Graduate Recruitment Blog

Continuing on from our video shoot is Mike Casey’s video on the IT graduate sector using information gathered in the first 6 months of 2009 from the GradConnection site & the below press release written by Richard McGowan of RMG Communications.

Graduate Employers and Grads use the internet to expand job searches

University graduates rank business analysis and project management as the two most popular jobs in the IT industry, according to new data from GradConnection, the website where companies can interact with university students and graduates about employment opportunities.

From preferences offered by 16,000 university students, the GradConnection data shows a total of 9.6% of graduates are seeking careers in IT, placing the sector as the fifth most favoured industry behind Accounting (13.6%), Engineering/Mining (11.2%), Government (10.1%) and sales/marketing (9.9%). The GradConnection data covers graduate input across 15 Australian industry sectors.

Within the IT sector, the most in demand jobs are business analysis (43%), project management (38.4%), development (35.2%), support (33.8%) and web development (32.5%). The least in-demand role from the data is software architecture at 16.6%.

“With the current economic difficulties dampening job opportunities across most industry sectors, students and graduates are using the internet to search widely for job opportunities in their chosen professions,” said GradConnection director Mike Casey. “IT is one of the most diverse industries because of the spread and reliance on technology by companies in diverse areas of business. The internet allows companies in all business sectors the opportunity to offer specialist IT opportunities, even if IT is not the company’s specific output.”

The GradConnection data also reveals the type of corporate qualities that graduates are most attracted to in potential employers. The top qualities are equal opportunity employment (86.7%), health and safety (36.8%), environmental sustainability (35.3%) and community contribution (22.7%).

In terms of the job benefits, graduates rate work/life balance the highest (37.1%), health cover (31.1%), structured training (30.2%) and overseas work opportunities (28.6%).

On the sometimes controversial question of certain “freedoms” offered by companies to their employers, IT hopefuls rate gmail as the most important (60.1%), Facebook (37.4%) and msn at 32.3%.

GradConnection – Home of the GradMaker

Chris Walker of March Digital runs a studio where he has all the tools to shoot, edit and deliver videos over an online client dashboard platform. Recently we were invited out to shoot some short videos on our findings over the past 6 months on what graduates have been telling us on the GradConnection website. None of us at GradConnection had any experience of being on a set (well apart from myself who once had a line in a New Zealand TV show I’d rather not reveal the name of). It’s intimidating looking directly into the camera while the teleprompter turns through the text like the opening credits of Star Wars, and far harder than most anchor men make it look. Finally after about 3 hours of shooting and 20 takes later we’d produced about 4 minutes of usable footage, not a bad effort for a few IT guys unfamiliar with being on a set.

Filming is easy right?

Before shooting our videos we were quite the critics when it came to videos on employer’s careers sites, generally thinking that we could do a far better job and how hard can it be to shoot a decent video?! Turns out very, not to say there’s not any good graduate careers videos out there, it’s just the bad really stand out and not in a good way. I’m sure you’ve come across those where the videos that are either out of sync or over hyped up to attract grads to the organisation, missing the point of getting the employer’s brand across or portray what life would be like to working as a grad. On the flip side we have seen some really good graduate videos out there and those employers that do get it right have a valuable tool for their graduate attraction and careers site.

What we learnt after the shoot

It starts with using the professionals to guide you through it, it’s the little things that make all the difference, sound, lighting but the biggest difference is a good director. You wouldn’t ask Brett Ratner (Director of the Rush hour trilogy and a list of other C grade movies) to do a Quentin Tarantino film for obvious reasons, but it would no longer be a Taratino which is what you’d go for in the first place. You also have to watch out for the Michael Bay (Pearl Harbour, Transformers) style directors, these are the ones that will make it sound so good, and will produce a sharp looking video, only problem is it’s full of explosions which look cool but leave no room for plot. It’s the same with doing your own filming for your graduate careers site, if you don’t find the right director who knows what they’re doing you could end up with a disappointing Ratner, or an over hyped Michael Bay, instead of the smooth Taratino which will always leave your audience wanting more.

GradConnection – Home of the GradMaker

Without realising it, I am actually good friends with the project manager who won the 2008 Times Graduate Recruitment website awards in the UK. I worked under Regan Andrew as part of his team at Inland Revenue (IRD), the New Zealand Tax department as a humble and eager student, helping to build and promote online services to the New Zealand tax payer.

That was about five years ago, and now Regan is in the UK, and has recently made a huge impact in the UK graduate recruitment industry by project managing the Transport For London graduate recruitment microsite, that was judged #1 for content and #2 for design by successful UK graduates.

Personally, I am very interested in how to make effective and attractive graduate

recruitment websites and the best ways to market them, so I got on Facebook and had a bit of a chat to Regan about his successes with the Transport of London website, and what graduate recruitment teams in Australia and New Zealand could learn from his experiences.

First off, Can you tell us a bit about why your website won the Times award? What were the criteria and what made your site come out on top?

A company (High Fliers – the same company that performs the AAGE surveys) interviewed 16,000 graduates about graduate recruitment campaigns from a range of UK organisations, one aspect of which was their websites. The graduates ranked our site 2nd for overall design and 1st for content. I think that we ranked highly because everyone involved was 100% committed to delivering what the users of the site wanted and needed.

Do you think the UK graduate market is unique or would you take the same approach for graduate program websites in Australia and New Zealand?

The UK market is not unique. However, I’m not sure that the exact same approach would be appropriate in NZ or Australia, as the size of the market and the level of competition is far greater here. Also, the HR industry in the UK is more transactional and consequently, applicants’ expectations are different.

What was your key measurement to the success of your graduate recruitment website? Simply the number of applications or did you take into account the number of visitors, time on site, bounce rate etc…

A range of factors were taken into account, including standard metrics such as usage, conversion rates, calibre of applicants and client satisfaction. However, the key factor was what graduates themselves thought of it. To understand their views, our organisation contributed to a study in which 16,000 graduates were interviewed about 100 graduate recruitment campaigns.

Are graduate recruitment websites similar to any other websites or do you need to pay special attention to key areas?

A focus on the needs of users is common to all well designed web sites. Graduate recruitment sites have unique content requirements that flow from this theme. Users generally want to know about:

• The schemes / openings that are available
• The types of candidates being sought (including minimum requirements)
• Benefits, including pay rates
• Previous graduates – what they did whilst undertaking the graduate scheme and what they have done since How to apply

So I know you have been a web guru for a number of years, what got you into building a graduate recruitment website and what tech skills came in handy?

Web guru eh?! I didn’t actually build the site… I just managed the building of it. We had five suppliers and a team of internal specialists working on the project. My technical input was the application of management and design methodologies. Having a background in web technologies was helpful, but not essential.

Did you use any social media in conjunction with your graduate site? Did you utilise a facebook fan page, how about twitter?

No social media mechanisms were used in our 2008 campaign, although we did provide a RSS feed for the recruitment fairs.

Did your traffic come via organic search engine traffic or via other mediums?

Search engine traffic is always important for websites. However, a massive proportion of our traffic was generated through navigation paths from the core website (which ranks in the top 100 websites in the UK and amongst the top 2,500 worldwide).

From your experience, what did graduates most like about your site?

The clean design and the content.

What did you most like about your site?

That we went live on time, we were within budget and graduates liked it

If you were to outsource a graduate recruitment website, what kind of budget would you expect to need?

There are too many factors to consider… the size of the organisation in question, the target audience, the complexity of the schemes etc. However, if you’re thinking about outsourcing you should first think:

Do we have the skills in-house to do this well? Are the people with those skills available within our time-frames? Is this the best use of their time? If no, then you need to outsource.

We had a mixed approach, with specialist agencies hired for specific tasks (e.g. overall campaign design, flash components, web page development, security review), whilst internal teams developed content and provided quality assurance. We selected this approach because of time constraints… the website had to be designed, built and delivered in just over a month.

Can you give any advice to grad managers in Australia and New Zealand around how to make a good graduate website, and what are some of the pitfalls?

• Follow a user centred design methodology and undertake user testing early in your design lifecycle
• Follow basic web standards such as accessibility, this will give you better cross-browser compatibility, higher search rankings and more people will be able to use your site
• Know your target audience and make sure that both your creative design and the writing style of your copy attracts the people you are looking for
• Graduates are probably not coming to your site to look for computer games! Online games are expensive to develop and will not make your organisation look “cool”
• Make sure that you have an integrated approach to your campaign – your website should complement the campaign, rather than being the campaign in its entirety
• Be very careful with your copy. Don’t use acronyms or jargon and keep your copy brief

Many thanks for your time to comment Regan, very glad to see you’re making a similar impact in the online space in the UK. I’m keen to see what you end up doing in the next couple of years!

Also a quick welcome to subscribers we have had joined our blog from South East Asia over the last few weeks. Hopefully we can give you some valuable insight into the Australian and New Zealand graduate recruitment markets. If you have any interesting tales you can contribute to this blog then please let us know!

Mike

A couple of weeks back I was contacted by someone from a new niche job board called Ethical Jobs who have recently completed a study looking into how motivated people are to work for organisations with a heavy focus on ethics in the way that they operate.

The Ethical Jobs Survey

According to the website an ethical job is a position with an organisation where your position or the organisation is actively contributing to a more equitable, more just or more sustainable world.

The ethical jobs survey found applicants to non-profit organisations are willing to take a significant pay cut. 60 not for profit employers were surveyed and some of the most interesting findings were the following:

• 56 per cent said applicants are willing to work for 10-20 per cent less;
• 19 per cent said applicants are willing to work for 20-30 per cent less;
• 6 per cent said applicants are willing to work for more than 30 per cent less.

Making the world a better place is a strong motivation to join a non profit organisation or an organisation that promotes ethical business practices. Michael Cebon, the found of Ethical jobs.com.au says “Increasingly people are willing to put things they believe in above money, and making the world a better place is as strong a motivation as you’ll find.” 87 per cent of employers surveyed said job seekers were more likely to apply for a position seen to be ethical.

Ethics and graduates

The research conducted by ethical jobs is a good indicator that people do seem to care about how ethical their employer is. It might be beneficial for you to do a bit of research about some of the ethical practices that your organisation has in order to promote these aspects as part of your graduate program marketing as there are potentially a huge range of activities your organisation may participate in that can provide graduates researching your organisation with some unique insights.

This year on the GradConnection website we have had just over 4800 responses from Australia graduates outlining a few organisational values that are important to them with 47% of these graduates saying Environmental sustainability being important as well as 35% saying they value an employer that contributes back to the community.

The Verdict

The Ethical Jobs site is a cool concept which seems to have a lot of potential and it might be a good avenue for graduate job hunters and graduate employers to connect with each other with the added benefit that each party knows at least a little bit about each other due to the nature of the website. You can read about the founders of the site on their about us page here. If any of you out there have had any experiences using the site or have some views on ethical jobs post up a comment.

Well there has been a huge amount of hype this week about the Oz lotto $90 million lottery draw and we thought we’d combine graduates, facebook and a 24 line mega pick Oz lotto ticket to see what would happen.

The Offer

We’ve been slowly chipping away at the GradConnection facebook page during the year and as at midday 30th June 2009 we had organically grown to around 115 fans. We decided that morning to use the massive $90 million Oz lotto draw to see if we could attract some new fans so we walked down to the news agent and picked up a ticket.

The offer we had on the table was that every person who became a fan of the GradConnection facebook page would be eligible for a share of the prize money should we win a major prize. With the ticket bought and the promotion created we then pushed out the link to our facebook fan page through twitter, facebook and youtube intensively over 8 the hours before the lotto draw.

The Results

Well to start off with we didn’t end up winning a cent from our Oz Lotto ticket which was disappointing. By the end of the day we had grown our facebook fans by around 330 to a total of about 450 fans which would have worked out to $200,000 each if we won the prize. You can see Dave making our official video announcement here:

Some Lessons

Running the promo campaign was a great learning exercise in a number of areas.

Firstly it showed us how hard you have to work to grow an online community and the amount of interaction is not huge and maybe around 2% of people will interact with you on your page. We initially had our fan page wall set to only display posts made by GradConnection and this did cut down on the number of fans who were posting to the wall. We changed this setting mid afternoon and it did increase the amount of interaction from our new fans.

The key lesson is that when you are running a page about your organisation’s graduate program you need to regularly push out updates and new content like pictures and video even though you may only see minimal responses from your graduate audience. By generating this content and making the page look like there is regular activity you actually provide a compelling reason for graduates to become fans and check back regularly for updates.

These days if you are generating social media content it is a good idea to cross reference all of your social media streams with each other. In our campaign we were using twitter to refer people back to facebook and posting videos on youtube which we then posted to our facebook fan page so our fans were coming into contact with use via 3 different channels.

The Pay Off

With the increased activity and fans on our facebook page we’ve already been able to publicise some IT development positions for a midsized .com based in Sydney and they’ve made a number of phone interviews with interested graduates.

The downside of the day was a fan that we attracted who after we made a post asking our fans to put in suggestions for our next campaign he suggested we kill ourselves, to make matters worse his profile picture shows him brandishing two very realistic hand guns.

If you’re interested in seeing some other examples of good graduate focussed facebook pages check out the IBM and Bovis Lend Lease graduate program facebook fan pages.

If your organisation is running a facebook page let us know so we can sign up to become fans and our GradConnection page will become a fan of you too. Also now is the time for you to claim your organisations facebook friendly URL for example here is the GradConnection friendly URL http://www.facebook.com/GradConnection which you can then use on your printed marketing materials.

P.S. hello to our new Japanese readers!

This week I was reading a story published on News.com.au about how difficult graduate jobs have been to find this year in Australia compared to a year ago. The sectors the article outlines as being hardest hit have been Accounting, Finance and Mining, with graduate job hunters now being lucky to receive a single job offer this year as opposed to potentially having multiple offers in these sectors in the previous few years.

This got me thinking about the state of the graduate jobs market in other areas of the world and the biggest market that popped into my mind to investigate was China.

The state of the Graduate Jobs Market in China

The scale of Graduate Job hunters in China is just immense. There are approximately 6 million graduates finishing university every year making it extremely competitive amongst Chinese graduates fighting for a declining number of graduate jobs. The Chinese government has been implementing an initiative to increase the levels of education of the Chinese people however their economy is still largely focused around manufacturing which combined with the economic downturn is making it hard for graduates leaving university to find work.

Things sound like they are going to be getting more difficult for Chinese graduates in years to come as well. On top of there being 6 million new graduates finishing university each year, there is a hangover of 1 million graduates from the previous year who still have not found work, as well as another 3 million graduates from years before still looking for work. An article from the Wall Street Journal shows that in the last 10 years there has been an increase in the number of Chinese university students of about 1 – 2 million per year so the shortage of graduate positions is likely to grow. The growth in student numbers is also proving to be a problem as faculties are not growing at the same speed making it more difficult to provide a high level of education to the increased student base.

Some Strange Hurdles for Chinese Graduate Job Hunters…

Some of the requirements for a graduate job in China can also be challenging. One conversation at a careers fair for a graduate technology sales role had a sign posted next to the stand outlining a height requirement of 172cm for men and 162cm for women in order to be eligible for the position. The sign also stated that applicants must be ‘attractive’. When a graduate approached the company representative he was then asked ‘how much can you drink’ as drinking in the sales process is very important in Chinese culture. The interested graduate then said ‘well I can drink 3 or 4 beers in a sitting no problem’ to which the company representative replied ‘I’m not interested in how many beers you can drink, I’m talking hard liquor here’.

Chinese Government Graduate Jobs

Due to the shortage of positions there has also been a huge increase in the number of applications to work for the Chinese Government and by increase I mean there have been an additional 130,000 applications made by graduates bringing the total number of applications to 775,000 in 2008. These applications have been made for only 13,500 graduate jobs so there is only 1 job per 60 or so applicants.

So in short the global economy is making things tough in Australia for Graduate Job hunters but spare a thought for the millions of Chinese grads struggling to find work over the next few years. Check out the video below if you can for some extra info on the subject provided by the Guardian newspaper.

GradConnection

Last Friday lunch time, Dave and I attended the Australian Association of Graduate Employers (AAGE) Sydney graduate panel. The session had a good turn out with around 40 people attending from around 20 – 25 graduate employers as well as a scattering of various suppliers to the graduate recruitment industry. The AAGE runs the graduate panel sessions at least twice a year and I had missed the last one which was at the annual conference in November last year.

The Lunch

Seeing as this was a lunch time session, I better cover the important things first. The catering was pretty good with an interesting selection of sandwiches containing such tasty fillings like prawn and avocado as well as chicken, cranberry and brie and there was also a good selection of biscuits and fruit so thanks a lot to the Reserve Bank for hosting the session and putting on a good spread.

The Panel

The grad panel session is an interesting concept; five different AAGE member organisations participate by providing one of their recently recruited graduates to field questions from the audience about their experiences finding a graduate position and what life has been like after starting work. The Sydney panel was made up of grads from the following firms:

• Accenture (IT Graduate)
• Commonwealth Bank (Marketing Graduate)
• GHD (Civil Engineering Graduate)
• OneSteel (HR Graduate)
• Reserve Bank of Australia (IT Graduate)

The Questions

Numbers of applications made and offers received: There was a wide range of extremes on the number of applications the grads had made and the number of offers they had received. One grad had made 55 applications all carefully tracked in a spreadsheet in order to receive 2 offers whereas another grad had made only 3 applications in total but received offers from all 3 companies.

Sources used in the graduate job hunt: The graduates all seemed to have used the internet as a primary job hunting tool. Search engines played a big part in discovering and researching graduate employers. The graduate who had 2 years of prior commercial work experience seemed to be the only one who heavily used job boards as a resource.

Impact of the GFC on graduate recruitment: this question was inevitable but the reality was that the GFC has no impact on this intake of graduates as when they were being recruited early in 2008 the economy was still going strong and the GFC had not fully developed into what it is today. It will be interesting to see what next year’s graduates have to say about it though.

Did you feel that you had enough prior knowledge or experience to start your graduate role: Most of the graduates on the panel said that they had all had previous relevant work experience in their chosen fields and this was the key factor that had helped them to quickly get up to speed once they joined the workforce permanently as a graduate. It’s a bit of a no brainer but previous work experience is potentially one of the key factors that will determine how quickly they will adjust to working life at your organisation.

There was a scattering of other questions throughout the session but one I found interesting ‘how do you feel about psychometric testing as part of the assessment process?’ which apart from one of the grads they all expected and were comfortable with, although a further point was that the purpose of the testing did need to be explained to the candidates sitting them to give some meaning to the process.

The Verdict

Overall it was an interesting experience and if you are in the graduate recruitment field I’d recommend that you make an effort to attend these events once a year. You get to see five of Australia’s larger graduate employers bring a showcase of their top graduates for public scrutiny. If you are interested in attracting these graduates to your organisation it will provide you with a good insight into what these graduates are thinking.

If you attended an AAGE Graduate Panel session let us know what you thought, and if you are interested in attending these events in the future you may want to investigate becoming and AAGE member as attendance for members to these events is free.

Deadliest Catch the TV Series

Maybe I’ve been watching too many episodes of the ‘Deadliest Catch’ lately but, with careers fairs finishing up two months back and many of the larger graduate programs currently completing assessment and making offers, it made us think about how seasonal the graduate recruitment process is in Australia and it has some good parallels with the short and intensive crab fishing season. To satiate our curiosity we have done some digging on how many graduates are still out there looking for jobs.

It’s not an easy question to answer, surely if the majority of graduate programs have closed then why are graduates still looking? It seems that due to the highly competitive nature of Grad Recruitment in Australia, careers fairs are very early in the year and application closing dates can be too soon for many would be graduate job hunters. If you compare Australia to New Zealand, many of the larger companies in New Zealand have only just started their graduate recruitment campaigns in the last month (May).

Graduates are still looking online

It has been interesting to see that traffic to our site has only reduced slightly from the peak job hunting times of the year in March and April and from what we have seen there is still a huge amount of activity on the search engines from grads looking for jobs. 100,000 job related searches in a Month when many of the major graduate programs have closed their applications means many organizations missing out on extra good quality candidates as well as a lot of grads picking through a diminishing amount of graduate programs.

Careers fairs may have been a catalyst that has sparked off the interest for grads to start thinking about jobs potentially due to the fact that a few grads out there are regretting finding out about them too late to take action. I think we are predicting that after the current exam period is over there will be a large spike in the number of grads out there searching for jobs.

Do you want these grads?

You may think ‘if they aren’t organized enough to follow my organizations recruitment process throughout university or attend their university’s careers fair than they’re not the sort of candidates we’re looking for anyway’, but that’s probably a bit harsh considering the grads aren’t graduates yet and still have a whole year of university to get through in what is considered their most important year. Put yourself in the graduates shoes for a minute, it’s not easy to kick off the year by getting into your classes and simultaneously thinking about next year’s job options when you’ve barely opened a text book.

The trends in the graduate job hunter space are extremely interesting and we will be keeping an eye on them closely and reporting back with updates throughout the year, there are some awesome new tools coming online such as the Google Zeitgeist suite so get on and check it out and see if this is going to allow you to change the way you do things at your organization or whether the crab fishing model of graduate recruitment is the one for you.

Contact GradConnection

Well last week we ended up catching up with Richard McGowan who has had a diverse career starting out as a journalist with a small paper in rural Australia. We got to talking about work experience and he brought up an interesting point between his days as an entry level journalist and today’s work environment.

Richard had an interesting point about what it was like when he started working as a journalist compared to how they are these days. His first role was working as a crime reporter in Newcastle where he would write stories and then dictate them by phone to typists in the Sydney office. When back at the office there was a lot of activity with runners zipping messages to different parts of the organisation, the manual processes, and lack of technology means that there was a lot to see and experience in the work place.

Today’s Graduate Working Environment

These days most offices are a lot more generic due to the wide spread use of computers in the modern office. This means that generally graduates across industries will start their careers in very similar physical environments regardless of whether they’re an engineer, accountant, IT specialist or a journalist. This means because everything from a graduates work to communication both internally and externally is often done in one form or another by their computers, whether it be Outlook, Word, instant messaging, etc. Therefore a big differentiator for your organisation over your competition is what your organisation allows employees to do on the internet while at work.

Social Networking sites used by Graduates

Banning sites like Facebook, Twitter and Gmail is becoming common in today’s workplace and the usual reasons are to protect sensitive data and reduce anything that impedes productivity amongst staff.

Almost 3000 graduates told us the social networking sites that they would like to see in the workplace as shown in the graph below:

Workplace Internet Leisure Browsing

There have been some interesting studies that have shown that ‘Workplace Internet Leisure Browsing’ or WILB as it is now known has been believed to actually increase productivity in staff who are able to use these leisure sites while they are at work. There is an interesting article you can read about this from the daily mail here.

From what we’ve seen, the graduates visiting our website have overwhelmingly outlined that they value the use of websites they use socially outside of work. This is an area worth investigating to inform your graduates on how the internet can and should be used at your organisation and why these rules are in place as the grads come on board, as up until this point they have no doubt been able to do whatever they like online whenever they want to.

Internet access may seem trivial, but to your average gen-yer graduate not having access to your Facebook, gmail and Twitter accounts can feel like losing your 6th sense.

Well its been just about 2 months since the main careers fair season has ended for 2009 and last week we received an interesting email provided by the Australian Association of Graduate Employers (AAGE). For the first time ever the AAGE has analysed attendances at the careers fairs that have been held at universities across Australia.

Careers Fairs Statistics

The report has given us some interesting stats about the amount of organisations looking to hire graduates as well as which universities seem to be the most popular amongst graduate employers.

• 596 different organisations attended careers fairs in 2009 – most were companies that are recruiting directly but there are a small number of Associations and other organisations (like us) that do not directly employ graduates.

• 40 careers fairs were held nationwide – between 3rd March and the 8th of April. An interesting point to note is that some of the major graduate programs closed their applications before the end of the careers fair season meaning many of the Queensland careers fairs aren’t utilised by some organisations’ graduate recruitment drives.

• The most careers fairs attended by one organisation was 35 out of 40 and on average organisations attended 4.25 careers fairs each.

Careers Fair Attendance Spread

Another interesting stat was the amount of careers fairs that were attended by employers, with nearly half attending just one university careers fair.

• 70 organisations attended 10 or more careers fairs; We think this stat shows that even though the economy is not in the best shape there are still a large number of organisations that are looking to hire substantial numbers of graduates from all over Australia.

• 248 organisations attended between 2 and 9 careers fairs; this seems to indicate that there are a serious amount of organisations at the state level that are on the hunt for good graduates for midsized graduate programs and smaller amounts of graduate jobs.

• 278 organisations went to only 1 careers fair; it’s interesting to see that there are a large number of presumably smaller employers that are actively getting out and promoting themselves in the graduate market.

Careers Fairs By State

In terms of employers, it appears that the Victorian university careers fairs are most popular to attend with an average of 76 organisations attending. The University of Melbourne took the honours of having the most graduate employers attend their careers fair in 2009 with 146 employers.

• Western Australia – total of 4, biggest fair was Curtin with 106, average was 65 graduate employers per careers fair
• Victoria, total of 8 – Biggest was Melbourne Uni with 146, average was 76 graduate employers per careers fair
• South Australia – total of 6, biggest was Uni of South Australia with 89, average was 48 gradaute employers per careers fair
• New South Wales – total of 10, biggest was UNSW with 118, average was 65 graduate employers per careers fair
• Queensland total of 9 – biggest was Uni of Queensland with 137, average was 63 graduate employers per careers fair
• Tasmania – one fair only with 43 graduate employers attending
• Northern Territory – one fair only with 37
• Canberra – one fair only combining 3 universities of students with 68 graduate employers attending

Our Experiences at University Careers Fairs 2009

It was our first time out on the campaign trail and we attended 15 careers fairs in Perth, Melbourne, Sydney, Newcastle, Brisbane and Canberra. The best fairs that we attended in terms of layout and the amount of grads we spoke to were probably the NSW Big Meet and the Monash Careers Fair, even though Monash was 6 hours long! We have to give an honourable mention to the Queensland fairs we attended due to the fact that it gave us a good excuse to go to Dreamworld : )

2010 Careers Fairs and Beyond

It would be interesting to compare next years careers fair attendances with that of 2009. Anecdotally we have heard that a lot of employers pulled back on the number of careers fairs they attended in 2009 but we are unable to come to any measurable conclusion.

We were generally surprised to see the number of graduate employers that went to only 1 careers fair, evidence of very targeted graduate attraction marketing. Are companies going to continue with the shot-gun approach to graduate recruitment? Or are we going to see careers fairs continue to be come more localised?

We have heard the figure that 1 in 4 final year students attend their university careers fair but this figure is subject to verification. Can anyone shed light on the percentage of grads that attend these fairs and whether or not this has increased or decreased during tense economic times?