From an applicant’s perspective, what changes does that imply for his career strategy?
For applicants that are prepared to relocate for career opportunities (and many more are prepared to these days) they need to build a personal brand that allows recruiters to find them. This includes building a profile on social networking sites, developing their ‘Google profile’ and filming a resume and uploading it to one of the sites using this emerging technology for recruiters. The cost of recruiting talent outside their immediate country is prohibitive for a lot of firms and the risks are higher. Therefore graduate talent that can build a personal brand that raises their profile in the global marketplace will assist them to take advantage of the rapidly increasing number of companies now sourcing globally for graduate talent.
What key advice would you give today’s graduates in order to successfully launch their careers in an international environment? What changes in skill sets and in attitudes does it require?
Graduates need to have a high sense of self worth and understand the current market dynamics are weighted in their favour. There has never been a better time for graduate talent to enter the workforce.
In the Job Outlook 2008 survey conducted by the National Association of Colleges and Employers (NACE) in the USA they found the ‘perfect’ candidate for the job is a top-notch communicator and a hard worker. Employers also cite the ability to work in a team, interpersonal and problem-solving skills, and initiative as among their most preferred qualities.
Interestingly, when asked which key skill was most lacking in new college graduate candidates, employers also named communication skills.
In the UK’s Institute of Directors (IoD) study to identify which additional skills and qualities are particularly valued in graduate employees 64% of directors said recent graduates’ employability skills were more important to their organisation as an employer than the specific occupational, technical or academic knowledge/skills associated with the graduate’s degree.
The survey invited views on the desirability of 28 different employability skills, incorporating basic skills, general employment skills, people and social skills, and personal qualities and skills. The ‘top ten’ skills and qualities IoD members rated as being most important for recent graduates to possess were:
- Honesty and integrity
- Basic literacy skills
- Basic oral communication skills (e.g. telephone skills)
- Reliability
- Being hardworking and having a good work ethic
- Numeracy skills
- A positive, ‘can do’ attitude
- Punctuality
- The ability to meet deadlines and
- Team working and co-operation skills.
In the context of your upcoming book “University Means Business”, could you please elaborate a bit more on the subject of how universities and companies can collaborate more successfully to maximise employment outcomes for graduates?
Changes in the political, economic, social and technological environments are forcing Universities and business to look carefully at their operations to ensure their programs provide the graduate outcomes and higher level of service now demanded by students. Rather than merely wanting to graduate with a piece of paper students now seek an enriching University experience that prepares them for the modern workforce.
The main benefit for business in increased collaborations with Universities is the ability to develop and foster enhanced communications to build talent pipelines and the benefit for students is an opportunity to work in a job and industry of choice upon graduation.
Higher education institutions now compete in a global student market which includes an increasing number of global players using the internet and other technologies to deliver higher education programs on a global basis. Studying at University is becoming borderless. With the strength of their University brand top Universities can reach all corners of the world through advancements in technology.
Whether it is the responsibility of Universities or companies to drive the collaboration agenda is not the key issue. However playing the waiting game or waiting for each party to make the first move benefits no-one. The waiting game has been going on for years and I have seen very little change in the way Universities and Organisations are collaborating to maximise employment outcomes of students – especially in my country, Australia.
I am seeing some positive initiates at Universities such as London Business School and Berkeley University of California. The corporate linkages are very strong at these universities and organisations view the relationships with Universities as a long term investment to assist the schools build capabilities in students to prepare them for the workplace upon graduation. Companies are frequently on campus and leverage opportunities to connect with students through virtual careers fairs, networking evenings, campus presentations on on-campus recruitment days.
The key challenge I see for Universities is to recognise students are seeking a more enriching University life. They always have it’s just that there has always been more students than places available for the more popular courses such as law, medicine and business. However with the numerous opportunities available for young talent to enter the workforce directly from high school as a result of the talent and skills shortage, Universities are now having to market themselves to secure the top school leavers to maintain the reputation of their University.
There is increasing concern amongst top USA Universities to maintain their quotas at a time when high achievers are applying to 6-8 Universities.
It will take a coordinated effort the broader University, careers departments and companies to address numerous challenges to maximise employment outcomes for students. The future of Universities will rely on their ability to meet the needs of students for a more holistic experience and for employers who want to recruit graduates that are prepared for the modern workplace and have well developed people skills as well as technical skills.
