Recruitment And Selection Methods For Graduates In The UK Market

Current market place for graduate employment opportunity in the UK market

Organisations need to ensure that a proper recruitment and selection method is developed so that they can identify talents that exist in the market. At the same time, it is necessary to analyse the number of people that are graduating from different colleges and universities that seek employment in these sectors. According to Beck, Davis and Freeman (2015), current report has stated that over 800 seats were left vacant that had graduated in the last year. The report sheds light on the current business scenario that exists in the United Kingdom and the manner in which these vacancies can be fulfilled so that every company can provide employment to the graduates.

Thereby, developing a proper recruitment and selection method is important for every company to analyse the pros and cons of the business process. The focus is more on the UK market and the manner in which the employability in the UK have affected the rate of graduates per year. Comparison is made between the graduates belonging to the native country and the candidates that come from abroad to seek employment as well as jobs in the UK market. The recruitment policies are highlighted so that the organisations can employ the graduates every year.

Current market place for graduate employment opportunity in the UK market

As per the reports of Jowett et al. (2014), it has been see that the economy of the UK is considered as one of the top five economies in the world. The GDP of the country amounts to over $2.5 trillion. The majority of the UK GDP receives contribution from the service sectors as the employability rate in these sectors are more than in any other sector. Thereby, it can be said that the rate of unemployment graduates in the UK is stable at about 6.5% of the total economy. Despite the favourable results for the graduates, reports have been received over the failure to provide over 800 graduates with proper jobs related to the field of study.

The growth of the unemployment rate is mainly due to the push received from the economy. According to Kamer?de and Richardson (2017), the growth result has grown to about 75% that comprises of graduates of both the genders. It has been seen that the time in focus have seen the growth rate of the female graduates have seen a significant improvement. During the same time, the male candidates have risen to about 81%, which has suggested that the growth rate of genders have been high.

Focus on opportunities for different job positions in the UK market

Therefore, the graduates in the UK have seen a steep decline in the chances of employability. At the same time, Bolden (2016) stated that analysis suggests that only 37% of the graduates have received jobs that pertain to the subject matter of the study. At the same time, the rate of earning of the graduates has been less as compared with the rate of earning of people more highly qualified. The average starting salary of the graduates irrespective of the level of skills is about £21,145. However, there are variances in the starting salary from one region to another that contributes to the high rate of unemployment among the graduates in the country. People residing in the London area receive a salary starting from £23, 067; on the other hand, people residing in the Northern side of the country receive £19,098.

The most important challenge that is faced by the local residents of UK is the fact that the foreign students studying in the UK often beat the local people to the industry. This may be due to the fact that the level of skills of the foreign people are more than that of the local people. Apart from this, most organisations seek to maintain a cultural diversity so that the business can be developed. Björklund, Jäntti and Nybom (2017) stated that the ethical constraints that an organisation need to mitigate forces the managers to provide employment to the foreign students ahead of the UK students. Latest survey has shown that the UK is considered as the country that provides a high rate of employment to the foreign graduates. The latest technologies that are developed in the country and the ample vacancies provide the companies with the necessity to seek employment of foreign individuals as well. Hence, the talented individuals can get the required exposure to work in the company.

Focus on opportunities for different job positions in the UK market

After the analysis of the difference between the generations, the focus can be shifted to identify one job position for the graduates. It can be seen that it is a tough task to find a dream job in the UK. According to Drydakis (2015), graduates with the degree of Human Resource Management, fall the biggest victims of job in the UK. This is mainly because of the fact that the requirement for the post requires experience as well as a major degree on the subject. About 1% of the graduates pursuing the subject can get a job in small-scale organisations. Hence, it can be said that the scope of being employed as a graduate Human resource Manager in the UK is less.   

Human resource planning and resource required to fill the vacancy

The UK market provides an advantage of employability low-paid workers. The graduates on the other hand, seek high pay employment and thereby consider moving out of the country. This drains the economic strength of the country and provides more vacancies and opportunities for the foreign graduates. Therefore, the role of the human resource departments in organisations need to be such that the brain drain can be prevented and more opportunities can be provided to the graduates to improve. Hence, according to McCollum and Findlay (2015), the requirement policies of the organisation need to consider providing an internship programme so that the graduates can gain some level of experience before completing the course. This can improve the opportunities of being employed in different sectors.

Human resource planning and resource required to fill the vacancy

After analysing the opportunities that the graduates possess in being recruited in the UK market, it can be said that the organisations have certain duties to ensure that the recruitment of the graduates are done in a proper manner. This includes, following a proper recruitment policy that takes into account the ethical considerations of employing people based on any ethnicity and level of educational qualification. At the same time, Millard (2015) was of the opinion that organisations need to consider the demands of the graduates and form policies that adhere with the employability standards. The recruitment polices can be different in every organisation and it is needed that every employee understand the capability and need before employing a candidate.

The younger generation have an opportunity to choose the type of job they intend to do. The recruitment need to be such that the managers of the organisations identify the retiring people and the talents that need to be fulfilled. According to Eysenck (2017), the opportunities that are provided by the organisations are mainly based on the expectations they have from an employees. It has been seen that the rate of employment of graduates are on the decline mainly because organisations look for experienced candidates. With the passage of time, the expectations of the generations also take a massive turn. The difference that can be seen between generation X and generation Y provides a detailed description of the changes and expectations from the point of view of the candidates and the organisations (Lindsay et al. 2016).

The resources required to fill the vacancy includes proper marketing research. This is needed so that talented candidates can be identified and use to fill the gap left by the retiring people. According to Atkinson and Storey (2016), one such policy of recruiting candidates can be by visiting the universities. The graduates can provide on-campus interview to the managers and based on the interview they can be selected for the particular position. This can be effective because the managers of the organisation can interview candidates based on the position that require to be filled. At the same time, the graduates pursuing a particular course can give interview based on the subjects that are being studied. Statically, the rise of the level of employment among the graduates pursuing a subject like Human Resource Management can increase significantly from 1% to 5%.

It is also necessary the organisations maintain a proper recruitment window in which they can recruit the graduates (Burrell 2016). The fresher candidates can be provided with an opportunity to receive training from the experience candidates and based on the training can develop themselves in the organisations. This can provide them with an opportunity to gain experience and increase the chances of being employed in other companies with experience. It can also increase the rate of employability of the graduates and therefore, the economic growth of UK can improve.

Recent analysis has shown that in the recent years, labour workers have entered the UK in abundance. Despite this the rate of employment, particularly for the graduates have remained constant. The low rate among the native people is mainly because of the fact that most people look for job opportunities in the country with a steady pay. They have certain notions that need to be fulfilled while trying to get the job. Hence, as stated by Joseph and Schmuecker (2014) it can be said that organisations looking to recruit graduates need to employ proper recruitment method so that they provide equal opportunities of selection for all graduate students.

The salary is also another factor that needs to be considered by the organisations. It has been seen that people residing in the London region receives more salary than in other cities. As stated by Morey (2015) this act as a psychological constraint for the graduates from these areas finds it difficult to acknowledge the fact that similar efforts in terms of education are rewarded differently. Therefore, this can be considered as another aspect that organisations need to implement in the recruitment policy. Although this may not be a solution for the retaining the majority graduate members, it can act as a starting point to ensure that the rate of non-employability among the graduates are controlled (Björklund, Jäntti and Nybom 2017).

At the same reports from Revelle (2017) states argument can be made that the scope of being employed as finance manager or any financial position is more for the graduates. This is mainly because the basic financial calculations that are required predicting the budget of a company are taught at the graduation level. This makes it easier for the graduates pursuing financial studies to seek employment ahead of graduates pursuing other subjects. Reports have shown that about 52% of the graduates are employed in the financial sectors to provide an analysis of the budget and other financial transactions within the organisations (Cheung and Phillimore 2014). The small-scale sectors provide more opportunities to the financial graduates than the large multinational. In this regard, it can be said that the recruitment and selection of the financial graduates need to improve based on the type of job available in the companies.

Hence, a summary can be provided that highlight the type of job preference of the candidates. The considered factors affect the loyalty as well as the expectations of the candidates. The recent graduates have a high level of competition among one another due to the rising pressure of economy. The earlier generation did not have such competition and due to this, a severe difference between the two generations can be seen. According to Larsen et al. (2017), the needs and expectations of sthe graduates can be used to verify the exact requirements of the organisations. The terms and conditions that are provided to the graduates are no always favourable. Hence, it can be said that the organisations as well as the choice and expectations of the graduates are responsible for the decline of employment rate of the graduates.

Table: Factors affecting the choices of job among employees

At the same time, Bonoli (2017) is of the opinion that internships can be provided to the graduates so that they can understand the method of working in the big organisations. This can provide the graduates with an opportunity to seek future employment in the organisation. The organisations need to follow a policy of recruitment wherein they can analyse the talents of each of the applicant before judging their suitability for the organisations. It may so happen that the talents possessed by the graduate candidates are more than the talents of the people completing the masters. Therefore, employment opportunities can be provided to the people that possess talents based on the knowledge as well as the skills (Hardgrove, Rootham and McDowell 2015). This can help organisations maintain ethnicity in the business.

Some of the ways by which employment can be increased by organisations is by ensuring that proper recruitment techniques are followed. One such recruitment technique that can be followed is by identifying people from social media (Ruhs and Vargas-Silva, 2014). For example, managers of organisations can scan the external environment to identify ways by which they can improve their productivity. They can do so by using job portals to search for potential talent in the business market. With the help of job portals, graduates and postgraduate people can be identified and be involved in the business sectors for its expansion. Hence, this can be considered as one of the effective ways to identify talents in the business.

Conclusion

Therefore, it can be concluded that finding a job in the UK market may be as hard as in any other country. The graduates in the UK market need to ensure that they follow proper policy related to the opportunities of being employed. The organisations need to understand the needs and expectations of the graduates and provide provisions so that the recruitment can take place in a fair manner. At the same time, it can be said that the organisations can provide internship opportunities so that the graduates can get employment in the larger organisations and improve the rate of employment in the UK economy.

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