Fewer than one in 10 graduate employers say type of university important – poll
The majority of employers do not look for a graduate to have studied at a particular university when hiring, a survey has suggested.
Fewer than one in 10 British employers said the type of university which graduates attended was an important factor in the recruitment process, according to a poll by CBI Economics.
Employers tend to value a graduate’s skills, the subject they studied, and vocational experience gained during their degree over the institution they studied at, the report found.
Anticipation
It comes as students across England, Wales and Northern Ireland are due to receive their A-level results on Thursday and make decisions on where and what to study next.
The poll of 252 UK employers found that the most important characteristic in the graduate recruitment process was their enthusiasm and attitude towards the role (chosen by 68%).
This was followed by skills and competencies other than academic knowledge (55%), subject studied (52%) and vocational and industry experience (42%).
Graduate employers across a range of industries were asked about what factors they considered most important when hiring graduates.
The survey commissioned by University Alliance, which was carried out online in April, found only 15% of employers said the grade obtained by the graduate was the most important factor.
The least important factors in determining success in the jobs market were specific projects completed during the degree (4%) and which type of university the graduate studied at (8%).
The report suggested that 85% of graduate employers believe vocational experience enhanced performance at the interview stage.
Implications
In a foreword to the report, Labour former education secretary Lord Blunkett said: “The findings underline how employers value the importance of practical skills and relevant work experience that graduates may undertake as part of their course, and how, in the eyes of employers, that gives them the edge in the contemporary job market.
“Contrary to popular narrative, the findings also indicate employers do not value the perceived prestige of certain institutions ahead of other factors, such as practical experience in the workplace as part of the degree, and the type of course studied.
“This has significant implications for graduates, educational institutions, and employers alike.”
Professor Jane Harrington, vice chancellor of the University of Greenwich and chairwoman of University Alliance, said many applicants often feel anxious about making the right choice of university or course.
She said: “I hope the data in this report goes some way towards helping them make informed decisions, but also to reassure them that employers take a holistic view of graduate applicants and that their career won’t be made or broken based on university choice or grades.”
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This is obvious. When sorting applications one first divides into the possible for the job (studied the right subjects and perhaps has some relevant skills) and the impossible – did not study the right subject. Once that division is made then one looks more closely at the possibles which will then include, as one of many variables, which university the applicant went to. The higher the paid job, the more attention will be paid to which Univesity…
There seems to be a few things missing in this research. Despite moves to the contrary employers still recruit in their own image. Interviewers like people who look, sound and behave like them. Similarly the more people who have degrees the greater the importance of networking and nepotism in securing the job. Its often who your parents are or know rather than your academic performance.
Maybe even less care a hoot if future employees even went to university in the first place.
Depends on the roles to be filled. Smart employers with some kind of coherent plans for their future find it better to recruit at A level standard and fund apprenticeship programmes which will include block release or part time uni education. It eases the burden of excessive costs on the recruits who tend to reciprocate with a worthy learning effort. Older entrants could retrain or upskill via a similar channel.