Graduate Recruitment Blog Australia

A sneak peak into the stats behind GradConnection

by Andrew Purchas March 24th, 2015

Towards the end of the February, months of hard work and planning springs into life with many of the graduate programs around Australia opening up their applications to students across the country. 

For many of you, this isn’t enough and there is never a shortage of things to do from onboarding last years graduates through to assessment and selection of the next generation of future leaders. On our side of the fence we are scrambling to make sure our servers keep running and graduates can apply for the hundreds of companies on our site.

In the last 30 days we have had: 

  • 167,714 unique visits to the GradConnection Australia website
  • These 167,714 students have visited the site 291,512 times in that time
  • On Average they spend 5:04 on the site
  • Every time they visit they view on average 7.5 web pages such as an employer graduate program
  • A staggering 2.2 million pages viewed

The only people we know who work as hard as the graduate recruiters over this peak season is our IT team who work tirelessly to make sure GradConnection keeps on running and as the data suggests, it’s no easy task over March.

Good luck finalizing all your applications and we look forward to providing a lot more insight to you with full demographic breakdowns 

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Welcome to the 1st post in our 4 part series on creating your first graduate program! Graduate programs are structured, 2-3 year development programs designed to embed recent graduates into an organisation. 

  1. The Value Graduates Can Bring to Your Organisation
  2. Building your Business Case for Hiring Graduates
  3. Attracting Graduates to Your Organisation
  4. Key Considerations When Creating a Graduate Program

 

One of the biggest challenges to confront any manager wishing to hire graduates is gaining key stakeholder endorsement and funding approval for a graduate program. So, what do managers need to include in a strategy to get their program, funding and graduate numbers approved?

Put yourself in your stakeholder’s shoes and ask yourself: why you would invest a significant amount of money, time and resources in recruiting relatively inexperienced, fresh-out-of-university employees who need to be transitioned to corporate life?

The answer is simple: graduates have potential. Combine that with the fact that they are energetic, innovative, tech savvy and, let’s face it, a very cost-effective resource, and it all culminates in a strong business case for injecting any talent pipeline with graduates.

The strategic intent of any organisation’s graduate hiring is to bring in energetic, innovative and fresh talent who will create a pool of potential future leaders. Increasingly, employers will seize the opportunity to gain a competitive advantage through their people strategies. Top graduates are well educated, highly innovative and ready to prove their worth in a real working environment, and all for a much lower salary than a standard employee.

The reality is that not every new graduate will become your next CEO. But statistics do show that graduates who have been with an organisation for more than five to seven years are more likely to grow into future leaders and take on senior positions.

 

Want to start targeting graduates in your area? Click here. 

Want to talk to the experts about starting your new graduate program? Talk to Fusion Graduate Consultancy

 

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Welcome to the 3rd post in our 4 part series on creating your first graduate program! Graduate programs are structured, 2-3 year development programs designed to embed recent graduates into an organisation. 

  1. The Value Graduates Can Bring to Your Organisation
  2. Building your Business Case for Hiring Graduates
  3. Attracting Graduates to Your Organisation
  4. Key Considerations When Creating a Graduate Program

 

A graduate program aims to:

  • attract quality applicants, most suitable to the environment
  • assess, identify and select the applicants most likely to succeed in a given organisation
  • build on the graduates base competence with a structured development program
  • provide graduates with real job experience to improve their technical capabilities
  • help graduates to realise their potential from career perspective
  • expose graduates to a range of facets and roles with in the organisation
  • coach and mentor graduates through the early stages of their career

Considerations

  • Building a brand in the graduate marketplace so graduates know you as a graduate employer
  • The long term benefits of a graduate program (how it fits in your organisations people/talent strategy)
  • Creating and supporting a graduate culture within the organisation and the capability to sustain and manage annual intakes of new graduates
  • Graduate starting salaries are approximately $60k plus super depending on industry
  • Timing and workforce planning. The majority of graduate employers open applications in Feb/March and make offers by May for an intake in January of the following year
  • The commitment to complete a full life cycle – Attraction, Selection and Development

AAGE Industry Statistics

  • On average, 81 per cent of graduates who started in 2011 are still with their employer.
  • A third of employers operate graduate programs that last two years
  • On average, employers receive 1100 applications
  • Employers spend $10-15K on online branding and the median spend for print was $8000
  • Employers visited 4 careers fairs on average
  • The median spend on careers fairs was $7,800, with an extra $4,500 being spent by employers on their own campus events

 

Want to start targeting graduates in your area? Click here. 

Want to talk to the experts about starting your new graduate program? Talk to Fusion Graduate Consultancy

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Welcome to the 2nd post in our 4 part series on creating your first graduate program! Graduate programs are structured, 2-3 year development programs designed to embed recent graduates into an organisation. 

  1. The Value Graduates Can Bring to Your Organisation
  2. Building your Business Case for Hiring Graduates
  3. Attracting Graduates to Your Organisation
  4. Key Considerations When Creating a Graduate Program

 

You need to put together a Graduate Strategy. 

Your Graduate strategy, or business case for key stakeholders, will need to address:

  • your Graduate Value Proposition (GVP)
  • how quickly graduates will progress to take on critical roles in the organisation
  • how graduate talent will be developed
  • the type of real and challenging roles that will be available for graduates
  • how graduates will be managed
  • pay structures
  • the provision of career pathways for graduates to realise their potential
  • the required investment

These key elements are required to engage and manage the expectations of your stakeholders or senior management. It is critical that they support the graduate strategy and throw their full support behind the program.

Stakeholders need to be passionate and excited about championing the program and will ultimately set the tone for how the rest of the organisation views the program and supports the graduates. Explaining the positive impact on brand and reputation and the Return On Investment is pivotal to gaining their support.

 

Brand and reputation

The reputation your organisation can build in the graduate market should never be undervalued. Positioning your brand as an employer of choice can go a long way in helping to convince key stakeholders of the longer-term value of the program. Aim to position your program with the universities, especially if you are a product or service-related organisation, as it will benefit from the additional brand exposure they can provide. Imagine the value of thousands of university students responding to your brand’s positioning at careers fairs, in careers advisory units or on GradConnection.

 

Return on investment

Any group of key stakeholders will want to see the associated costs or investment required to fund a leading graduate program.

The elements for consideration are:

  • your attraction, marketing and branding campaign budget
  • cost per hire for your selection methodology
  • competitive graduate salaries and progression scales
  • graduate on-boarding, induction and development program costs
  • talent identification and talent program costs.

Demonstrating return on investment is arguably the most essential component. Show your stakeholders the actual, and the potential, return.

It is vital that you support your cost analysis with statistical information relating to:

 

Want to start targeting graduates in your area? Click here. 

Want to talk to the experts about starting your new graduate program? Talk to Fusion Graduate Consultancy

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Attracting Graduates to your Organisation

by Dan Jones March 9th, 2015

 

Welcome to the 3rd post in our 4 part series on creating your first graduate program! Graduate programs are structured, 2-3 year development programs designed to embed recent graduates into an organisation. 

  1. The Value Graduates Can Bring to Your Organisation
  2. Building your Business Case for Hiring Graduates
  3. Attracting Graduates to Your Organisation
  4. Key Considerations When Creating a Graduate Program

 

You need to know why graduates should, and would, join your organisation. This is effectively your Graduate Value Proposition (GVP), which will underpin your business case as well as your attraction strategy.

Overall, the proposition being offered to the market (GVP) should address the following questions:

  • What will your graduate brand look like in the market place?
  • How will your brand be perceived?
  • What are you offering and promising?
  • Importantly - can you deliver on that promise, and how?

 To address the above, managers must showcase their strategic intent and vision for a graduate program that includes:

  • an attraction campaign that showcases the organisation, its people, values and culture
  • a selection methodology that identifies the best available candidates
  • a ‘keep warm’ phase that engages offered graduates prior to them starting with your organisation
  • a comprehensive technical and skill-enhancing induction program to transition new graduates from university to corporate life
  • a structured graduate development program
  • a plan for rotations, mentoring and buddy programs and community partnerships
  • clarification of the jobs that graduates will be performing and   transitioning through
  • clear and realistic career pathways
  • identification and development of talent.

All of these elements combined (if planned and executed effectively) will form a convincing GVP.

Your key stakeholders and business leaders need to understand what the GVP is and how it relates to the organisation’s Employee Value Proposition. They need to believe in it and become ambassadors who are both actively involved throughout the program and ultimately responsible for driving approval for the program. Imagine the influence and strength of a program when a CEO and other senior executives endorse and foster the program. When this key initiative is overlooked, it is often the biggest downfall of a graduate program.

 

Want to start targeting graduates in your area? Click here. 

Want to talk to the experts about starting your new graduate program? Talk to Fusion Graduate Consultancy

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Top 25 Accounting Graduate Employers

by James Fan February 26th, 2015

 

About GradConnection’s Top Employers Rankings

As Australia’s biggest graduate jobs site, we feature over 200 major graduate employers to an audience of 150,000 registered graduates each year.

This gives us a rich, detailed dataset from which to develop rankings for the top graduate employers for each capital city and each discipline based on applications made through our website. This data was anonymised prior to analysis.

 

The Top 25 Accounting Graduate Employer Rankings 2014

Here’s the Top 25 Accounting graduate employers ranked by the number of applications made to their Accounting  graduate program in 2014. To check out the Top 25 employers for each of the other capital cities, and for each discipline e.g. Arts, Commerce, Engineering and more check out the interactive

The Big4 Accounting firms were very well represented, with KPMG (1st), Deloitte (2nd) and EY (6th). PwC didn’t appear in the rankings, as they chose to rely more heavily on their internship program for their graduate recruitment needs in 2014 but have traditionally been a very popular graduate employer.

The Big4 were followed by the mid-tier accounting firms, with Protiviti, Grant Thornton, Nexia and BDO the most popular. It’s interesting to note that firms in non-accounting industries such as Accenture, Pitcher Partners, Ford Motor Company and Procter & Gamble also had a strong showing, with their in-house accounting function graduate programs even beating out some of the mid-tier accounting firms. Finally, there was some interest in government accounting programs too, with the Audit Office of NSW< Queensland Government and Australian Taxation Office appearing in the rankings too. 

 

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Top 25 Arts Graduate Employers

by James Fan February 26th, 2015

 

About GradConnection’s Top Employers Rankings

As Australia’s biggest graduate jobs site, we feature over 200 major graduate employers to an audience of 150,000 registered graduates each year.

This gives us a rich, detailed dataset from which to develop rankings for the top graduate employers for each capital city and each discipline based on applications made through our website. This data was anonymised prior to analysis.

 

The Top 25 Arts Graduate Employer Rankings 2014

Here’s the Top 25 Arts graduate employers ranked by the number of applications made to their Arts graduate program in 2014. To check out the Top 25 employers for each of the other capital cities, and for each discipline e.g. Arts, Commerce, Engineering and more check out the interactive

When it came to the arts, there was strong interest in the private sector with the professional services firms, fast moving consumer goods companies and banks ranking quite well. Whilst none of these companies have an explicitly named ‘Arts & Humanities’ graduate stream, they still hire arts graduates who have paired their degree with a more vocationally focused major, or standalone arts graduates who show sufficient interest in their industry and transferrable skills. There would also be the tendency for arts graduates to apply to the generalist management streams of corporates as well.

Out of all the disciplines we investigated, the public service was best represented in the arts. This may be due to the fact that government employers are more likely to offer generalist graduate programs designed to appeal to arts graduates with a more ‘holistic’ worldview than a more narrowly focused vocational discipline such as Engineering. 

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Top 25 Banking Graduate Employers

by James Fan February 26th, 2015

 

About GradConnection’s Top Employers Rankings

As Australia’s biggest graduate jobs site, we feature over 200 major graduate employers to an audience of 150,000 registered graduates each year.

This gives us a rich, detailed dataset from which to develop rankings for the top graduate employers for each capital city and each discipline based on applications made through our website. This data was anonymised prior to analysis.

 

The Top 25 Banking Graduate Employer Rankings 2014

Here’s the Top 25 Banking graduate employers ranked by the number of applications made to their Banking graduate programs in 2014. To check out the Top 25 employers for each of the other capital cities, and for each discipline e.g. Arts, Commerce, Engineering and more check out the interactive

 

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Top 25 Engineering Graduate Employers

by James Fan February 26th, 2015

 

About GradConnection’s Top Employers Rankings

As Australia’s biggest graduate jobs site, we feature over 200 major graduate employers to an audience of 150,000 registered graduates each year.

This gives us a rich, detailed dataset from which to develop rankings for the top graduate employers for each capital city and each discipline based on applications made through our website. This data was anonymised prior to analysis.

 

The Top 25 Engineering Graduate Employer Rankings 2014

Here’s the Top 25 Engineering graduate employers ranked by the number of applications made to their Engineering graduate programs in 2014. To check out the Top 25 employers for each of the other capital cities, and for each discipline e.g. Arts, Commerce, Engineering and more check out the interactive

 

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Top 25 Government Graduate Employers

by James Fan February 26th, 2015

 

About GradConnection’s Top Employers Rankings

As Australia’s biggest graduate jobs site, we feature over 200 major graduate employers to an audience of 150,000 registered graduates each year.

This gives us a rich, detailed dataset from which to develop rankings for the top graduate employers for each capital city and each discipline based on applications made through our website. This data was anonymised prior to analysis.

 

The Top 25 Government Graduate Employer Rankings 2014

Here’s the Top 25 Government graduate employers ranked by the number of applications made to their Government graduate programs in 2014. To check out the Top 25 employers for each of the other capital cities, and for each discipline e.g. Arts, Commerce, Engineering and more check out the interactive

The top marketing employers rankings are dominated by Fast Moving Consumer Goods firms, with Colgate Palmolive, Unilever, Procter & Gamble, Mars Australia, Coca-Cola Amatil, and Reckitt Benckiser making it to the Top 25.

Colgate Palmolive’s first place ranking was helped by their recruitment practice of hiring throughout the year rather than several weeks during peak graduate and intern season, which increased the pool of eligible applicants. Similar practices favoured Mainfreight, which is best known as a logistics company.

Interestingly, Deloitte ranked 3rd in marketing whereas none of the other Big 4 professional services firms made the list. Deloitte’s marketing roles can be found in their Marketing, Communications and Business Development function, along with Deloitte Digital. 

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