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.

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.

Milkround’s Freshers Week is here!

This week, from 5th – 9th September 2016, we’re celebrating the start of Freshers season by holding our very own Freshers Week, giving employers the chance to receive upgrades or discounts on their bookings.

This is your chance to boost your recruitment campaign by using the effective inventory we have on offer. Here are the different things we are offering each day…

Mon - Weds

Thurs - Fri

To receive one of these deals in your booking, simply get in touch with a member of the team today.

*Offers are valid for one day only. Milkround’s Freshers Week ends at 23:59 on 9th September 2016. Not application to bookings already made, or proposals already sent. 

Attract top students on Results Day 2016

Alevel results day, Lady Margarets school, Fulham. 18.8.11 LtoR Ruth Neligan, Anneke Hanegraaf, Laura Taylor and Isabel Fletcher celebrate their results.

Results day is a tense time of year for thousands of 18-year-olds who are waiting to receive their A Level grades.

It’s also the perfect time for employers to engage with an audience who may be looking for alternatives to university because 1) they have decided university isn’t for them or 2) they’re about to go through clearing.

Providing school leavers with an alternative option to university at a time when they are actively making career decisions will be very beneficial to your business- not only will you be attracting diverse talent, but the acknowledgment of your brand and opportunities will be grown in the market.

Milkround School Leavers is the perfect place to begin your Clearing Campaign. With over 86,000 school leavers in our community (and open to pursuing alternatives to university) our audience is ready and waiting to hear about your opportunities.

We’ve popped together some different package suggestions to accommodate all budgets and objectives- from direct engagement to brand building and widened outreach.

Simply get in touch using the form below to find out about how we can help you reach this audience during a critical time of their career decision journey.

 

How do you engage with Career Development Professionals and School Leaver parents?

Image for Milkround School Leaver Career Confidence Report 2015

We want to find out if engaging with key school leaver influencers is part of your recruitment strategy. We would really appreciate you taking the time to fill out this really quick, two paged survey.

If you leave your name and email at the end, you may also win a £100 Amazon voucher!*

Click here to take part.

*Winner will be chosen at random and contacted on 6th June 2016.

 

Social Media in the Graduate Space: our last Insight Breakfast

On Monday, 15th January 2016, we held our latest Insight Breakfast with employer brand and marketing agency ThirtyThree.

Around 60 employers from a range of companies including Crowe Clark Whitehill, Baxterstorey, FDM, Sky and Siemens attended the mornings session to gain a better understanding of how graduates use and engage with social media.

Phillip Lane from ThirtyThree presented the research (as seen in the picture above), which was conducted with Milkround at the end of last year. We surveyed 750 graduates to see how they engage with different types of content on social media, to help recruiters understand the best way to interact with this audience.

Following this, video specialists Unruly hosted a session on how millennials use video, and tips on making viral video content.

For more information about our Insight Breakfasts, or if you would like to discuss running one with us, get in touch:

E: info@milkround.com

T: 020 3003 4000

Latest Graduate Career supplement

Image for The Times Graduate Career Supplement - February 2016

Have you seen our latest Graduate Career supplement?

This supplement was published 4th February 2016 and delves into subjects like video interviews, the 21-month itch, supermarket wars, and much more.

View the full digital edition of The Times Graduate Career Supplement here.

Alternatively, you can find all featured articles below.

The Times Guide to Higher & Degree Apprenticeships

We are pleased to be hosting The Times Guide to Higher & Degree Apprenticeships, originally published in ‘The Times Guide to Elite Apprenticeships’ supplement in The Times on Wednesday, January 27th.

The guide features the 30 organisations that recruited the largest number of sixth form school-leavers in 2015 and offer prestigious training programmes which provide an alternative to going to university.

The BBC offers the highest salaries to its higher and degree apprenticeships, up to £23,000 pa, whilst Civil Service takes on the highest number with 564 Higher Apprenticeships on offer.

To compile the guide, High Fliers Research contacted more than 200 employers of school leavers, graduates and young professionals to research how many Higher Apprentices or Degree Apprentices each organisation recruited in 2015, along with the number of places available on employers’ sponsored degree courses and other comparable 18+ school-leaver training schemes.

The research shows that the UK’s leading employers of Higher or Degree Apprentices together recruited more than 2,800 sixth form school-leavers for programmes that lead to level 4 qualifications or above, the equivalent of a foundation or undergraduate degree.

Check out the content from the supplement here.

Cover

 

To view the table, please visit Milkround School Leavers: http://schoolleavers.milkround.com/article/the-times-guide-to-higher-and-degree-apprenticeships/