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

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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

Nearly three-quarters of graduates willing to back out after accepting a job

Nearly three-quarters (70%) of graduates are willing to back out of a job offer they’ve accepted, with three out of 10 (30%) stating they’ve already done so, according to our latest research.  5,319 current university students and recent graduates were surveyed for our annual graduate report The Candidate Compass.

Reneging on job offers

Among those graduates that have reneged on a job offer, around six out of 10 (64%) claimed that they did this because they didn’t know how to decline. Around two out of 10 (22%) said they did this because they received a better offer elsewhere, while just 9% changed their mind.

Your reneging insurance…

Don’t worry, Milkround are already taking steps to reduce the risk and impact of candidate’s reneging job offers.

We ensure graduates are fully informed about the roles they are applying for, and that they apply for are the ones that best suit their skill set. We also provide best practice advice to employers; all to help reduce the impact of unfilled vacancies on the companies who partner with us.

However, we understand reneging is a concern for employers, and that it is part of the recruiting process. To help further, we are offering you some reneging insurance this September. Simply buy and advertise a role with a fully branded premium listing in September, and if your candidate reneges, we will give you a standard two week job listing to use in January for free.*

Register your interest in this offer using the form below and a member of the team will be in touch shortly.

*Not applicable to current proposals. Offer valid until 30th September 2017.

Female graduates can’t see their future in the tech industry

A survey of over 1,000 university students conducted by KPMG and independent market research company High Fliers has uncovered discrepancies when it comes to the career confidence of male versus female graduates regarding careers in technology.

Despite being as equally competent as young men when assessed on digital skills including data manipulation and social media, a mere 37 percent of young women are confident they have the tech skills required by today’s employers, compared with 57 percent of young men.

Adding to the concern raised by these stats is the fact that 73% of females have not considered a graduate job in technology. It seems the existence of female technical talent does not align with career aspirations in this sector. This lack of self-confidence in female graduates has also been considered here at Milkround. Our research found that female graduates’ salary expectations are much lower than their male counterparts. KPMG’s survey suggests that there could be a correlation between undervaluing personal skills and low salary expectations.

Commenting on the findings Aidan Brennan, KPMG’s head of digital transformation said:

“The issue here isn’t around competency – far from it – but rather how businesses understand the underlying capability of an individual and how to unlock it. I think this research highlights the work that needs to be done to show the next generation that when it comes to a career in tech, gender isn’t part of the equation.

Competition for jobs is tough, and we know that female job seekers can be less likely to apply for a role than their male counterparts if they don’t feel they already possess every pre-requisite the job demands. Businesses committed to building a truly diverse workforce need to adapt their recruitment processes to reflect this, and ensure they don’t fall into the trap of listening only to those who shout about their capability loudest.”

Highlighting that many employers do not specify a degree course in their selection process is also important if young women are to be encouraged into the tech industry. By engaging with students from all degree backgrounds, employers can highlight that skills are transferable across industries traditionally considered widely different.

Graduate trainee, Mary Smith, who studied history and politics at university and recently joined KPMG’s tech consulting graduate programme agrees:

“If you look at the subject I studied at University, you might wonder how my background makes me a good fit for a tech career at a professional services firm. KPMG saw something in me that at the time I may not have seen in myself. Now I am in the role, it is clear that the skills that I already possessed are very much transferrable to the job I am doing. I would encourage more young women to not be deterred by jobs which include an element of tech, and to instead have the confidence and belief in your own capabilities to apply and succeed.”

Here at Milkround, we think raising awareness of these issues is not just vital, but absolutely essential. The best way of doing this in the most far-reaching way is by creating event initiatives that appeal directly to the youth market – such as KPMG’s ITs Her Future. Young women must be shown that a career in tech is not just a place where they could flourish in theory, but that they are actively welcomed onto this pathway and a successful career awaits them.

Milkround’s new features have arrived, meaning better applications for you

Today we’ve launched a new set of onsite features, which includes a smooth data-led application process to all jobs on our website, to increase the quality and relevancy of applications delivered to our clients.

By improving our knowledge of each jobseeker’s application behaviour, we can now target through both the candidate’s profile data and their onsite behaviour. Following these enhancements, our jobseeker’s will now benefit from:

  • Onsite job recommendations
  • Regular, personalised job emails
  • Instant job match notifications

Alongside these new features, we’ve also launched improved job search technology, which not only understands a jobseeker’s keyword search, but also uses artificial intelligence to generate similar and relevant job opportunities into their search results. Taking a synonym led approach to job results ensures the right jobs are displayed to the best candidates.

Milkround’s Head of Sales, Sarah-Jane McQueen commented: ‘We are continually developing our product to ensure our clients gain the most from their campaigns. By improving our application process and therefore better understanding our candidates, we can deliver the most relevant jobs. We’re really excited about the new features we are launching today, which bring innovation to the graduate recruitment market.’

With a refreshed design and improved user experience, we continue to take a candidate led approach to ensure our platform and technology supports the all-important job search.

For more information please get in touch with us today!

Young workers at risk of making snap decisions about their careers

Did you know that Snapchats from friends make young people question their jobs?

We’ve delved into the minds of young people to find out how social media causes career fear in students and graduates.

The research has shown that young people at work run the risk of hindering their careers by paying too much attention to Snapchats posted by friends about their jobs. 95 per cent of those surveyed admitted that they felt envious of some part of their friends’ jobs, with most stating that others’ travel opportunities with work is one of the main instigators of the green-eyed monster.

And social media has a lot to answer for when it comes to that jealousy. 37 per cent of those surveyed clearly cited social media as the source of their career envy. In fact, our opinions of how our friends are doing in their entire lives is shaped by what we see on social media with over one third stating that positive social media posts make them believe others are doing well.

Snapchat has been named the social media network that invokes the most feelings of anxiety around careers, with short disappearing stories that leave lasting impressions.

 SOCIAL MEDIA CHANNELS THAT CAUSE MOST CAREER ENVY

Ranking Social Media Channel
1. Snapchat
2. LinkedIn
3. Twitter

Dr. Sarah Parry, clinical lecturer at Manchester Metropolitan University said: “This career anxiety is likely to come from an initial internal feeling of dissatisfaction, which is then exacerbated by these social media posts.

“60 per cent of students and graduates are still unsure of what they want to do in their careers. This insecurity is easily transformed into jealousy when they see continuous posts of what they perceive is someone who has it ‘all figured out’.”

Money is also a major reason for envy, with 46 per cent stating that their friends’ salaries are the main reason for their jealousy; with social posts about holidays and things they buy leading them to believe that they are earning less than their peers or friends.

Dr. Parry, whose clinical work focuses on experiences of dissociation and developing wellbeing services for young people, said: “It is important for students and graduates to know that these feelings are completely natural as social media becomes more and more a part of everyday life, and that they are not alone. ”

For more from Dr. Susan Parry on how to recognise and combat career anxiety, visit https://advice.milkround.com/opportunity-fomo

For more information about Milkround and our research, get in touch!

 

Why does having a socially diverse workforce matter to your business?

The release of recent statistics in the press has pushed social mobility to the top of many employer’s agendas. Deliotte’s Fair Access to Work study in 2016 showed that students from less advantaged backgrounds earn an average of nearly 10% less than their more advantaged peers 6 months after graduating. By raising awareness of this inequality, we can hope to close this gap and make sure all students and graduates are given a level playing field when it comes to the world of work, regardless of their background.

  1. What does social mobility mean, and how does it currently look in the graduate market?

Socioeconomic backgrounds are difficult to pinpoint, but are usually characterised by post code lived in at the age of 14, free school meal eligibility, and parent professions. In 2016, only 10.3% of all UCAS applicants were made by those from most disadvantaged backgrounds, compared to 30% of those from the most advantaged.  Once students have completed university, there is a pay gap of around 10%. Employers are continuing to hire with the influence of unconscious bias, targeting their recruitment drives at elite universities and filtering out candidates who don’t meet high qualification brackets.

  1. Who is championing the change in social mobility?

Deloitte, Accenture, O2, Linklaters, KPMG, Barclays, EY, Baker & McKenzie, Grant Thornton, Teach First and the independent Bridge Group have committed to working with the government to create new national common measures which will help to boost social mobility in workplaces across the UK, in both private and public sectors.

  1. Why should bringing in a diverse workforce matter to me, and how can I tackle it?

There are a multitude of reasons why bringing in a diverse workforce can bring benefits to your business. It firstly widens your talent pool, giving you the chance to recruit potential rather than a tick box of grades and qualifications. Secondly, hiring people from different backgrounds will widen your skill set, bringing in fresh talent and other perspectives. It will also strengthen your employee engagement, opening doors for wider collaboration, development programmes and mentoring schemes.

There are several simpler changes you can make to your business to reduce the barriers for less advantaged candidates joining your organisation.

  • Banning unpaid internships will stop only graduates from privileged backgrounds gaining valuable work experience, opening the opportunity up to all candidates.
  • Look past grades and qualifications when filtering through your applications. Shift your focus towards their experiences and progression to understand where you can find potential.
  • Reimbursing interview travel costs, or hire locally. Less privileged candidates may be unable to attend interviews too far from their home due to high travel costs. Offering a reimbursement or targeting your recruitment drive locally can help to combat this barrier.

We are a long way away from abolishing all the barriers for graduates from disadvantaged backgrounds when entering the world of work. There are a lot of small steps many organisations can take to becoming a much more diverse and inclusive team, bringing with it a multitude of benefits to your company culture and collaboration. For more information on how you can reach out to students from all walks of life, simply get in touch.

 

 

 

 

 

Delivering more candidates than ever before…

We kicked off the year with high traffic levels, a growing audience and strong applications.

Check out our January 2017 statistics vs. last year below:

traffic-statistics

What does this mean for you?

A high volume of quality candidates applying for your roles.

Your brand seen by more candidates than ever before.

We’re proud to work with

amazon

Image result for BLOOMBERG     Image result for DELOITTE    Image result for ALLIANZ

Image result for LIDL             Image result for love home swap              Image result for royal navy             Image result for bmw group

Now is the time to drive your recruitment campaign forward, and with the tools and resources Milkround can offer, it’s never been a better time to give us a go.

Simply get in touch to find out how we can help you.

WIN with the 12 Days of Christmas!

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In this very speedy run up to Christmas, we’re offering you the chance to WIN PRIZES when you book your campaign with Milkround.

If this hasn’t already tempted you to enquire, here’s a list of the things we’re giving away…

DAY 1: 1st December: A lovely bottle of bubbly

DAY 2: 2nd December: £50 Odeon cinema voucher

DAY 3: 5th December:  £50 Amazon voucher

DAY 4: 6th December: a Champneys Spa Day with treatments for two

DAY 5: 7th December: Two tickets to A View from the Shard

DAY 6: 8th December: A cupcake delivery

DAY 7: 9th December: Wine tasting for two

DAY 8: 12th December: A festive hamper

DAY 9: 13th December: Hot air balloon ride for two

DAY 10: 14th December: Two night hotel break with dinner for two (various locations)

DAY 11: 15th December: £100 John Lewis voucher

DAY 12: 16th December: A three course meal for two at The Ritz

For every £1000 you spend with Milkround, you’ll get one entry into the raffle at the end of the day (i.e book a £5,000 campaign and you’ll receive five entries, giving you a higher chance of winning!)

To be entered into the prize draw, simply quote ’12 DAYS’ when talking to a member of the team!*

CONTACT US HERE

*T&Cs: minimum spend of £1,000 with Milkround. Has to be booked on the day to be eligible to win the prize. Winners will be picked at the end of each day, and be notified by email no longer than 10 days after the competition closes. Competition ends at midnight 16/12/2016.

Missed our Millennial Insight Breakfast?

Milkround’s ‘Inside the Minds of Millennials’ report is a fresh look in to the minds of millennials told to us by the millennials themselves.

With this piece of research, we’ve gained an insight into this generation which, according to the BBC, will make up 75% of the global workforce by the year 2020.

We look at some common misconceptions around this generation of young workers and ask for their perspective on themes such as professionalism in the workplace, home ownership, travel, employer loyalty, and their close relationship with social media.

To see the key takeaways from the report, click here!

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For more information, or to see the full report, just get in touch!

 

Perceptions of the employer assessment process – are you ahead of the game?

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Has your method of assessing candidates been the same for years? Have you ever wondered if your methods of assessing influences a candidates impression of your business?

TMP Worldwide and Milkround are hosting an Insight Breakfast looking at the impact of employer assessment processes on quality of hire, diversity and inclusion and employer brand. We’ve conducted research with over 1,800 students to find out;

  • The impact of the assessment process on candidate perception of your employer brand
  • Candidate perceptions of different types of assessment processes
  • How self aware are candidates when it comes to key skills and do they really understand what employers are looking for
  • Designing assessment processes that help meet diversity and inclusion targets

 

THE DETAILS

Date:  1st November 2016

Time:  08.30am – 10.30 am

Venue:  Blue Fin, London, SE1 0TA

 

RSVP

To Elizabeth.Hunt@milkround.com by 14th October 2016.