RONT • UP FRONT
What does ‘global’ mean to us as an industry?
GLOBAL
What do we mean when we talk about ‘Global Graduate Recruitment’? Is it about recruiting from local graduate markets for graduates that have that much desired ‘local knowledge’? Is it about simply designing a programme that allows graduates to develop relevant skills for our increasingly interconnected world? Or is it a scheme that incorporates overseas placements? AGR members share their views…
Jessica Grundy, Global Early Talent Engagement Lead at Accenture “For me, global graduate recruitment is when an organisation approaches the market as one firm recruiting into many different global locations. We are certainly starting to see the market shift here away from ‘local strategies and processes’ to a more collective approach ensuring we mobilise and share talent globally. It’s best for everyone: both the students and the organisation. Accenture has started to do more ‘return home programmes’ for overseas students wishing to engage with us locally (UK) but return to their home country upon graduation.”
Mark Davies, Employer Relations Manager, Career & Professional Development Service, Imperial College Business School “Students expect multinational companies to be joined-up in their recruitment and hire graduates internationally, then to offer opportunities for global mobility once they are in the company. I’ve definitely noticed UK based recruiters getting better at being able to offer non-UK opportunities to students studying here - this is really important for us, as we have many students looking for opportunities overseas and clearly this is very difficult for us in the careers service to be able to support them with.”
Ruth Summers, Graduate and Internship Project Consultant, British Council “For us, global means mobility. We recruit graduates all over the world and try to expose them to as many different experiences as possible in a range of locations from Greece to Libya. We need to ensure that we recruit graduates with real cultural dexterity – a group of individuals who are excited by the prospect of becoming a ’global nomad’ developing the wealth of experience needed for our most senior leadership posts.”
NUMBERS 30
7.26
seven times the number 15 years ago. BBC News | 1.7.14
basic graduate compensation offered by employers in Eastern Europe and Latin America falls below $20,000
$20,000 within a year of starting work, according to CEB’s 1/4
latest report. The Telegraph | 20.08.14
(USD), according to The QS Global Employer Survey. See page 22
- the proportion of graduates who quit (USD) – on average, the value of
– the number of places available on BP’s 2015 Future Leaders Programme (FLP), a global recruitment and development programme, run by BP for candidates around the world to work in its Refining & Marketing businesses and its Safety & Operational Risk and
Information Technology & Services functions.
www.bp.com/flp | campaign launched 2.9.14
million - the number of individuals who will graduate from universities in China this year –
69% 1/5
campaigns that fail to deliver a quality return on
investment, new research from CEB estimates. CIPD | 22.08.14
Oxford for a graduate-level job, compared to 84% of MEN.
FT.com | 24.08.14
£112 76%
hiring a woman of childbearing age”, a survey of 500 40%
managers by law firm Slater & Gordon has found. The Guardian | 12.08.14
www.agr.org.uk | Graduate Recruiter 7 - the percentage of managers “wary of - the proportion of women who leave
- the proportion of young people who would be deterred from a job by a lack of workplace
diversity, according to research from MyKindaCrowd. HR Magazine | 21.08.14
- the proportion of graduates who apply for jobs that do not match their interests, CEB’s latest
research has found. The Telegraph | 20.08.14
million - the amount spent on recruitment
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