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:
Individual to Have Made the Biggest Contribution to a Society
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
Network with over 20 top students at the awards day
Join the judging panel for both categories
Deliver a workshop to the engaged students
Have your branding across all student communications (inc. solus emails and social media posts across all channels)
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.
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.
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 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, 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
2017 was a standout year in a multitude of ways for the world and here at Milkround, we were kept pretty busy too…
We would like to thank all who have worked with us throughout 2017, and here’s to the year ahead!
Attending the RAD Awards was a great way to kick off the year. Congratulations to all the winners!
We considered the importance of a socially diverse workforce, an issue that would remain a heavy focus throughout 2017, both nationally and within Milkround’s own research.
For our first Parents Evening of 2017, we were joined by Aldi, IBM, ICAEW, Goldman Sachs, Laing O’Rourke, Deloitte, Grant Thornton, EY and ACCA. Parents and students gained valuable insight into apprenticeships thanks to the panellists and apprentices offering their thoughts.
We celebrated National Apprenticeship Week, which aims to bring together will bring together employers and apprentices from across England to celebrate the success of apprenticeships over the last decade and will seek to encourage even more people to choose apprenticeships as a fast-track to a great career.
We held our first After School Options Fair of 2017 at Emirates Stadium alongside our partner, UK University Search. Thousands of students and school leavers were able to communicate directly with top employers to learn about the range of opportunities that offer a viable alternative to university.
We partnered with UpRising, a youth leadership development organisation, aiming to further open the career pathways for young people from underrepresented backgrounds. As part of their ‘Fastlaners’ two-week programme, Milkround spent a day with the candidates running activities focusing on the skills needed to succeed in an interview.
Over 75 of Milkround’s top candidates attended an Amazon Insight Day, an incredible opportunity for them to learn more about careers in operations. The event included interactive games, workshops and a Q&A session.
We hosted our annual Careers Adviser Conference in partnership with Central Careers Hub and TfL. Careers advisers had the opportunity to pose questions to some of the UK’s leading school leaver employers, including IBM, Grant Thornton, ACCA, Laing O’Rourke, ICAEW and EY.
Milkround’s research revealed a case of the fear of missing out – with social media playing a significant role when it comes to career envy in young people.
Milkround launched new web features that maximise job searching for candidates, utilising unique technology that targets candidate profiles alongside their onsite behaviour. Online job recommendations, regular and personalised emails and instant job match notifications work together to ensure the right roles are placed before the right candidates.
Our annual Candidate Compass report was published, covering the graduate gender pay gap, salary expectations, reneging job offers and social mobility.
Our annual Society Awards event took place, judged by representatives from AstraZeneca, IBM, and UpRising. Individuals from universities across the UK showcased their skill, determination and passion for their societies and positively wowed the judges.
We were joined by UpRising at Milkround’s offices to teach young people about the “elevator pitch” and other essential employability skills to aid them in their job search.
We celebrated A level results day and partnered with Student Hut, The Student Room, Careercake and Revision World for a Twitter takeover covering all things Results Day – from revision to the Clearing process, to university and career choices.
Our second After School Options Fair was attended by over 6,000 school students who were full of curiosity about the opportunities on offer.
Our first guest post by Benivo was published on our recruiter blog, considering how young people experience the relocation requirements of their first role. [To enquire about guest postings, please contact firstname.lastname@example.org].
We attended university careers fairs across the country, engaging with students face to face and highlighting how Milkround actively aid them in their job search.
Milkround also had the pleasure of sponsoring Oxford Student Union Debate on campus, which saw students confidently pose questions and raise structured arguments to their fellow students, as well as MPs.
Our Accountancy Parents Evening provided in-depth insight into apprenticeship opportunities in the Accountancy sector for parents and their children. Representatives from EY, KPMG, ICAEW, Grant Thornton and RSM joined us for networking and multiple Q&A panels.
Our final UpRising event of the year took place, focusing on dressing for success and how to confidently articulate personal skills and traits concisely in an interview or networking context.
Our second research piece of the year, the School Leaver Candidate Compass report was published, revealing the latest trends and thoughts of school leavers in light of the GCSE changes and their perceptions of apprenticeships. We were thrilled to be joined by our partners The Prince’s Trust, who offered their own insight into social mobility within the school leaver demographic.
Our School Leaver Insight Breakfast saw Milkround enjoy tea, coffee and croissants with employers and career advisers from a range of sectors, while launching the findings of our latest report.
We also had a great time attending the In-House Recruitment Awards – Milkround sponsored Best Graduate Recruitment Strategy. Congratulations to the winner, Deloitte (Pink Squid)!
We attended the Apprentice and School Leaver Conference and chatted to attendees about creative and tailored campaign plans for the new year.
That’s it for our whistle-stop tour of 2017!
Feel free to get in touch with our sales team on 0333 0145 111 or email email@example.com to enquire about your next recruitment campaign.
Please email firstname.lastname@example.org for more information on any of our past and future events.
On Wednesday 15th November, Milkround offered our latest insight into the school leaver market. At our annual Insight Breakfast, we launched the findings from our most recent report, the School Leaver Candidate Compass 2017.
It was a pleasure to be joined by The Prince’s Trust, who offered their own insight into social mobility in the school leaver market and how they actively tackle this, as well as how we as employers can all do more.
We were also joined by two amazingly talented apprentices from Jaguar Land Rover and Grant Thornton – thank you Lucy and Holly! It was great to hear the positive impact apprenticeships can have on our young people and how these individuals have smashed barriers and challenged misconceptions held by some of their peers.
Key Findings from the Report
Our survey received over 3,200 responses, with the vast majority of these students studying AS or A Levels currently.
73% of school leavers believe the GCSE reform is a negative change. A third worry that employers will not understand the new system.
70% of our respondents do not believe it is crucial to have a university degree in order to have a successful carer.
98% say they are primarily told about the university as a career choice in school or college.
19% of our respondents who received free school meals had differing views on their future careers than their non-free school meal counterparts.
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.
95% of employers surveyed by Totaljobs consider a candidate’s cultural fit as important in the application process. The high figure is unsurprising, as like-mindedness and productivity often go hand-in-hand; something recognised by over half of employers. No matter how many benefits a role has, if a candidate is not a good cultural fit within the pre-existing team, it’s unlikely they will stay around in the long term.
It’s in the best interests of both employer and employee that there is a universally immersive and open company culture. Employees, particularly graduates, want to feel that they are contributing to a shared business goal and by feeling that they are an integral ‘fit’, friendships will most likely be formed. This sense of community is crucial both in terms of business and employee welfare.
While some graduates may not possess masses of work experience, recognising potential and how this can be realised and utilised within the pre-existing team is important when choosing a candidate.
The business value of friendships is clearly recognised, as three-quarters of employers routinely organise social events, from seasonal parties, to drinks and meals out and company milestone celebrations.
Company culture and mental health
If a graduate, or any new starter, does not comfortably fit into your company culture, it may lead to workplace loneliness. Good&Co highlight research that reveals feeling excluded is more negative for personal wellbeing than bullying or harassment.
This loneliness may manifest itself in different ways: the outdated view that emotions should remain outside of the workplace can contribute to feelings of isolation. Not everyone is able to compartmentalise their work and home life – nor should they feel like they have to.
Mental health is a topic that is rightfully being discussed more in the context of a professional working environment – the story of a CEO responding to an employee taking a mental health day is hopefully a sign that this will become standard practice. Millennials have grown up being more aware of the importance of mental health and being open when it comes to discussing this. Employers need to continue to place equal value on mental welfare as they would do physical health.
The relationships within a team should be considered just as vital as a candidate’s skills and potential. After all, young people who do not feel welcomed as part of a supportive team are unlikely to reach their full potential and will be less likely to feel comfortable seeking advice or voicing concerns. A flourishing social environment is essential for a successful business.
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.
With Spring now officially in full swing, we thought it would be the perfect time for you to give your recruitment drive a spring clean!
With Milkround you can find some of the UK’s top graduates and school leavers to fill your positions.
This April we are offering one lucky winner the chance to win a delicious Easter hamper. All you need to do to be in with the chance of winning, is quote ‘Spring Clean’, when speaking to a member of our team.
*T&C’s: Minimum spend of £5,000 with Milkround. Not eligible for current proposals. Must book in April to be eligible for a prize. Winners will be picked by 1/5/17, and notified by email no later than 10 days after the competition closes. Competition ends midnight 30/4/17
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!*
*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.