FROM AUGUST 2015'S RECRUITER MAGAZINE

This year appears to be a watershed for many graduate recruitment functions, under-funded and under-resourced through the economic recovery.

Some common themes have emerged this summer: roles are still open for September’s intake, there’s a lack of candidates for them, management are still adding new headcount to programmes, and business leaders and graduate recruiting professionals alike are dissatisfied at the state of this year’s campaigns.

As graduate recruitment leaders take stock it appears that the 2016 campaign is going to see significant hiring for graduate recruitment professionals. Here’s my take on what that will mean.

Return to the Old Skool… We’re seeing a focus on hiring all-round recruiters who can do it all: build relationships with universities, screen and select, manage assessment and onboard. It’s very pre-2008 and marks a change after years of funding-based decisions have been breaking the selection process up.

… but a comfort with technology Many campaigns now use video and other technology-driven screening techniques, and organisations are looking for recruiters who are comfortable with that.

More competition creates opportunity Hiring more graduates — and competitors doing the same — is not the only challenge; a challenge is also posed by new schemes from employers who previously have not been in the graduate market, as well as new companies. Growing technology businesses are quick to adopt dedicated graduate programmes, as are many medium-sized businesses. Roles setting up new programmes are attractive to graduate recruiters and are further competition for traditional employers struggling to fill roles.

International skills are valuable The new range of employers also often offer geographical diversity. The roles we are seeing are broad, with coverage of Europe and often EMEA [Europe, Middle East and Africa]. This, for many, is a great opportunity to travel and broaden their experience for leadership roles in the future. In many cases technology companies are the drivers here.

Flexibility is preferred There’s been a clear rise in contract roles but many are going unfilled. Organisations are keeping lean permanent headcount and augmenting it in the busy times. But if everyone’s busy at the same time, well, that’s a challenge for many. 

A word for diversity It’s a key area to demonstrate experience in. Whether focused on traditional areas such as gender, race or disability, or emerging areas such as choice of university partners based on social mobility, or developing appropriate school leaver and apprenticeship schemes alongside those for graduates, it’s a feather in the cap if you’re heading to interview.

Finally salaries They are not increasing with demand yet — but watch this space.

Andrew Mountney is founding partner at in-house recruitment specialist Aspen In-House

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