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.
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.
Whilst at a great 6th Form College last week where I was meeting the committee members of our next Bright Futures School Society one of the committee members described university as one of the ‘hurdles’ she needed to get over in order that she secure a great career.
This struck me as both highly insightful and sad.
Going to University should surely be seen first & foremost as a powerful and worthwhile experience that should be made the most of, not either an obstacle to be overcome or an necessary activity for a great career.
It would seem that the all round value of higher education is being lost and students thus before they come to university will focus on just overcoming this hurdle – is this really what we want their attitude to be?
Universities & employers need to tackle this issue by getting the message to students in secondary education that employers want that good degree in their future hires but also want students to take advantage of all the other opportunities university offers (socially and developmentally). Otherwise students will go into Higher Education focusing on getting that degree as efficiently as possible and miss out (or leave until too late) all the other experiences university offers that employers increasing are demanding from their graduates.
So coming back to our savvy committee member who asked the question in the first place… she wanted to know about the other ‘hurdles’ she needed to overcome. They include such things as getting a broad range of work experience; developing key skills and a clear understanding of the career they want; examples of volunteering; the list goes on. University life can provide all these things but students need to know that before university so they can set out to acquire them from year 1 at university rather than finding out too late, when they start getting job rejections in their final year or worst still when they leave and find many ‘hurdles’ still in front of them.
Business leaders and trade unions agree…qualifications without being prepared for the world of work is another obstacle for graduates today
Business leaders and trade unions agree…qualifications without being prepared for the world of work is another obstacle for graduates today; so a series of round table events by Adecco concludes.
‘Young people need help translating their qualifications into successful careers’ said the MD of Adecco. ‘It is more business, social and life skills that we need to prioritise if candidates who look good on paper are to be taken on and to become truly successful’ he went on.
Bright Futures is all about preparing young people for the world of work, giving them an array of opportunities throughout their time at University to offer more than their qualifications when job hunting. This then provides graduate recruiters with a great pool of talent to target and hire from.
Here at Bright Futures we have already gone beyond job hunting skills for undergraduates and have now added ‘Modern Life Skills’ to the portfolio of skills, which includes developing their ’emotional resilience & intelligence’ (an area receiving focus from these round table events) that we and our clients deliver to their target talent.
And as ever let’s stop making this issue of employability (however you choose to define it!) as something that needs to be done to students. So many students now know that they need more than a good degree. What is needed is the right framework, direction, motivation and support for undergraduates to drive this for themselves. You only have to see what some of our best Bright Futures Societies are doing to get ample evidence of this (plus the fact that 60% of our 2010-11 committees had jobs before they finished University). So without wishing to sound like a battle cry (!) let’s pull together as employers & HE to empower undergraduates to tackle this issue. Give them the opportunity and freedom (with the right infrastructue and support behind them) to use their initiative and energy to innovate and engage more and more students in what we all know to be a key issue for us all.
First of all, why is it so hard to spot good ones?
(A) It’s tough as academic achievement no longer differentiates:
– With the average A level grades for all students going to University being 280 points or BBC
– Less than 50% of undergraduates today have A levels down from 68% ten years ago.
(B) It’s tougher still as there are so many of them:
– There are 40% more students applying to go to university than in 2000
– There are 50,000 more graduates this year than in 2006
(C) It’s made even tougher as students in the economic climate are panicing:
– There are more students chasing fewer jobs (down 7% on last year)
– There are now 69 applications per vacancy (more than double from 2008)
So what to do about it?
Here are just two ideas (we have lots more!)
1. We would suggest changing the way you recruit, the current model, of lengthy application forms, endless testing & interviews is at breaking point with the huge volumes. So go on campus and do innovative, value-adding events that will capture the imagination of the best. Then spot great talent directly and rather than waiting for them to then apply through the lengthy process (with everyone else!) approach them directly at the event and fast track them. Or take a look at Accenture’s Boot Camp and how they engage very differently with talent on campus and fast track them.
2. Recruit and convert more interns.
* 65% of AGR members do and they pay on average £300 per week. Then convert a high percentage into graduate employees. (Duncan Bannatyne in the Daily Telegraph recommended this approach too, if that helps?!)
* But only 26% of internships are open to graduates. This is a real a missed opportunity to tap into talented graduates from previous years as well as immediately available new graduates who, if you like them, can convert immediately into full time employees at the end of the internship.
P.S. One more bit of advice from Mr Bannatyne. He focuses on two things when recruiting, a desire to succeed and loyalty.
My graduate recruitment manager wrote a great blog this week that I was keen to share….
A common observation I have been hearing from recruiters recently is that far more graduates are seeking advice in the lead up to assessments and considerably more are seeking feedback following unsuccessful applications. This has prompted some recruiters to wonder whether graduates this year are getting needier in the current climate or are they simply being savvier in the applications they make?
Talking to recent graduates, the best confirm it is the latter, with the old adage ‘the worst they can say is no’ graduates are seeking as much advice and guidance as they can to ensure each application they make is as good as it can be.
Recruiters should, on the whole be pleased to see the most proactive candidates talking steps to make their mark however the challenge will be for many that with reduced man power the time taken to provide feedback to a much greater volume of candidates with undoubtedly stretch the resources of many a team.
A great article in the Times on 12th october – ‘Forget number crunching. Realise the dream’ written by Roger Mavity CEO of Conran Holdings – caught my attention last week. He makes the point that we as a nation have become obsessed with analysis and numbers to support any and all our decisions, we do everything we can to avoid risk so much so that we stifle imagination and creativity. Yet we also know that the greatest achievements have come from ‘wild’ ideas and a belief in them from an individual with real belief in them. He cites the designer of the iPod, Jonathan Eve, and that Steve Jobs at Apple just recognised something great and ran with it rather than measure it to death before he did anything with it. We are too lead by control-obsessed people (you only have to look at our current Prime Minister) lacking in big ideas and vision to see this – to grow, to develop, to innovate (and to get out of this recession fast!) we need dreamers, we need visionaries, we need risk takers and we need companies to give their people the space, freedom and trust to do exactly that.