This year we’re taking part in the Cibyl survey, one of the UK’s largest student careers aspiration surveys. Cibyl provide employers and universities across the nation, with unparalleled insights into students’ career thinking. They will use your survey answers to provide us with a detailed feedback report. The reports will tell us how satisfied you are with your careers support and the wider university experience, as well as which employers you aspire to work for. Take the survey and you’ll be giving us valuable feedback.
In return for your help, Cibyl are giving away…
a £100 Amazon gift card (given away every week- 14 to give away!)
a pair of Apple AirPods (two given away at close of survey)
£500 gift card of your choice! Choose from shops such as ASOS, Uber, Argos, Amazon,John Lewis, GAME, JD Sports and M&S (two given away at close of the survey)
Tell us what you think of your university course, which employers you like, and how you’re feeling about life after graduation. Cibyl will use the results to put together research reports to help universities and employers across the UK, so that they know what kind of job you want.
It only takes 15 minutes (and you can take it on your mobile!)
Would you like to know more about Cibyl? Here’s some extra information:
The Cibyl Graduate Research is the UK’s most comprehensive piece of research into students’ views on graduate careers and recruitment: over 67,000 UK students took part last year. Cibyl also powers The UK 300, so ranking your favourite employers is a great way to influence their status in the publication.
Cibyl is an excellent tool for helping students to think about graduate careers: the questions require you to rank employers in a variety of ways, helping you to think laterally about your career options and why you like, or don’t like, certain companies.
Graham Ryan, Strategic Resourcing Manager at Version 1 gives his top tips on navigating the graduate recruitment and application process.
How can I use my LinkedIn profile to stand out?
Okay, so first, depending on what you’re interested in from a business point of view, you know, follow the companies or [graduate] programmes…writing blogs, as we know, for the last couple years is a huge thing, you know to comment back on people you are following that are in your area that you either want to get into, or you’re in at the moment. But also don’t forget the personal side, your own interests, things like that don’t feel that LinkedIn is purely just from a business point of view. If you write a blog on something you’re interested in, that’s not necessarily in the area, you know people, you know, people like that and people are open minded, but definitely get involved, certainly from a blog point of view and liking and sharing material.
How do I build valuable work relationships in a virtual environment?
Okay so, when you’re coming onboard and starting in a new role you have to make a good first impression – that’s key. Regular catch up sessions with the business, don’t be scared to have chats with different people across the business. Gain trust from others by keeping up communication.
So, if I was going to do one thing today to make me stand out in the recruitment process, what would that be?
Just one of the key things here as far as research, you’ll find a lot of people do this but when you’re Googling a company just go in news tab, find out the recent stories so you don’t get caught in interview if a company has had a recent win they ask you about. Have a look at the news tab of Google when you are going for an interview in a company, it’ll give you the recent news just in case it’s brought up and you never know it might not be brought up, or the candidate could bring it up, which would be obviously very impressive, if someone did that.
What is the etiquette for virtual meetings? Should I keep my camera on, should put my hand up to contribute and when should I use the chat feature?
So obviously always camera on, unless you’re told otherwise. Certainly, camera on in interviews settings and meetings. The chat is used throughout, some people raise their hand on Microsoft Teams for example or else just write a comment if it’s a question or something like that. Don’t be afraid of what the right thing to do is, all the tools that are there, so put up your hand or write in the comment section… don’t overthink it. Don’t overthink it, don’t be worried about it. There’s no right or wrong way.
If I don’t like my job how long should I stick at it?
You might get better opportunities to move into different roles in the company. The opportunities are not going to be handed to you then, and you know if you get in, put your head down. Mightn’t be an area where you want to end up or stay, but just work hard on it and all of a sudden you’ll see the opportunities come at you, without a shadow of a doubt.
What are the top skills you’re looking for in graduates?
So in terms of technical skills first anyway in terms of that so like software engineers, it’s a big thing at the minute, data analytics, business analysis, DevOps engineers their level of skills and soft skills, well maybe we can upskill on themselves, you know, depending on the company, certainly development is a key area that we’re looking at.
What support will I get starting a new job working from home?
You’ll get senior leaders in the business who are really impressed when graduates reach out to them. People are easily accessible nowadays – I know it’s not face to face but everyone’s online – a quick catchup for a 5-10 minute chat – you know it’s there. It’s seen as a really positive thing for senior leaders.
What do you love to see in a new recruit?
Attitude, someone who’s very driven, open-minded. If you come with all the knowledge but a bad attitude a wrong attitude. Certainly, someone who comes in fresh and ready … It’s just a good idea to try different things and to get involved in different things based on the different projects and different teams and to hit the ground running.
What can I do to make myself more employable?
Okay so, so, upskilling. Use the time to upskill if you’re out of employment. We’ve seen in the last year people taking up banana bread and people have done stuff with their career as well – just explain what you’ve been up to as well.
What is the most common mistake you see in interviews?
Like at the end of the day an interview – it’s, it’s a conversation with a stranger. When you’re having a conversation with a stranger on the street you don’t just shut up shop. Treat it as a conversation that the interviewer’s trying to get more information out of you. So if you don’t know something or you’re unsure – get them to reword the question, what I would say certainly if you don’t know you don’t know. Be aware of the waffle – it’s natural because of nerves. But in terms of an engineer because it happens it’s actually taken for nerves as well as the press that every given question, but just think about it from that aspect. First impressions are key you will get some hiring managers that will listen to what their thoughts are, you know – have a smile like we do on a face to face smile and a strong handshake. Be yourself. Because if you come in with a shop. You know it’s just hard to come back from that.
Where can I find opportunities?
Ask your mates who’ve been through it recently or their siblings – you’ll be amazed at the different companies, you’ll get by reaching out to your friends and things.
If you Google news on a company how can you drop it into an interview without it sounding rehearsed?
You just say for example, there’s always a situation, when you get an opportunity to ask questions. Just say I noticed you won that or you’ve acquired this company – can you tell me a bit more about that? Bring it forward in the interview and wait until the end.
What could I ask at the end of the interview?
Keep away from the question to ask for salary and things like that. Another thing you could say is, how would ideally a person succeed in this role? How could I shape this role? Rather than “what are the benefits?” Another thing to say is just, just not to curse. I know it sounds easy, but just to be conscious of that.
Interested in Version 1? Version 1 are currently recruiting. You can find details of their current vacancies on the Gradfest2021 site.
‘What now?’ is a question many of us will be asking ourselves this summer following graduation. Three+ years of lectures, tutorials, assignments, deadlines and structure that a post-graduation world doesn’t offer. Whilst this can be daunting and the post-graduation fear is real, it’s important to remember that there is no one right next step – there are a multitude of routes you can take after you finish your degree, and Prospects Student Career Guide 2020/21 takes you through just some of the options available.
Perhaps the most conventional route, a graduate scheme job or ‘professional level’/’high skilled’ job is a structured scheme whereby employers target graduates’ skills and experience and are normally available to those achieving a 2:1 or above. These schemes are run by many leading UK employers across all industries and often last 1-2 years, with many graduates offered a permanent role following this initial period. It’s worth doing your research if you have a specific company in mind – look at their website and social media channels to familiarise yourself with their work culture and values. Recruitment processes and timelines for graduate schemes vary from company to company so be sure to be aware of these well in advance.
If working for a large company in a graduate scheme isn’t for you, you may prefer working for a small or medium-sized enterprise (SME). Roles in small businesses often offer you more responsibility and a wider variety of opportunities, as well as the opportunity to see first-hand how your work is making an impact on the company. These roles can offer greater opportunity to really develop your skillset, often making them a more appealing option for fresh graduates wishing to gain as much experience as possible. SME roles often aren’t widely advertised, and SMEs usually recruit via word-of-mouth recommendations/networking or through your university.
If being your own boss is something you like the sound of, self-employment may be worth considering. A somewhat less conventional option, this route requires a great deal of drive and determination, but undoubtedly has its benefits. Currently, one seventh of workers are now self-employed, and include innovative business owners, using their own experience and skills to identify gaps in the market, and freelancers predominantly in professions such as writing, programming and graphic design. Whilst this route can be a more difficult one, with challenges such as unstable income and tax refunds, resources for self-employed people continue to grow, including British Association for Supported Employment and Centre for Entrepreneurship.
Maybe you have your sights set on something further afield? Expanding your horizons overseas won’t just allow for adventure and fun – structured work experience abroad such as internships can be a great way to travel and improve your employability at the same time. This type of work experience is often organised by third-party organisations such as The British Council and Erasmus+. Additionally, many students opt for a gap year following their degree, and choose to gain international experience working in USA summer camps, summer jobs in Australia or adventure working holidays in New Zealand.
Another way to get meaningful experience abroad is through gaining experience by volunteering for an international project. Working with local people in foreign countries and making a meaningful difference to their lives is a truly unique opportunity allowing for personal development, and can also impress future employers, demonstrating a caring attitude and a strong work ethic. There are countless volunteering opportunities available – from wildlife conservation to teaching English.
If you feel that you’re not quite ready for the world of work just yet, postgraduate study might be a possibility. Relevant postgraduate study can set you aside from other graduates and accelerate your career progression, as many roles in fields such as law and clinical psychology require professional accreditation gained through postgraduate study. Perhaps you want to become an expert in your field and even become an academic? Moreover, conversion courses offer you the chance to pursue a career often completely different from what your undergrad may have prepared you for. These are intensive postgraduate qualifications that allow you to widen your range of skills, expand your professional network and increase your confidence in a subject and sector you previously may have known little about.
It’s important to remember everyone’s career path is different and the countless possibilities definitely make that post-graduation fear a little less intimidating. The options really are endless, and this time next year you could be flourishing in a Big 4 grad scheme in London, or volunteering at a wildlife conservation in South Africa. The best thing you can do is reflect on what is best for you, think about what you really want and consider all of your options.
Sarah McKeag, Associate Director for Talent Attraction and Acquisition at EY Belfast talks skills-based recruitment and how it differs from the traditional recruitment process.
EY are one of the big four professional services firms. We have about 550 staff in Belfast at present and 18,000 staff in 21 offices across the UK. We are traditionally known for bringing staff into their chartered accountancy-based exams, be that an audit business or tax business. We have a large consulting business in Belfast and we bring in students now down different routes, through data analytics, project management, contract and procurement management – so there is a wide opportunity for students at all levels within EY. We are a global organisation in 150 companies worldwide. So, the opportunity for students to move and to travel and gain that vast exposure is there, right on their doorstep in Belfast.
Strengths-based recruitment at EY
We have stepped away from traditional [recruitment] routes, we did this about 10 years ago and we work with an organisation called the Centre For Applied Psychology. They have helped us develop this strength-based recruitment process to assess potential in students. So that is the main difference in strength-based recruitment: we’re not looking for the students to have had work experience or experience in a range of things, we’re looking for the potential they have to become leaders in our business and to become successful in our business.
We review our process every couple of years. We review the strengths we use, the frameworks, to make sure that they are aligned to the people who are performing the highest in our business and then this helps assess this potential in the students coming in. So, if we think about what other employers use, they typically use a competency-based approach and the difference between a strength and a competency-based approach is around the energy and enthusiasm – competency can be learnt, whereas a strength is something where you have that natural enthusiasm and energy around doing. It is something you do well and you do often and you enjoy doing all that time. We use that across all our student recruitment, from the online assessment centre to the final interview. The majority of the strengths we use for EY are the core strengths from across all of our programmes we operate, but when you get to that final interview, we’ll have more focus strengths for the area you applied for.
Strengths that EY recruit against
These are the core strengths that we would measure:
In the know
We are not looking for students to have done reams of work experience, we will give them a situation or a task and we will ask them how they would approach that, how they would feel about that, we may give them a number of tasks and ask them to choose their preferred 5 or we may give them a group activity and ask them to evaluate on how they have done in that activity and what they would do differently next time. We want them to have these strengths in their mind, when they are going through our process and think about how would I deal with the situation, what would I rely on to do that?
For example, if we look at the strength curious, we are looking for people that are always challenging and asking why they are doing something, they are looking for new ways to do something and challenge how something works or what’s driving a change in analytics they see so it is that curious, finding out what’s happening and what’s coming next.
Adaptable and resilience
I think at the moment adaptable and resilience are particularly important. That’s been huge for the students we have brought on in the past 6 months. But equally for the students that are coming towards their last year in university or starting university in a different way than they had ever envisioned themselves. How can they make the most of the circumstances they are in at the moment? Things are frequently changing so there needs to be a level of resilience so they can manage that change process. So that they don’t get change fatigue, so they can have coping mechanisms for stress management, they know when they are stressed and how to deal with that.
The number savvy one is not looking for someone that has done further maths or additional maths, however we are a number business and whether that be in data analytics or it be in our audit business, you will be given large volumes or data, sometimes numerical, and you will need to be comfortable working with that. People have to have a level of comfort around that, and understand what drives business or what drives our customers businesses as well.
The team player one, we will assess on our EY experience day in our new virtual assessment. This is a really good way at seeing everyone’s energy and how they interact withing a group. In our business you will work in teams and they can be small teams up to very large teams. So you need to have an understanding of how to integrate into a team, what roles you tend to take on, what your strengths are. You do not need to be the leader of that group, quite often you just need to be the person who focusses that group or remembers to bring the group back to a certain point or build on someone else’s idea. We are not looking for the person who talks the most or loudest, but the person who brings the most value to the group, this may be bringing in people who are more quiet in the group or bringing a focus back to the task at hand. We also need those people who start the group off, who get everyone focussed on the task.
Prepping for a virtual strengths-based interview
Make sure your technology works
Make sure you’re comfortable to come on camera
Don’t forget you can blur your background in video’s if it makes you feel more comfortable
We want to see your face and your interaction
Virtual interviews are different from face to face as that rapport takes a bit longer to build up, however our assessors are very comfortable coming on to the camera
Make sure your WIFI is as strong as it can be
Make sure you will not get interrupted
Make sure you do all your prep work before hand
Identify your strengths
For identifying their strengths, particularly before the final interview stage, and you’re thinking about the job that you are going in to, quite often it quite difficult to identify your own strengths but if you think about your energy level – something you do well, you do often and you enjoy doing. It might not be the first thing on your list as you know you can do it in 5 minutes, it could be the thing you treat yourself to or the thing you do first because you know you can do it in 5 minutes. It will be the thing your friends always ask you to do, it will be the role you always find yourself in in any camp or society – so if you’re really good with numbers, you’ll find yourself with the treasurer, if you’re very analytical, people will come to you with their problems to find a solution. The things your friends say you never shut up about as well or something you can talk about for ages.
We will give you a situation or tell you a bit about the area you applied to, a bit about the strengths that they look for and then we will ask you about the situation and what you would find yourself doing if you were in that situation.
In our final interview stages, there is a short presentation which we ask the candidates to do and that should be your opportunity to do a little bit of research around EY and that line of service you have applied for. The final thing would be around motivation. You will be interviewed by a partner or director, who is an owner of our business, and they will want to know why you wanted to apply to EY, why you have applied to that particular area, as that is the part they own. It is really your opportunity to show the research you have done into the business and into the pathway you have applied for. There is plenty of information on our website.
What is a good question for a candidate to ask at the end of the interview?
I personally think you should always ask a question at the end of an interview. You should by that stage, have built up a rapport with the interviewer, the questions I would tell you to absolutely avoid would be around salary and benefits, as this information is all on our website. There is plenty of time to ask the recruitment team prior to the final interview.
Our interviewers have typically been in the business for a number of years and have had a number of interesting career paths to that point. Questions I would focus on at the end of the interview would be around what is the best client they have worked on, what has been the most challenging client they have worked on, what has been their career path to date or what has been their most interesting role in the organisation. There’s lots of questions related to the company they can ask us. A lot of questions we are being asked at the moment are about the returns to the office and how we engaged with our teams remotely and what were the biggest challenges. The partners are really open to hear from new graduates about what would work and what they would need to see coming into the business and they are keen to know what they can do.
A question at the end of the interview is an opportunity for the candidate to get a view on if they see themself working for this person? Do they want to work on their team? Do they inspire them as a leader? That is what they should be thinking about shaping their questions around if I was coming in.
I found that it was because of the people who interviewed me that made me join, we built a rapport, we had a good chat and we quite often get feed back that our interviews don’t feel very formal and they turn out as more of a chat. When I got the offer, I made the decision because I really enjoyed the people from the company.
For students, you need to think about what you need to know to be on that team and what else you need to know about the leader of that team you will be joining.
Who’s ready to shake off 2020? You can start planning the 2021 you deserve at Go Global Week from 12-15 October. Culminating in the virtual Go Global Fair on 14 October, this is your chance to chat to organisations that can offer you an experience of a lifetime to study, work or volunteer abroad during your degree. Here is just a snapshot of some of the organisations you can meet.
Are you a science, engineering, technology or applied arts student? From electronics in Japan to earthquake detection technology in Colombia, an IAESTE placement is a guaranteed way to boost your career.
As recruiter Jordan Hendricks recently told us at an Employer Panel: “Our graduate recruits have gone to New York, London, Australia, Munich – you can go anywhere where we have clients. There is a big social aspect to it as well.”
How to create an online profile that will stand out to employers at the Graduate Recruitment and Placement Fair on 21 and 22 October
The Graduate Recruitment & Placement Fair on 21 and 22 October is the biggest Careers Fair at Queen’s. The fair will be a little different this year as we hosting it virtually on a digital platform called Graduateland. We like to think of this as Tinder, for jobs. Just like an online dating site, you can browse prospective employers to find your perfect match. You can even watch videos and live chat with recruiters. And, just like an online dating site, the more information you put on your online profile, the more you’ll stand out.
Completing your profile
The platform indicates how complete your profile is by giving you a colour coded percentage. Make sure your profile displays as green and as close to 100% complete as possible (you can opt to leave the age and gender fields blank, if you prefer).
Get the basics right
This above video covers the basics of what you will be asked to fill in at registration: degree information, skills etc. The good news is, once you have done this for one event, you don’t need to do it again. So, for example, if you attend Go Global on 14 October, you will already have a Graduateland profile However, for the Graduate Recruitment and Placement Fair there are a few trickier elements to fill in
Nailing the tricky questions
You can upload your CV, fill in your job history and details of any exchanges or work-related learning you have done. So far, so standard application. Where it gets tricky is an innocuous little box called:
‘Type in a captivating headline’
This is followed by a small box asking you to ‘Add a brief description of yourself that presents your career goals, skills and experience to potential employers.’
We know it can be hard to articulate everything that is fabulous about you in 200 words, so we curated the best tips from across the internet. If you still need help, you can contact our careers team for expert advice on firstname.lastname@example.org.
Over 300 million people around the world use LinkedIn to maintain their professional network. There are other professional social networking sites which are popular in certain countries or for certain industries, but LinkedIn is currently the largest and most diverse. They have created some useful videos and help guides for students.
Think of your profile as your online CV. Remember that people are likely to skim-read it so focus on key strengths and experiences rather than listing everything you’ve done and all your duties and responsibilities.
Understand how to use privacy settings on your other social media accounts. When people search for you online, you want to be able to control what they find.
Join and contribute to LinkedIn groups. There are thousands of groups on LinkedIn. Make sure you pick relevant ones that you can be active within. There are lots of groups for students studying specific subjects as well as for professionals.
Research information about companies and look for the profiles of people with whom you may be interested in making contact. LinkedIn’s alumni tool (Topic 5 on the LinkedIn for students website is a good way to find out what graduates from your course are now doing.
Start to build your network by sending connection requests to relevant people. Alexandra Levit’s article “4 Steps for Effective Online Networking” and Alyssa Walker’s article “How to Build a Professional Network Online” have some tips for how to do this effectively. Most people will ignore the standard request sent by LinkedIn “I would like to add you to my professional network” unless they know who it’s from, so make sure you tailor each connection request. You’re also more likely to get a positive response from people you have met.