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PwC have recently announced they are dropping UCAS points as part of their criteria to apply for their graduate programmes. But let’s not forget that a number of other firms have been doing this for some time such as IBM & Grant Thornton to name but two. The overall massage from the graduate recruiter and university community to this news is very positive, as we all know UCAS points, like the degree classification, are a very blunt instrument to assess future performance and fit to an organisation.
But in discussion with another employer we started talking about it from another point of view…
If you are a student who has worked really hard to get ‘top’ grades at A level and then are told they don’t matter so much, as those with lesser grades than you will now be able to apply to these top firms. How would that make you feel both about that firm and your efforts to get top grades?
We will be conducting some research on this question across our huge network of schools and young people. Let me know if you want to see the results first!
But all this is proof that things are never as easy or clear cut as we might think!
A recent article from the head of an all girls school, made the point that we need to move away from obsessing about getting A grades and that a B or C was good too. Her point being that not getting A grades led young people to feel they have failed or to not even try if they felt they would not get an A.
This got me thinking…
If as a student, they fairly naturally do well academically, that that success alone will help motivate them to do more and do better – i.e. strive for those A grades. But what about those for whom academic success does not come so naturally? What is the motivation for them to do better? Telling them ‘they might get an A if they try really hard’, or worse still, just be told ‘you have to do well at school or college if you want to get a good job’?! But if they don’t know what a good job is or are not excited by that thought then it seems we run a risk of them then disengaging. And with a generation who are increasingly vocal in asking ‘why?’ and challenging convention, when they do not get that success, many will start to question what is the point, or in the immortal words of Catherine Tate’s ‘character Lauren Cooper’ … ‘am I bovvered’?
So how can they be better inspired?
Young people need to know much earlier about the different jobs available and be excited by them. It is unlikely disengaged young people are going to be excited by dry academic subject matter, but the application of that subject matter and what ‘cool’ jobs it can be used in stands much more chance of inspiring them to then bother and do well in their education.
In short they need to be shown how what they learn can be applied in the real world of work – not just learning for learning sake.
We, as an organisation, have seen very recently a great example of this, with an unengaged student in an FE college, who was not performing well and had low attendance rates but through the experience given to him in one of our SPACEs, engaging with employers and the opportunities in the world of work, his attendance rate moved to 100% and his performance significantly increased. And why? Because he had a motivation and reason to bother!We have seen this too with our Bright Futures School Societies, where a student who was struggling with confidence and to achieve in the classroom, but by engaging with the society activity and employers, his performance and impact grew significantly.
In short we run a high risk of not maximising the potential of many young people who have great untapped potential, if we expect them to do well at school and college because that is what we expect them to do. We need to invest much more time showing them how their education can be used in exciting careers that previously they just did not know or were bothered about.
The latest AGR magazine (http://www.agr.org.uk/Graduate-Recruiter) has an article from Paul Redmond, Director of Employability at the University of Liverpool, ‘Dancing in the Dark’ which makes some key points:
– University is about learning to think, develop opinions, process information and grow as a person but it is also about work AND study.
– The Careers Services ‘task is to prepare students for the world of work, while employers provide the opportunities’. But this is not enough, he says, employability cannot be done to people (a point I have been making for years), ‘students have to engage and take responsibility’.
(I agree with both his points, by the way!)
And not by chance, employers want to hire graduates who will also take responsibility, in this case for their personal & professional development, their career and their future – in essence employers want their new ’emergent talent’ to take a lead and drive their own futures.
This ‘taking of responsibility’ it would seem is thus an agreed key theme and attribute that students need.
It is for this reason I am so passionate about our Bright Futures Societies, in Universities and Schools. Through these Societies students are taking responsibility for their employability and taking a lead on what they do when it comes to careers, skills and their future for their peers.
However does ‘taking responsibility and taking a lead’ get the profile at University that it clearly needs to? Through our work in schools, we hear more and more about ‘student leadership’ and the Schools that are establishing Bright Futures student Societies, see what a great opportunity for student leadership the Society presents. For some reason I just don’t hear that message as strongly at University. The University ‘Experience’ absolutely provides huge amounts of opportunity to take responsibility & to a lead but it seems that the important trait is not highlighted enough and made much of.
Students know that to get good jobs they need to demonstrate key skills such as team work, communication, flexibility etc, but do they realise how important ‘taking responsibility’ will make on their futures?
So 83% employers think young people need better career advice and to develop skills for employment, according to yet another survey – http://www.bbc.co.uk/news/education-24873223 – shock horror!
Employers have risen to the challenge and opportunity of offering more apprentices and career opportunities to young people and this is very much what is needed. The UK has an increased supply of career opportunities & jobs for young people, and that is both with the big employers and the SMEs too – by way of example a friend of mine who runs an SME is about to start recruiting two. BUT not nearly enough is being done to create the levels of demand for these opportunities, again I was at a meeting with a quantity of SMEs locally just recently and one of the companies has had unfilled apprenticeship vacancies for over a year!!
Why is this?
For most School leavers the only post education option they really are fully aware of & understand is University; the alternative of work opportunities are mixed and confused with dated ideas about apprenticeships, not to mention the range of apprenticeships. It is this area of creating demand that now needs effort and focus.
How can this be done?
The government quote that caught my eye was the statement that their new reforms are ‘putting employers in the driving seat’, which is all well and good for the government to show itself as being pro-business but what about the young people in schools themselves. Why can they not be put in the driving seat?
Provide students with the opportunity to find out for themselves about their career options post-secondary education, because realistically no career advisor (however knowledgeable) can be expected to know about all the careers available. Encourage the students to set up job / employment clubs at School, like our Bright Futures School Societies, and create career events for themselves and their peers which brings them into contact with employers who offer those range of career opportunities (be that graduate post University or school leaver and apprenticeship post school) and thus put them in the driving seat for their own futures.
You may have seen the recent press about a graduate being asked to dance at their interview for a role at Currys (to Daft Punk, in case you are wondering!) http://www.bbc.co.uk/news/uk-wales-23972952
The graduate was rightly surprised by the request and felt very uncomfortable. There has been various comment on the back of this event about employers seeking to make the interview process more fun and to be innovative in how they recruit. I am sure Currys want to be see as innovative & hire fun people in a customer facing role, but is this the way to go about it?
Dancing graduates may show their have confidence (not to mention little or no shame!) but will it really give you an insight into their passion for customers and your products & services? Getting good people is key for any organisation and how you engage with them before they start with you will play a key part in the calibre of those you hire.
This then got me thinking about some ideas on the recruitment process for graduates and how to do it well.
Interviewing is a two way street and no matter how tough the job market is, alienating candidates through the process risks not just losing good candidates (the graduate in question turned down an offer for another interview with said retailer) but causing a lot of damage to your brand.
The whole purpose of a selection process is not for it to be ‘fun’ nor for it to be ‘innovative’ – those might be nice extras but not the focus when designing how companies bring great people into their business. It is for recruiting organisations to find the right talent, AND for the applicants to find the right role for them.
So what would just some of my tips be?
1. Employers should have a selection process that reflects the culture of the organisation and gives the candidates the best chance to show their natural abilities, talents, behaviours and attitude and how that links to what is needed to achieve in the role.
2. Worth also giving thought to how you reject applicants. Don’t just email them ‘thanks but no thanks’ and ‘wish them luck in the future’! Instead offer them some tips or advice for their future job hunting. If you are going to take the time contact them and say ‘no’, there is an opportunity to do it more usefully for the applicant. It can be standardised advice so take no extra time.
3. When inviting them to interviews give them some tips and advice so they can prepare as best as possible – even if it is to say that they should take the time to prepare!
4. Make the selection process a learning experience for the candidate, where they learn more about the business and the role, which ideally will lead them to wanting to work for you more. So for Currys they could have applicants spend 15 minutes just walking around their store before the interview and then feedback what they saw, with comments and suggestions, that in itself would lead to a good, useful & relevant discussion for both interviewer and interviewee.
5. Stop obsessing about how to make interviewing ‘fun’, because let’s face it on the whole it is not fun for the applicant nor do they expect it to be. They take their job hunting seriously (more so than ever) and expect it to be demanding (but fair). So provide opportunities for the candidates to get a feel for the culture of the business, by meeting others in the team for example. Graduates, we know from feedback from them, are fully aware that the world of work is not easy and not all fun, so don’t try and pretend it is – show them how it is, what I call being ‘positive but honest’!
6. My final comment would be that there are many opportunities for recruiting organisations to themselves stand out to applicants and thus increase the quality of hires, through ‘moments of connection’. These are opportunities to show the human side of the organisation and connect with the applicant making them feel like an individual, not just someone to be ‘processed’ or go through a series of selection activities.
So if you want to be innovative find ways to ‘connect’ with your applicants as far too many organisations just process them like numbers. Those who do not, and create ways of recruiting people that reflects the organisation, makes it is learning experience for recruiter and candidates alike, and truly ‘connect’ with their applicants will be taking another step to ensuring great & relevant talent join the organisation.