E-Newsletter EXTRA  March 2010 (Latest Advice...)

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Monthly Round up  

Recruiters have a shortfall and graduates think there are no jobs available so what is going on?

Talking to graduate recruiters at a number of events recently it is clear that many are still experiencing a shortfall of recruits this year. Yet talking to students many are of the opinion that jobs aren’t available and so aren’t looking. There seems to a divide that is causing headaches on both sides of the fence.

Some may say that recruiters have raised the bar this year in terms of their expectations as more gradates were anticipated to be looking for graduate roles following last years reduced intakes, however most claim this is not the case and they simply aren’t seeing the calibre or the volume of graduates they want to hire. The cry going up in the recruitment community is ‘where are all the graduates?’

On the other side of things students seem to be concentrating on their studies with many planning not to look for graduate roles until after their graduation. So whilst graduates resign themselves to the opinion that they wont get a graduate job this year recruiters are pulling their hair out as they struggle to fill vacancies.

The solution is not a simple one. The media continues to paint a pessimistic view and who can blame students for getting their heads down for that all important 2:1. With recruitment budgets slashed and resourcing teams overstretched corporates do not have the resource for the additional activity required to spread the message that graduate roles are available.
 

The danger is however that smaller numbers of graduates will be taken this year, not because of reduced demand but because roles cannot be filled. This will in turn no doubt be reported with headlines such as ‘graduate roles down 2 years in a row’ reinforcing the message that has dogged this year’s recruitment and the downward spiral continues. Alternately companies will discover that their reduced intake is sufficient and will internally reduce the number of annual graduate hires.

The solution may therefore lie with societies, careers services and academics to bridge this gap driving home the message that there are roles that need to be filled and require students to act.

In the meantime expect to see a lot of harassed recruiters and boomerang students! 

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Advice of the Month 

Making the most of the time between accepting a job and starting

For many of you, you will have accepted job offers already but won’t start until September. No doubt some of you will have exams and coursework going on and others of you will have long holidays planned but there is still [we hope] room for you to be preparing for those graduate roles.

Although phrases like ‘step up to the mark’ and ’hit the ground running’  may well be over-used in graduate recruitment, they do have a point. Recruiters are increasingly expecting graduates to come into businesses and make a genuine difference as quickly as they can.

The message is clear: recognize the extreme importance of getting off on the right foot from day one on a new job. Performance in the early days will often provide strong and lasting indicators for how you will perform.

There are three basic guidelines that you can start applying that can be helpful in making the most of the first job.

1) Work, work, work and then work some more.

a) No substitute, no short cut will replace work.

b) This means more than working halfheartedly from nine to five but investing a real commitment in whatever you are working on.

2) Consider getting to work/the library/your desk at least five minutes before the specified starting time.

a) This is a good time, before the interruptions of the day start, to take care of routine chores and get a head start on the day.

b) Set some sense of routine for yourself in the morning and the rest will follow

3) Get in the habit of at the end of the day prepare for the next.

a) Clean up your personal work place.

b) Collect any documents or reading materials you might need to review.

c) Make a list of actions to be taken the next day.

It makes common sense to recognize that these guidelines make life easier and raise the odds for your chances of quicker success.

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Ask Us

  Managing Job offers

I have one job offer on the table which I have verbally accepted but another company looks like they might make me an offer I would prefer what should I do?

This is a difficult question and there are a lot of ‘ifs’ and ‘buts’ surrounding it so I have referred back to the NUS, AGCAS, and AGR. Best Practice In Graduate Recruitment Guide [July 2007]

This is their advice to students:

• When accepting an unconditional offer, decline all other offers and withdraw any outstanding applications. Be aware of what is being signed up to. The acceptance in writing of an unconditional offer forms a contract. If students wish to qualify or defer acceptance, they should contact their careers service for advice first whether or not the offer is in made in writing or verbally. 
• When declining an offer, do so as soon as possible to enable to employer to make alternative arrangements.

In addition their advice to employers is:

• Keep candidates informed if offer/process is delayed.
• Allow a reasonable time for decision making (a minimum of 2 weeks). Don’t subject candidates to undue or excessive pressure to accept offers - particularly current students.
• Agree referees with the candidate. Indicate clearly to the candidate and to the referee whether or not the offer is conditional on the reference
• Clearly explain the terms and conditions of service and nature of contract in the offer letter. State whether or not an offer is conditional.
• Recognise that both the offer of a post and its acceptance forms a contract unless conditions are attached to either.

The safest piece of advice therefore seems to be therefore, once in possession of an offer contact the other opportunities you have in the pipeline explain your situation. You should be able to use it as leverage to speed the other company’s process and ensure you have been through their process as well, before you accept any offer. It is better to make the right decision first time round that make a decision you later regret.

Any company will obviously want you to start with their firm but will also want you to remain with them in the foreseeable future. For this reason most should be obliging about allowing you the time you need to make a decision whilst helping you with any further information or support you might need in order to be able to make that decision confidently.

Remain honest and inform all parties of the situation and you should reach a conclusion that is suitable for everyone.

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Hotlist 

Property industry graduates looking to start immediately and in September

Thanks to our student network of Bright Futures Societies and constant activity within the graduate recruitment marketplace we know who the best talent is not just on paper but by working with them. So to help you benefit from this knowledge we have pooled the details of some of our top graduates segregated by just some of the types of role they are seeking.

This month’s hotlist focuses on graduates within the property industry and give a snapshot of the talented graduates currently seeking roles.

CORPORATES: If you are currently recruiting and would like to know more about the candidates on the hotlist or others like them please contact us.

STUDENTS: If you would like to be considered for the hotlist in any sector please give one of the recruitment team a call [01242 236 415] to have a chat with us.

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Student Case Study

Jaqueline Jobes - BFS Regional Manager for the South

My initial step into the world of Bright Futures was a request for committee members to set up the first Bright Futures Society in Wales. The organisation helped me address key areas of personal growth, as I was keen to develop my networking, communication and industry knowledge and improve my chances of gaining a good graduate job.

Running a society is hard enough but to set one up from scratch is much more difficult. The continued support of the National Team enabled the Swansea society to thrive and develop during our first year, ultimately winning UK Society of the Year at the 2009 National Awards.

Having been heavily involved in societies throughout university, I am well aware of the benefits they provide the individuals that participate and the importance of extracurricular activities to graduate recruiters. I have also worked for the Student’s Union and Athletic Union encouraging participation in sport or other forms of dynamic or social activity outside of lectures and seminars.

Overall, these experiences have highlighted my interests in developing people and improving their future prospects. The skills learnt as being part of Swansea Bright Futures have enabled me to be more prepared for entering the world of work and give focus as to my direction.

During my time within the Swansea committee I established a good relationship with some members of the National team. I made my commitment to the society clear by continuing to show my support beyond graduation, thus keeping me within the loop of the happenings of the organisation. This, as a result, brought the position of Regional Manager of the South to my attention and thus presenting my interest in the role.

I was ecstatic to find out that I had been offered the position and thoroughly look forward to starting and introducing myself to all the societies I will be representing. Working for Bright Futures is quite possibly my dream job and I know that this will pave the way to a truly bright future!

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A bit of fun

This month’s Bit of Fun, I can tell you now, is only for the strong. Can you work out the next line or two of this number problem?

1

11

21

1211

111221

The answers will be given our next month, feel free to send in your answers and I will publish the names of the people who got it correct! 

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