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

Students’ perceptions of Brexit and tips for attracting graduates in 2019

Graduation usually comes with a feeling of accomplishment and anticipation but our research shows that 78% of those graduating this year believe Brexit will negatively impact their career.

We explored how today’s graduates feel about the job market and compared this to how graduates faired after the last period of uncertainty, in the 2008 global financial crisis. Researched showed that 50% of those who graduated during the global financial crisis found it more difficult to secure a graduate role due to the crisis – taking an average of eight months to find their first career job.

Ten years on, three fifths (58%) say the 2008 crisis had a negative impact on their career. This year’s graduates fear they will be subject to similar disadvantages as they look to enter the workforce, with 78% thinking Brexit will negatively impact their career and 52% thinking it will be more difficult to secure a graduate role.

Changing plans

With the challenges 2008 graduates faced limiting their entry into their desired career, half (50%) said they had to change their post university plans with three fifths (62%) taking a role in a different sector due to the lack of available roles. Already we’re seeing this year’s graduates taking a similar approach to delay their entry into the job market with 55% planning to postpone looking for their first role. Milkround’s research shows 60% expect they will need to take a role in a different sector, 18% think they will need to do temp work and 9% plan to instead go travelling. The results also reveal a 15% rise in the number of graduates who are planning to take up a postgraduate qualification, rather than heading straight into their career.

Salary expectations

Almost half (44%) of 2008 graduates reported their salary has not increased as much as graduates in previous year’s. The expectations are also set low for 2019 graduates, as over a third (36%) are not expecting standard salary increases post-Brexit. Recent research[1] from The Resolution Foundation think tank supports Milkround’s findings, with those entering the labour market during the financial crisis impacted in terms of wage growth and salary.

Not all doom and gloom

Despite the negative perception this year’s grads have of the current job market, the Office for National Statistics labour market research shows the number of people in work in the UK continues to reach record highs. In addition, Milkround has seen the number of graduate roles advertised on its platform increase by 104% year on year*. A recent report from the Institute of Student Employers[2], supports a positive outlook for this year’s grads with a clear majority (70%) of employers anticipating that Brexit will not impact their recruitment needs. In fact, employers on average anticipate a substantial increase (18%) in the number of graduates that they are trying to recruit this year and in the number of apprentices (47%) they plan to take on.

Georgina Brazier from Milkround noted:

“It’s easy to see the similarities in the job market from 2008 when the global financial crisis hit to this year with so much economic uncertainty. While many graduates are concerned of the impact Brexit will have on their careers, we’re a month out with no clear indication of what will happen so grads should not let themselves be distracted with all the ‘ifs, buts and maybes’.

We can somewhat put them at ease with the knowledge that Milkround is continuing to see an increase in the number of graduate roles advertised on our platform. We also offer plenty of resources to assist graduates in securing their dream role in the career of their choice. Increased competition in the market is not always a bad thing, it pushes graduates to be on top of their game and network more to gain invaluable industry connections.”

 

Insight from a Brexit and Labour Market Economist


Jonathan Portes, Brexit and labour market economist at King’s College London, said
:

“Given the current healthy state of the UK labour market, it might seem surprising how pessimistic 2019’s prospective graduates are about the impact of Brexit. But history suggests that they are right be to be worried. Brexit may well prove not just to be a short-term economic shock, but to do long-lasting damage to young people’s career prospects.

New graduates will need to be flexible and adaptable; that may mean accepting jobs in a different sector or location to their first preference if it gives them a foot on the ladder.”

 

 

Top tips for attracting and recruiting graduates during times of economic uncertainty


Connect on an individual level

Get onto university campuses and connect with students face to face. It’s important to get your company name out there and sell your brand ethos to prospective employees.

Go back to basics

Keep the application process simple and clear. Milkround’s candidate compass survey has revealed job seekers like the basics, with 84% of respondents preferring a CV/cover letter application and 84% citing they would rather have a face to face interview than a telephone or video interview.

Keep it clear

Keep your job descriptions clear of jargon to not detract students and use this as an opportunity to talk about your companies approach post Brexit.

Understand your new recruits

Host a focus group to understand any mis-conceptions students may have about your company which will allow you to tackle the issues.

Look back to move forward

Reflect on your hiring experiences. What are you going to do differently from last year to strengthen the recruitment process? What worked and what didn’t work? Be Honest.

 

For more information on this research, or if you’d like to chat to us about your student and graduate recruitment campaigns, please don’t hesitate to get in touch: https://recruiting.milkround.com/

*104% uplift reported from July/December 2017 to July/December 2018, according to Milkround data

[1] https://www.bbc.co.uk/news/business-47106711
[2] https://ise.org.uk/page/BlogBrexitImpact

Delving into Diversity & Inclusion at the ISE forum

We recently hosted the ISE Diversity & Inclusion forum at the Milkround offices, where we saw a number of employers talking about hot topics in the industry, as well as the actions employers can and should be taking in order to overcome their diversity challenges.

To kick things off, we heard from Tristram Hooley, ISE Research Chief Officer, who explored the latest ISE Annual Student Recruitment Survey. Among their research, Tristram spoke about the importance employers are placing on diversity, reporting that 96 per cent of respondents are prioritising at least one or more diversity issues, with some being very focused on multiple diversity strands.

More interestingly, the findings showed us that whilst 67 per cent of employers are changing the way they manage recruitment to address concerns about diversity, when looking at how representative this is of their actual hires and the wider population, the results are very different. People who attended state schools, women, first-generation graduates and disabled people are all under-represented amongst current hires. The average proportion of hires who attended a state school, for example, is 57 per cent and the average UK population average is 91 per cent, showing a clear contrast between what is being done and what the overall population looks like.

Social Mobility and Contextual Recruitment

We then heard from Timi Dorgu, Senior Digital Account Manager from Rare Recruitment and Jen Baird, Graduate Recruitment Manager at Hogan Lovells – who spoke about how Rare’s Contextual Recruitment System can transform the hiring decision process and increase diversity too. The system indicates to employers any candidates who have come from disadvantaged backgrounds or those who are resilient outperformers, allowing employers to deliver tangible results when it comes to diversity.

A behavioural science approach to Diversity & Inclusion

Alice Scott from Development Beyond Learning (DBL) shared research on behavioural science, explaining that it’s not always easy to completely eliminate bias and influence from recruitment decision making. She noted that behavioural science can help employers since it looks at how people really behave, instead of how we think they ought to behave.

Alice spoke to us about how removing information with inaccurate ‘representative models’ in application processes or hiding demographic information on forms can help to focus attention to purely just data, which could lead to more diverse and inclusive actions from employers.

ASD Awareness

Lastly, we heard from Nick Heckscher from ASPIeRATIONS which is a Community Interest Company, set up to help employers attract, recruit and retain highly-skilled, autistic talent. Nick spoke about the benefits of employing high-functioning autistic and Asperger’s individuals into a team, with the increased capacity for innovation and enhanced employee retention rates.

 

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

 

 

Milkround’s latest insight into imposter syndrome and how it is effecting female graduates

We recently delved into the minds of 5,700 students and graduates, to find out about young people’s career confidence and their perception of future employment.

Lower Salary Expectations

Our research identified that one in three (33%) women are worried about low pay and think they’ll earn under £20k in an entry level role, compared to less than a quarter (22%) of their male counterparts.

We also found that males expect to be earning more in five years’ time, with more females (25 percent compared to 15 percent males) expecting to be on £25-£30k and more males (23 percent compared to 17 percent females) expecting to be on over £35k, after five years.

Writer and activist, Natasha Devon MBE importantly contributed stating:

“Imposter syndrome is more than just ‘lacking confidence’. It’s an all-consuming belief that you aren’t worthy of your career achievements, that you’re a fraud and a fear of being ‘found out’, even if all the evidence shows you to be qualified and capable. Whilst feminism has come on in leaps and bounds over recent years, we still live in a culture where the prototype for success and influence is white, male and middle aged. It’s no wonder, then, that the people most likely to experience imposter syndrome are young women.”

 

Career Confidence

While confidence was the top choice for respondents, our findings revealed that far more females (41%) reported confidence to be a soft skill that they needed to work on most to excel in their career, compared with just 28% of males.

Competition from those with more work experience was another concern, with more females (58%) citing it as an issue, compared to males (47%).

Our Jobs Expert at Milkround, Georgina Brazier stated:

“Confidence issues are affecting graduates before they even hit the workforce, which often lasts with them throughout their career.

While more employers are implementing mentorship programmes to alleviate imposter syndrome and boost confidence among new starters, more needs to be done to ensure that this negative mindset is reversed, before they start working their way up the career ladder.”

 

How to Avoid Imposter Syndrome

Natasha Devon has put together some helpful tips to ensure that you avoid imposter syndrome and maintain confidence in young individuals.

Know Your Enemy

Having imposter syndrome can feel incredibly isolating, because by its very nature it is something which makes you feel as though you don’t belong. It’s important to remember it’s both common and, unfortunately, normal – particularly amongst women.

Think like your male counterparts

Studies show that men tend to believe they can do jobs for which they are underqualified whereas women are more likely to believe they aren’t right for a role, even if they are overqualified. Look at their qualifications and experience and measure them, objectively, against yours.

Combat negative self-talk

It’s essential to have a voice in your head advising caution, especially when running away from a bear. The negative voice we’ve evolved to carry around with us is more likely to tell us we aren’t worth a pay rise, can’t do that presentation or will make a fool of ourselves in a meeting. Recognise that voice and tell it to shut up.

Separate instinct from structurally created beliefs

Human beings learn through repetition and a lot of what our brain absorbs happens subconsciously. We still live in an environment which tells us the prototype for a powerful person is white, male and middle aged. Realise this is a belief system is not representative of you and is not something you would choose to believe of your own free will.

Stop trying to be liked

Women, on average, fear social rejection more than men. This isn’t an attitude which serves anyone well in the work place. However, we teach people how to treat us. Working for free, never using the word ‘no’ and letting other people take credit for your work might mean less confrontation, but it will leave you underpaid, undervalued and exhausted.

 

You can find more information in this year’s report. Download your copy here.

*All figures from Milkround’s Candidate Compass Report 2018

 

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