also the opportunity to purchase revision guides and attend events.
  • UEA’s Paramedic Society run academic events to provide opportunities for their members to develop. They also spend time creating national campaigns, lobbying UK Government to enable student paramedics to access HEE additional funding.
  • Roots Community Gardening is a project to get students involved in conservation and sustainability around Bristol. They run workshops, improving mental health by encouraging individuals to increase the time they spend in green spaces, working with care homes and primary schools to improve their gardens.

Join us on the judging panel at our Society Awards

We are delighted to launch this year’s Society Awards, which will be taking place on the 19th of June 2019.

Students will be able to nominate themselves or their society for one of two awards:

  1. Individual to Have Made the Biggest Contribution to a Society
  2. Outstanding Contribution to a Society

The awards allow students to showcase their hard work and commitment to both a society and university. It is also an opportunity for us to help students prepare for life after university, showing how they can use their involvement in a society as leverage in the world of work.

How does it work?

Step 1:  Students complete the nomination form via the Milkround website

Step 2:  20 finalists (10 from each category) are picked to attend the awards day

This will entail workshops, a Q&A and a presentation to the judging panel – explaining how the prize money would be spent.

Step 3:  £250 voucher for an individual

£1,000 cash prize for a society

Why get involved?

  • Networking opportunities with top students who have a strong extracurricular background
  • Drive job applications and have your name advertised to over 700,000 students and graduates
  • Build your brand with our student audience:
    – 50,000 students on our social media channels
    – 46,000 visits to our content hub each month
    – 311,000 current students through Milkround’s email communications and further reach through our partner’s websites

Sponsorship Package

  1. Network with over 20 top students at the awards day
  2. Join the judging panel for both categories
  3. Deliver a workshop to the engaged students
  4. Have your branding across all student communications (inc. solus emails and social media posts across all channels)

Take a look at last year’s winners

To find out more and how you can become a sponsor and judge of our Society Awards in June, give us a call on 03330 145111, or contact your Account Manager directly.

Increasing Diversity in Recruitment with the UK Social Mobility Awards

We were delighted to attend the UK Social Mobility Business Seminar on the 19th of March.

The UK Social Mobility Awards have been established to recognise and celebrate the achievements of those organisations that are making huge advancements when it comes to social mobility in the UK. 2019 marks the third year of this inspiring series of events, and Milkround is proud to be sponsoring the Business Seminar and launch of this year’s awards.

We heard from keynote speaker, Nadhim Zahawi MP and Professor Anthony Heath of CSI Nuffield, as well as panelist members on the day: Matthew Coats CB, Sarah Moore, Steven Cooper and Yasmine Chinwala.

Professor Anthony Heath covered both research and insight into why organisations should be caring about social mobility. With the answer being that it’s not just about social justice and a moral argument, but there is also a business case for it too – with greater diversity and less groupthink creating a better work dynamic and working environment.

There is a wastage of talent if you or universities do recruit based on your social background, rather than an ability to do the job

Professor Anthony Heath, CSI Nuffield

It is therefore important that employers are making these changes, especially those large organisations who can use their size and reach to put a stamp on social mobility and create influential change in student and graduate recruitment.

Putting this into action

Both Steven Cooper, previous CEO of Personal Banking at Barclays and Sarah Moore of PwC discussed how they are helping students from disadvantaged backgrounds get into these industries.

With Barclays struggling to recruit young people into their Cardiff regional office and a realisation that they could be doing more when it comes to diversity, they created a successful apprenticeship programme, going into the poorest and least privileged schools to promote the opportunities within the bank. From this, Barclays were able to access a significant amount of talent, creating a strong business case for improving social mobility on a larger scale.

PwC shared insight into their 5-point plan and why it is important to be clear on what works for your business, how you are going to get there and what you are trying to achieve. For PwC, they found going into schools really built momentum and opening an office in Bradford enabled them to reach out to students from poor backgrounds, offering a training plan and giving them opportunities to strive for.

Diversity with Milkround

We recently worked with leading accountancy and professional services firms to improve social mobility in the industry. As part of this campaign, we educated our audience through content pieces on our site, ran workshops at schools across the country and hosted a national competition for students from lower socio-economic areas of the UK.

If you are interested in attending this event or learning more about the 2019 UK Social Mobility Awards, visit: uksomo.com if you’d like more details on how you can enter, contact Paola Contessi: paola.contessi@mtl.org.uk
For more information on how we can help you to become more aware of this topic and take steps to increase diversity your organisation, call us on: 0333 0145 111 or visit recruiting.milkround.com