Milkround society awards: showcasing student success

On Wednesday 5th July, Milkround were proud to host our annual Society Awards.

The Society Awards are always a highly anticipated event, as it allows us the chance to engage with some truly inspirational young people from our candidate pool. This year, all our finalists went above and beyond for their society pitches.

Learning about what successful students are looking for when it comes to their first graduate jobs was really enlightening both for us at Milkround and for the employers that attended on the day. By going directly to our graduate audience, we can ensure we match top talent with rewarding and challenging roles.

We are grateful to the judges Adam Isle, Oli Jacob and Qayum Mannan, who joined us from AstraZeneca, IBM, and UpRising respectively. They offered great feedback to our candidates, as well as the encouragement to consider their own graduate job offerings.

Our finalists enjoyed a day of sharing their successes and developing their skills at our London office

After an initial application process that assessed why these candidates in particular deserve recognition for their contribution to a society, we invited the finalists to our London office.

Here, they spent the day getting to know each other through career-driven workshops provided by the Milkround Marketing team, and had the opportunity to learn more about the key things employers are looking for.

Students were then asked to pitch to our judges. All three were overwhelmed not only by the sheer number of achievements highlighted by the high-quality presentations, but the students’ sense of social responsibility.

The judging panel found it incredibly difficult to choose between candidates who came from a range of societies, from Craft and Financial Trading to Law and Women in Leadership. The judges were impressed by the passion all candidates showed for diversity and inclusion. Several of the societies wanted to invest our £1,000 prize money into charity fundraisers, addressing issues including student mental health and welfare.

Congratulations to our winners!

Eva (left) and Lucia (right), with their Individual Contribution to a Society awards.
Open Minds were awarded with Outstanding Contribution to a Society, for their dedication to increasing confidence and leadership skills through creativity.

Adam Isle, Recruiter for AstraZeneca’s Innovative Medicines & Early Development Graduate Programme, said the nominees were ‘exactly the kind of students we’re looking for’.

The day proved to be fruitful for both students and employers. Not only did the finalists get to showcase their past achievements in front of three employers, they developed their skills in pitching both their societies and their own sense of self-branding. They were then able to engage in a final networking session at the end of the day.

If you are interested in being part of events such as our Society Awards, to not only increase your brand awareness among the student demographic, but to also grant recognition of truly unique student talent found through Milkround, do give us a call on 0333 0145 111, or email

Female graduates’ low expectations contribute to early gender pay gap

New research by Milkround has revealed that over a third of female graduates expect a starting salary of £20,000, falling £10,000 short of the median UK graduate wage of £30,000 per year.

This, coupled with The Department of Education’s Longitudinal Education Outcomes findings, shows that the gender gap exists from the beginning of graduate careers, and even increases over time. In fact, five years into their careers, women earn on average £6,500 less than their male counterparts.*

We believe it is pivotal that graduate employers are dedicated to doing their utmost to tackle this.

Milkround’s Head of Marketing, Francesca Parkinson, highlights that: “Nearly 85 per cent of female graduates do not know their own value, which may have a knock-on effect in their future earnings. As the UK’s largest graduate advice website, we feel a responsibility to empower women in the workplace, helping them to realise their worth and build career confidence”.

As graduate employers, there is much you can do to ensure female graduates know their own value and possess the confidence to articulate this. By seeing that their employers accurately recognise their value and actively  work to erase the gender pay gap, graduates will feel confident that they will receive the salaries they deserve.

Raising awareness of the gender pay gap and its implications as a matter of social responsibility is, of course, a priority. However, only through conscious action that aligns with values of equality can we implement change.

The application process

As a graduate employer, you will know that many job openings will offer ‘competitive’ salaries. You may offer them yourself. Most graduates will embark on their own research as to what range ‘competitive’  consists of for a specific role or sector, but will sometimes set their salary expectations a little lower than the average in a bid to make themselves appear more desirable.

As highlighted by Milkround’s research, this is incredibly detrimental to women, who already face issues of inequality in the workplace.  By being clearer about what sort of salary you will be able to offer, you ensure graduates have realistic expectations and are not undercutting themselves from the beginning when it comes to salary expectations.

Be open to salary negotiations

As you would expect, it is unlikely a new graduate will have negotiated salary previously. It is important to remember this if a graduate with a job offer does not navigate the conversation in quite the same way you may be used to. Of course, this does not mean that it is acceptable for them to raise the point without politeness, accurate research, and proof of their exceptional skills. Simply put, female graduates should feel they can confidently talk about salary.

As an employer, it is key to establish a good relationship and appear approachable to your potential employee so that they can feel confident raising questions not only about the role itself, but about their salary expectations. Often, graduates will give a range for their salary expectations (for example, “somewhere between £23,000 and £25,000”) because they might assume by specifying only one figure, an employer will consider them too demanding. This fear of asking “too much too soon” contributes to the continued existence of the pay gap, and is commonly attributed to women more than men.

Be constructive and offer feedback and recognition

If a recent graduate asks for a raise following an acceptable period of time in your employment, or their salary expectations are higher than you anticipated prior to accepting a job offer, acknowledge that you understand the points they have voiced. Hearing that a raise is not possible will be disheartening, but if employers make it clear that an employee’s request has been thoroughly considered, the response  should be accepted and taken onboard. If you can, use data to reiterate your pay package is on par with the average.

Milkround continually see highly qualified and enthusiastic candidates; our recent Society Awards was host to a number of female students with incredible talent. As a result, it is alarming that young women not only have the glass ceiling to contend with, but also a ‘lead floor’. Without active employer influence, female graduates will remain wedged between the two.

We must continue to raise graduate confidence so they understand their own value and can articulate this. Far from feeling entitled, graduates need to know that even at entry level, they will be respected and listened to during salary negotiations. Maintaining self-worth, especially in female graduates, ultimately forms a self-aware workforce where individuals know their own value. Graduate employees should be able to trust that this is recognised by their employers, who are not only aware of the existence of the gender pay gap, but actively counteract it throughout the recruitment process.

If you’d like to learn more about our research into graduate salary expectations and the gender gap and the graduate market generally, download our whitepaper.

To speak to us about job postings or creating a tailor-made campaign, don’t hesitate to give us a call on 0333 0145 111, or drop us an email at We pride ourselves on our graduate knowledge, because it comes directly from our audience!


Milkround School Leavers hosts Good University Guide 2016

GUG 2016


We are pleased to announce that our 16-18+ job board Milkround School Leavers will host The Times and Sunday Times Good University Guide league table for the second year running.

From today (Monday, September 21st), the table will be live on Milkround School Leavers outlining the best universities in the UK to help our candidates in their post-school decision making.

The rankings of the table are based on student experience, graduate prospects, average UCAS entry points, as well as completion rate. The purpose of the list is to inform prospective students and parents of the suitability of the country’s institutions of higher education and to remain completely transparent.

The league table is available for all visitors to, accessible by the main navigation link.

The table adds to our commitment to act as a career resource for GCSE and A Level students offering advice and guidance on study options, apprenticeships and gap years, plus 100s of jobs suitable for those wanting to go from their A Levels into work.


Meet our Brand Managers

Image for Meet the Milkround Brand Managers!

Every year we recruit four graduates to help the Milkround team throughout the busiest period of the year. Their main aim is to help spread the word about Milkround to as many students possible!
Whilst at events they will be explaining to students the benefits of Milkround and how the website can help them throughout their time at University – offering placements, internships and graduate schemes across hundreds of top employers across the UK.
They are an essential part of Milkround and we are so excited to introduce this year’s team: 


Name: Joseph James

University attended: Graduated from University of the West of England in 2014 with a 2:1 BA English Literature.

Best University moment: My favourite moment at University was the day I FINALLY handed in my dissertation. It had followed me around for the best part of six months and to get rid of it was nothing short of pure joy.

Career Ambition: In my future career I would like to work in Advertising and Marketing and would love to run my own agency eventually. One step at a time though…

3 interesting facts about you:

I am pretty much terrified of heights, but have skydived.

I once spent five hours trying to master a golf trick down my university house staircase. I did it. It’s on YouTube.

I worked as a hotel porter and valet for 6 months in Sydney.


Name: Jessica Brady

University Attended: Sheffield

Best University Moment: Graduating with all my friends – although knowing that it was the end of an era was also kind of sad!

Career Ambition:  To pursue a career in marketing and branding.

3 interesting facts about you:

I have the biggest fear of cotton wool, it seriously creeps me out.

Cheese is my least favourite food, apart from on pizza when it’s definitely ok.

I like to follow dogs on Instagram.


Name: Ollie Cloake

University attended: Sheffield Hallam University, I studied Business and Marketing and graduated in May 2014. Travelled through Asia, Australasia and America from Autumn 2014 – Summer 2015.

Best University moment: The whole process! From freshers to graduation I loved every moment of being a university student!

Career Ambition: To continue to develop my skills in Marketing within large companies, hopefully resulting in progressing into a higher management role within such a corporation.

3 interesting facts about you:

I am a West Ham United Fan, someone has to be!

I’ve visited 6 of the 7 continents in the world.

I once was in the school play, my character was “The Wind”.


Name: Lydia Randall

University attended:  Coventry University

Best University moment:  Traveling to Palermo in Italy to learn about the Italian Mafia and the anti Pizzo movement.

Career ambition: To start my own social enterprise called BVOCAL, which is targeted towards creating and enabling young people to have a voice and helping to empower them as our  future leaders.

3 interesting facts about you:

I have written and performed my own spoken word piece at TEDX. The theme was ‘Playing beyond’, which was all about allowing people to see that we all have the capacity to reach and operate at our full potential, and to push beyond our limits. ‘To win a game you have to play the game.’

I have a passion for play writing and acting.

I once fell on stage at a modelling competition in the o2  (super embarrassing!).


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A huge welcome to our fabulous Brand Managers!

A best practice guide to writing job descriptions

The do’s and don’ts of job descriptions

When it comes to writing job descriptions, it is vital that the whole scope of what the role entails is covered and communicated in a light that will attract the top talent from the graduate pool.

At Milkround we like to share our insights with you to ensure you can achieve this candidate attraction. So, after a little analysis we’ve put together this guide to tell you what works best and what should be avoided at all costs.

Let’s start with the do’s…

Formatting is key

Applying a user-friendly format is the simplest way to make your content more readable and appealing to candidates.

No one is going to digest key points from a dense paragraph that eats up their entire screen or suddenly want to apply for a role because the title is written in capital letters.

If we think of the way in which we digest information most effectively, this is in bite size amounts displaying key but direct information.

This is easily achieved through making each heading in the job description bold, evenly spacing out paragraphs and using bullet points to list information.

We suggest you use the following sub-headings for the following reasons…

  • Job role
    • State what the purpose of the role is
  • Responsibilities
    • Tell the candidate what will be expected of them in the role
  • Entry requirements
    • The minimum expected criteria will inform the candidate from the get-go whether they are suitable enough to apply
  • Salary and benefits
    • Outline your offering to the candidate to give them more reason to apply
  • How to apply
    • Make this section as clear and concise as possible, encouraging candidates to follow one set procedure and make use of the ‘Apply’ button to ensure consistency across all your applications.
      • For email applications and when using our response management system, tell candidates to submit their CV and Covering Letter via the ‘Apply’ button.
      • For external redirects, tell candidates to visit your website via the ‘Apply’ button to submit their application.
      • For offline applications, tell candidates to click ‘Apply’ to find out direct contact details.

Be up-to-date not out of date

Too many times have old job descriptions been recycled and re-posted.

Whilst this can often be harmless it also runs the risk of displaying start dates and application deadlines that have expired.

Accuracy is essential for achieving optimum conversion rates across all job adverts.

After all, the candidates at the minimum need to know whether they can make themselves available to you in line with your start date before they hit apply.

And now for the don’ts…

Don’t include links – let the stats do the talking

Although your job description should be informative, it should not include any links or email addresses to your own company domain.

This is simply because if users are diverted to your own website whilst reading the job-description, they’re unlikely to use our built-in application form, thus making us unable to track the application performance of your job listing.

And we’re guessing you’d like to see the overall return on the investment made? So let our campaign reports provide just that.

Boot the location out the job title

Why? Locations are a mandatory requirement for all job listings, and consequently candidates are able to filter their job search by location on site.  Therefore, there is no need for duplication.

Our reports have shown that including a location in the job title makes the user less likely to click on the listing. Just like an email subject, a job title only needs to give a direct taster of what’s inside to encourage that initial click.

As a result, we think it’s preferable to omit the location from the title to allow the user to click through to the advert and read the full listing

Want more advice?

Our support team have a wealth of experience in advert editing and will be happy to advise. Advertise your jobs today by calling 020 3003 4000.

Tinker, Taylor, Soldier, Sailor… What did you want to be when you grew up?

Milkround School Leavers does National Careers Week 2015

National Careers Week (2nd March 2015-6th March 2015) is a busy time in the education and recruitment timetable. Having recently launched Milkround School Leavers, our dedicated marketing team spent the week travelling up and down the UK spreading employability advice, topping off the week with our very own School Leaver Employability Fair.

Locations and events we have attended include the Skills Show in Manchester, the National Career Guidance show for teachers and careers advisors in London, and also the Southwark Schools Employability Event.

On Thursday the 5th March, the new edition of our School Leaver supplement was released in The Times. Distributed in the national newspaper to a readership of over 1,637,000 (and with an extra 17,000 sent to schools, colleges and academies throughout the UK) the widely spread supplement informed teachers and parents of the current school leaver market. Written by journalists from The Times, it also provided specific industry advice, such as pursuing careers in stonemasonry, dentistry and environmental agencies.

View the latest edition online here…

On Friday, 6th March 2015, the second school leaver fair was held in the Milkround Headquarters in The News Building, London Bridge. With views overlooking the city and beyond, six hundred 16-18 year old students visited the stands of top employers, listened to educating presentations and got involved in CV and mentoring workshops. Clients who attended the exclusive event included Vodafone, Royal Mail, The British Army, IBM and Crow Clarke Whitehall.

For any enquiries about Milkround School Leavers, or if you’d like to find out more about our next School Leavers Employability Fair on 11th May, please contact us.