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Graduate Recruitment Insights & News

Don't miss out on important news.  Subscribe to periodic graduate recruitment updates.                                       Read 2018 Archives


Graduate Recruitment Insights & Marketing Effectiveness

April 2019

The results of a major graduate employer survey were recently published. It was conducted in October 2018 and the majority of participating employers ran campus recruitment in the first half of the year.

Survey results are interesting because there is always an alternate way of looking at the data. Here are a few insights.

  • 39% of employers had unfilled graduate roles at the time of the survey
  • 63% of graduate applications (127,000) are rejected prior to the first round of selection
  • The top three most important skills employers seek are Communication (100%), Teamwork (97%) and Interpersonal (96%) skills
  • Of all the applications received by employers, just 3.3% resulted in job offers

 To learn insights behind the data and understand the effectiveness of graduate marketing channels read more


Brain Maturity & Assessing Graduates

March 2019

Do you ever stop to consider why post-graduate students or dual degree holders tend to be more mature than undergraduates? Well the answer is, they are.

In this article Brain Maturity Extends Well Beyond Teen Years, it explains that the male brain is not fully finished developing until age 25. The female brain is more likely to be fully developed two years earlier.

The part of the brain that is slowest to fully develop is the prefrontal cortex. “That's the part of the brain that helps you to inhibit impulses and to plan and organize your behaviour to reach a goal”.

“Neuroscience has shown that a young person's cognitive development continues into this later stage and that their emotional maturity, self-image and judgement will be affected until the prefrontal cortex of the brain has fully developed”.

So should graduate recruiters assess a 21 year old graduate differently to a 25 year-old?



Future of Work: Graduate Recruitment

March 2019

What impact will automation technology like artificial intelligence (AI) and robotics have on jobs? That’s a topic that gets plenty of press around the world. 

According to James Manyika*, Chair of the McKinsey Global Institute “60 percent of occupations have about a third of their activities that are easy to automate” That’s typically processing and sorting of data. So what does this mean for graduate recruitment? Read more


Top Graduate Employer Rankings - Why AAGE is the Best Measure

February 2019

A the start of each year, two "Top Graduate Employer" rankings are published. One by the AAGE and the other by the AFR/GradConnections. Both report very different results.  

The AAGE rankings are based on graduate employees anonymously completing a comprehensive survey of their experience working for their employer. The graduates have been on the job for at least 12 months at the time of the survey, so it's real data.

The AFR/GC are popularity rankings based on the number of university students that apply for positions observed on GradConnection in a given year. But there fundamental distortions in that approach.

1. The proportion of students by discipline. There are more Business students than other disciplines. So not surprisingly, the big four accounting firms with their large recruitment numbers and appeal to business students, rank among the highest. 

2. The frequency of ads placed on GradConnections in a year - the more ads, the more "observations". Contrast that to a graduate employer who needs to advertise once to meet their recruitment objectives. 

3. And of course not all students use GradConnections. 

My advice to employers is to pay attention to the AAGE rankings. The AFR/GradConnection rankings are OK, but more like a fun pop quiz.


Source of Hired/Offered Candidates

February 2019

What does the typical pool of graduate applicants look like? Based on years of graduate data, we find it resembles this.

The top 15% is where hires come from. We classify them as "Strong" and "Very Strong", with Very Strong making up 3% of total applicants and Strong 12%. Within that, Very Strong applicants account for 80% of hires/offers with Strong accounting for the balance.

15% of applicants are automatically rejected at the ATS filtering stage, because they don’t meet mandatory requirements such as working rights, or year of degree completion etc.

Then another 15% are rejected because they fall short on other minimum selection requirements set by the employer. That could be degree discipline, GPA, etc.

And that leaves the middle ground of “good, but not great” applicants. They make up more than half of the applicants. As the term says, they’re good, but not great and while there may be an outlier in there, in reality this group won’t produce hires. Yet employers end up spending considerable resources to screen them out along the way.

Imagine if you could start with the top 15%!


Women Make up 59% of Domestic Bachelor Graduates

January 2019

Australia produced 135,000 domestic Bachelor graduates in 2017. Of those 85,000 or 59.3% were women. Females made up the majority of graduates for all broad discipline groups including Business, Science and Law, with the exception of Engineering and IT. 

In Engineering the proportion of female graduates has progressed to 14% compared to 2009, when they made up only 11.7%. In IT though, there has been no change in the gender balance with females still accounting for 14%. For employers looking to hire female IT Bachelor graduates, there were just 526.

Read more on Graduate Statistics


 Read 2018 Archives



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