Category: Graduate Jobs

If your child has graduated with a 3rd class degree, you might be concerned about how this will affect their graduate job prospects. 

In today’s competitive job landscape, it’s understandable to worry about the implications of academic results. However, it’s crucial to recognise that work experience can play a significantly more influential role in securing employment than degree classification.

Here’s how emphasising work experience can help your child navigate the job market and carve a successful career path.

The Critical Role of Practical Experience in Today’s Job Market

If your child graduated with a 3rd class degree and they do not have any work experience, they will likely struggle to get a good graduate job. However, they can transform their chances with relevant work experience. 

In the current job landscape, the value of practical experience cannot be overstated.

A survey by the National Association of Colleges and Employers (NACE) revealed that 91% of employers prefer their candidates to have work experience, and 65% of them prefer this experience to be relevant to the field. 

This indicates a clear preference for candidates who can demonstrate the application of their skills in real-world settings, often placing this criterion on par with, or even above, formal academic achievements.

Encouraging your child to seek internships, volunteer positions, part-time jobs, or freelance projects related to their field of interest is more than just advice; it’s a strategic move towards enhancing their employability.

The LinkedIn 2019 Global Talent Trends report highlights that real-world experience is a key differentiator in the hiring process, providing tangible evidence of a candidate’s skills, work ethic, and commitment to their profession.

If your child has got, or can get experience and demonstrable skills within Digital or Technology they will bolster their chances of success even further. 

The power of a strong portfolio

A solid portfolio of experience stands as a pivotal differentiator in the competitive graduate job market. 

Essentially a portfolio demonstrates the skills of the candidate more than a degree grade can. 

For example, consider the case of Alex, a computer science graduate with a 3rd class degree. By strategically compiling a portfolio that included his role as the lead developer for a non-profit’s website, his contribution to open-source projects, and a series of freelance app development gigs, Alex not only demonstrated his technical skills but also showcased his commitment, problem-solving capabilities, and ability to work in diverse teams. This portfolio played a crucial role in securing his position at a tech startup, even though he was competing against candidates with higher degrees.

To effectively build such a portfolio, it’s essential for your child to document every experience, emphasising the skills developed and the impact of their work. 

Moreover, a portfolio with a breadth of experience reflects adaptability—a trait highly valued in today’s fast-paced work environments. 

The Need for a Network 

Building a strong professional network is especially crucial for individuals with a 3rd class degree aiming to secure a job in their desired field. 

A strong network provides access to industry insiders, potential mentors, and a wealth of unadvertised job opportunities often referred to as the “hidden job market.” 

For instance, it’s through these networks that someone can be recommended for a position that perfectly matches their skills and experiences, bypassing traditional recruitment barriers, or being screened out automatically. 

Furthermore, a recommendation from a trusted professional within the network can greatly enhance credibility and distinguish a candidate from the competition, highlighting their practical skills, adaptability, and soft skills that are increasingly sought after by employers today.

Continuous Learning and Skill Development

Emphasise the importance of continuous learning to your child. Encourage them to pursue online courses, and certifications, attend workshops, and engage in professional development opportunities relevant to their career interests. 

This commitment to growth demonstrates to employers that your child is genuinely interested in their field and motivated whilst also being capable of overcoming challenges, including any perceived limitations of their degree classification.

Conclusion

While a 3rd class degree might initially seem like a hurdle, work experience can significantly elevate your child’s job prospects. Ultimately, employers care about hiring the best people with the right attitude and set of skills to do the job well. A degree is only one indicator of this. If your child experienced extenuating circumstances during their studies, encourage them to disclose this in their applications to avoid being screened out. Also, as mentioned in this post, not all jobs are advertised, help them build up a professional network to identify hidden job opportunities that won’t be as competitive and ask for referrals from professionals who have seen their portfolio/skills to help them land good jobs despite not having a 2:1 or 1st class degree. 

How we can help 

We are the UK’s leading graduate career coaching company. We have helped over 5000 students and graduates land graduate-level jobs and boost their career development with our expert career advice. Get in touch to find out how we can help your son or daughter. 

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In today’s competitive graduate job market, many parents and graduates are facing a tough reality: a first-class degree no longer guarantees an easy or quick transition into a graduate-level job. 

Despite the hard work, dedication, and academic excellence demonstrated by achieving the highest possible honours, many graduates find themselves struggling to secure employment. 

Let’s explore why a first-class degree, though valuable, might not be the only ticket to job success and what graduates can do to enhance their employability.

The Oversaturation of the Job Market

The job market has experienced a significant transformation, becoming increasingly saturated with highly qualified candidates. This shift is highlighted by the fact that university attendance rates have soared over the past few decades.

In the UK alone, higher education participation rates among young people increased from 39% in 2000 to over 50% by 2020, according to the Department for Education.

As a result, the possession of a first-class degree, while still commendable, has evolved from a rare distinction to a more common achievement among graduates.

Employers are increasingly valuing diverse skill sets and practical experience in their hiring processes. 

A survey conducted by the Society for Human Resource Management (SHRM) revealed that 92% of employers consider soft skills equally or more important than hard skills. 

Furthermore, a LinkedIn Global Talent Trends report indicates that 80% of recruiters believe behavioural skills will be most important for future job success, underscoring the shift towards more holistic candidate evaluations. 

The Growing Importance of Soft Skills in the Modern Workplace

In today’s rapidly evolving workplace, the significance of soft skills has never been more important.

As businesses face unprecedented changes and the integration of digital technologies accelerates, the demand for employees who possess strong interpersonal, communication, teamwork, adaptability, and problem-solving skills is skyrocketing. 

These soft skills are essential for navigating the complexities and dynamic nature of today’s workplace.

The emphasis on soft skills reflects a broader shift in the labour market, where technical expertise alone no longer suffices. The World Economic Forum’s Future of Jobs Report highlights that skills such as critical thinking, creativity, and emotional intelligence will rank among the most sought-after by 2025. This trend is fuelled by the growing automation of routine tasks, which places a premium on human-centric skills that machines cannot replicate.

Moreover, a survey conducted by the National Association of Colleges and Employers (NACE) underscores this shift, revealing that more than 80% of employers now prioritise soft skills when making hiring decisions. 

While technical skills may get someone in the door, soft skills are what enable them to collaborate effectively, lead teams, and drive innovation within an organisation.

Experience is vital

Work experience, internships, and extracurricular activities play a significant role in job selection processes. 

These experiences demonstrate to employers that a candidate can apply their knowledge in real-world settings, handle workplace challenges, and integrate into team environments. 

According to a report from the Institute of Student Employers (ISE), over 70% of employers believe work experience is a significant factor in hiring decisions, often placing it above academic qualifications.

Networking plays a key role in turning a degree into a career

While a first-class degree reflects academic excellence, the role of networking in the job search process is critical for getting a job.

It’s through these professional relationships that graduates can uncover opportunities, receive referrals, and gain insights into their desired industries, thereby significantly enhancing their employability and chances of securing a job in a competitive market, where not all opportunities are advertised.

Conclusion

While a first-class degree is an impressive achievement, the job market demands a more holistic view of a graduate’s overall capabilities. 

To complement their stellar academics, graduates need to focus on building a well-rounded profile through developing skills that are in demand and by understanding the changing needs of the job market. 

As parents, understanding that their degree alone will not guarantee a good graduate job in this climate and supporting them through the graduate job application process can make all the difference in their transition from academia to the professional world. If your child has been struggling to land a graduate job, do not hesitate to contact us. We can help to get a good graduate-level job.

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Transitioning from the world of academia to the realm of work is a big leap. However, the good news is that the journey from campus to career is trodden by many before you, and there are plenty of strategies to ensure you make this transition smoothly and successfully. 

Let’s explore how you can leverage your university studies to secure that dream job and climb the career ladder!

Develop a Professional Mindset

First and foremost, start thinking of yourself as a professional from your university days. Engage in activities that enhance your professional demeanour. This could be anything from taking on a leadership role in a student organisation, volunteering in your field, or undertaking part-time jobs related to your career aspirations. 

These experiences enrich your CV as well as give you a practical edge in understanding workplace dynamics.

Build Your Network

Networking isn’t just a fancy term for adding people on LinkedIn—it’s about forming genuine relationships that can provide support, advice, and opportunities throughout your career. Start building your network with professors, guest lecturers, alumni, and peers. 

Attending industry conferences, seminars, and career fairs sponsored by your university can also be incredibly beneficial. The key here is to maintain these connections even after graduation; you never know when a simple “hello” might lead to a job offer.

Master the Art of Applying Your Knowledge

Theoretical knowledge is great, but the ability to apply this knowledge in practical, real-world situations is what will set you apart. It’s a good idea to participate in case competitions, complete internships, or engage in academic research that requires practical application of your studies. 

The really great news is that you can also use invaluable online services like Save My Exams for brushing up on essential skills, and for revising and testing your knowledge under exam conditions, which can mimic the pressures of real-life problem-solving in a job.

Embrace Additional Learning and Development

In today’s fast-paced world, continual learning is key. Take advantage of online courses and workshops to enhance your skills beyond your university curriculum. Topics such as data analytics, digital marketing, or even project management tools like Scrum and Agile can be immensely useful, depending on your field. 

Many employers appreciate the drive for ongoing education as it shows initiative and a commitment to your professional growth.

Utilise Your University’s Career Resources

Most universities offer a wealth of resources through their career services department, including CV workshops, mock interviews, and career counselling. 

These services are often underutilised by students, yet they offer a direct link to industry insights and job-seeking skills that are crucial for new graduates. Make sure you’re making the most of the help available to you right on campus.

Gain Experience through Internships and Placements

If there’s one golden ticket to increasing your employability, it’s gaining relevant work experience. Internships or placement years can provide a foot in the door to many industries, offering hands-on experience that is highly valued by employers. These opportunities also allow you to test out a career path and see if it’s the right fit before committing long-term. 

Beyond the direct experience, internships can help you build professional relationships and develop a network of contacts that could be invaluable when you start job hunting. They also allow you to apply theoretical knowledge in real-world settings, which can greatly enhance your understanding and retention of what you’ve learned in university. 

Moreover, many companies view successful internships as extended job interviews and often offer full-time positions to those who impress.

Understand the Industry You’re Entering

Knowledge is power, and understanding the sector you wish to enter is crucial. Keep up to date with industry news, challenges, and innovations. This not only helps during job interviews but also prepares you for a smoother transition into your new role. 

Knowing the latest trends and key players in the industry can significantly boost your confidence and credibility, demonstrating to potential employers that you are not only well-prepared but also genuinely interested in making a meaningful contribution to their team

Showcase Your Soft Skills

Employers look for more than just technical skills and good grades. Soft skills like teamwork, communication, problem-solving, and adaptability are often what differentiates a good candidate from a great one. 

Reflect on your group projects, extracurricular activities, and even university assignments to find examples where you have demonstrated these skills. Be ready to discuss these experiences in interviews to show how well-rounded your qualifications are.

Prepare for the Long Haul

Remember, landing a job is not the end but the beginning of your career journey. Be prepared for setbacks and rejections, as they are part of the process. Stay resilient, keep learning, and be open to feedback. Each experience is a stepping stone to better opportunities.

Leverage your time at university to gain a degree and build a foundation for a successful career. By developing the right skills, networks, and mindset, you can ensure that your transition from campus to career is successful and rewarding. 

Here’s to your future at the intersection of education and professional success!

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Small and Medium Enterprises (SMEs) are businesses that maintain revenues, assets, or a number of employees below certain thresholds. 

The exact criteria can vary between countries, but they generally include companies with fewer than 250 employees. These enterprises are crucial to the global economy, representing about 90% of businesses and more than 50% of employment worldwide.

The Importance of Sustainability in SMEs

In today’s business environment, sustainability has moved from a nice-to-have to a must-have, especially for SMEs. 

Sustainable practices not only reduce environmental impact but also enhance business resilience, open new markets, and improve relationships with stakeholders. 

For SMEs, integrating sustainability can lead to cost savings through more efficient use of resources and can attract increasingly conscientious consumers.

Career Opportunities for Graduates

For graduates, SMEs offer a unique arena to engage directly with sustainability initiatives. These enterprises are often more agile than larger corporations, allowing for more hands-on experience in a variety of roles that might not exist in larger settings. 

Graduates can influence significant changes in practices, contributing to the company’s sustainability journey and gaining valuable experience in strategic sustainable development.

The Importance of Sustainability in SMEs

Strategic Sustainable Development

Strategic Sustainable Development refers to a structured approach to integrating sustainability into the core business strategies of an organisation. 

This method involves not just adhering to environmental standards but also foreseeing long-term sustainability goals and aligning them with business operations. 

For SMEs, this could mean adopting sustainable sourcing practices, reducing waste, or implementing energy-efficient technologies.

Why Sustainability is Crucial for SMEs

Sustainability is essential for the survival and success of SMEs. It helps mitigate risks associated with resource scarcity, regulatory compliance, and changing consumer preferences. 

Sustainable practices ensure that SMEs can continue to operate and grow in an increasingly resource-constrained world, thereby ensuring economic stability and securing long-term profitability.

Benefits of Sustainability Practices for SMEs and the Environment

Adopting sustainable practices offers multiple benefits for SMEs:

• Economic Benefits: Reducing energy consumption and waste can lead to significant cost savings. Sustainable practices can also open up new markets and customer segments for SMEs.

• Social Benefits: Companies focusing on sustainability tend to see improvements in employee morale and retention. They are also more attractive to job seekers, particularly millennials who prioritise sustainability in their job search.

• Environmental Benefits: By reducing their environmental footprint, SMEs contribute to the preservation of ecosystems and the reduction of greenhouse gas emissions, helping combat global challenges like climate change.

Career Opportunities in Sustainable SMEs

Types of Roles Available for Graduates

Graduates interested in sustainable SMEs have access to a diverse range of roles tailored to promoting environmental stewardship and sustainability within business operations. 

Positions such as Sustainability Coordinators manage the implementation and reporting of a company’s sustainability initiatives.

Environmental Analysts play a critical role in shaping the environmental strategy through meticulous research and analysis. 

Supply Chain Managers focus on enhancing the sustainability of procurement and logistics, often by sourcing eco-friendly materials and managing sustainable supplier relationships. 

Marketing Specialists are tasked with crafting a compelling narrative around the company’s sustainable practices and products, helping to strengthen the brand’s appeal in a competitive market.

Skills and Qualifications That Are Particularly Valuable

Achieving success in the field of sustainable development within SMEs demands a unique combination of skills and qualifications. 

A robust educational background, ideally featuring a sustainable development course, is highly valued as it provides the theoretical and practical foundation necessary in this sector. 

Analytical skills are crucial for effectively evaluating environmental performance and sustainability metrics, helping businesses monitor and refine their strategies. 

Project management skills are also essential, as they allow professionals to lead and execute sustainability projects successfully, often within the constraints of limited budgets and tight timelines. 

Strong communication skills are indispensable for promoting and articulating sustainability initiatives, ensuring these practices are well-integrated into the broader business strategy and understood by all stakeholders.

Emerging Trends in Sustainable Practices Within SMEs

The landscape of sustainability in SMEs is continually evolving with several emerging trends. 

The adoption of circular economy principles is becoming more prevalent, helping businesses improve resource efficiency and reduce waste. Investments in green technology, including renewable energy and eco-friendly manufacturing processes, are on the rise. 

There is a growing emphasis on Corporate Social Responsibility (CSR), with companies increasingly engaging in initiatives that benefit their communities and build a positive social impact.

Navigating the Job Market

How to Find Sustainable SMEs Hiring Graduates

Identifying and securing a position in a sustainable SME requires a targeted approach. Job seekers should focus on specialised job boards that cater to green careers, as these platforms are likely to list opportunities in environmentally conscious companies. 

Visiting company websites can also be fruitful, particularly those known for their commitment to sustainability, as they often post job openings directly. 

Social media and professional networking sites offer another avenue for job seekers to connect with companies and learn about new opportunities.

Networking: Events and Conferences

Networking is invaluable in the sustainability sector. Attending industry-specific events and conferences provides a platform for graduates to meet professionals and leaders in the field, gain insights into the latest trends, and discover potential job opportunities. 

These events are often the nexus for discussions on the future of sustainability and can provide a wealth of knowledge and connections.

Crafting a Resume and Cover Letter 

When applying to roles within sustainable SMEs, it’s crucial for candidates to tailor their resumes and cover letters to highlight relevant sustainability experiences and skills. 

This includes detailing specific projects or initiatives they have been involved with that demonstrate a commitment to sustainability practices, as well as any relevant coursework or certifications.

Future Outlook and Advancements in Sustainability

Innovations and Future Trends

The realm of sustainable development is witnessing rapid advancements, driven by innovation and a growing commitment to environmental stewardship. 

SMEs are at the forefront of these changes, increasingly adopting technologies such as artificial intelligence and the Internet of Things (IoT) to enhance energy efficiency and reduce operational costs. 

Biodegradable materials and zero-waste processes are also gaining traction, reshaping production models to be more eco-friendly. 

The integration of green building practices and sustainable architecture into business premises reflects SMEs’ dedication to reducing their carbon footprints.

Career Opportunities in the Future

As sustainability becomes more embedded in the core operations of SMEs, the demand for professionals skilled in these areas is expected to rise. 

Future career opportunities in sustainability are likely to be diverse, spanning areas such as renewable energy management, sustainable supply chain logistics, environmental compliance, and corporate responsibility. 

These roles will not only require technical knowledge and skills but also a creative and innovative mindset to drive continual improvements and adapt to evolving environmental standards and consumer expectations.

Wrapping Up

Pursuing a career in sustainable SMEs offers graduates a unique opportunity to be at the forefront of innovative environmental practices while contributing significantly to the global sustainability effort. 

These roles not only promise a fulfilling career but also play a critical part in shaping a sustainable future for businesses and communities alike. 

Graduates are thus encouraged to embrace the dynamic and impactful world of SMEs, where their skills can lead to meaningful change and lasting benefits.

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Parents play a crucial role in supporting their graduates through the job search process. Understanding the nuances of the current graduate job market can significantly enhance your ability to support them. Here are some key points parents should be aware of:

1: It’s a Highly Competitive Environment

The graduate job market is more competitive than ever, with a high number of graduates vying for a limited number of positions. This competition is exacerbated by the ongoing influx of international graduates. 

To illustrate the extent of the competition, approximately 2 million graduates are searching for jobs at any point. There are only 17,500 new graduate jobs in any given month (compared to 25,000 a month five years ago).

2: Work Experience is Essential (not a nice to have) 

A degree alone is not enough. Employers increasingly value practical work experience alongside academic achievements. Graduates who have completed internships, placement years, or even part-time jobs in their field have a competitive edge. 

Even if your son or daughter went to a top university and secured a 1st class degree, if they do not have work experience they will most likely struggle to land a graduate-level job. 

3: Soft and hard skills are vital 

Simply put, employers are looking for highly skilled candidates with the potential to continuously grow and develop, not academics. 

Your son or daughter MUST demonstrate and articulate their skills on their CV and in interviews. 

Beyond technical knowledge, employers are looking for soft skills such as communication, teamwork, and problem-solving. These competencies are often evaluated through the interview process and can be decisive factors in hiring decisions.

The learning doesn’t stop at graduation. Emphasising the importance of lifelong learning and staying current with industry trends can help graduates remain competitive.

4: Digital Proficiency and Online Presence

There is a significant demand for graduates in the IT sector. Graduates with skills in Software Engineering, or Digital marketing for example are more likely to successfully land a good graduate job. Encourage your child to learn how to code and to take some online courses in digital marketing.  

A professional online presence (such as an optimised LinkedIn profile) is essential. Graduates should be adept at using digital tools relevant to their industry and managing their online persona professionally.

5: Adaptability is Key:

The job market is continually evolving, with new industries emerging and others undergoing significant changes. Graduates need to be flexible and willing to adapt their skills and expectations accordingly.

Many graduates have high hopes of getting a job in a traditional field that typically hires very few graduates. This is simply unrealistic.  Graduates must understand the demands of the graduate job market and adapt accordingly to stand the best chance of getting a graduate job. 

6: Networking Matters:

Often, job opportunities come through personal and professional networks. Encouraging graduates to build and engage with their network can open doors to opportunities that aren’t advertised publicly.

7: The Psychological Toll:

The search for a graduate job, particularly in this challenging economic climate, can take a significant psychological toll on recent graduates. 

Studies indicate that the prolonged job search process can lead to increased levels of stress, anxiety, and depression among graduates. A survey conducted by the Higher Education Careers Services Unit found that over 30% of job-seeking graduates reported feelings of low self-esteem and worthlessness directly tied to their employment status. 

Furthermore, the uncertainty and repeated rejections faced during this period can exacerbate mental health issues, with another report highlighting that approximately 25% of graduates experienced significant anxiety related to their job prospects, compared to 15% of the general population. 

This psychological impact is compounded by the pressure to succeed from societal expectations and personal investment in education.

8: Preparedness for Modern Recruitment Processes:

AI screening tools are now widely used by companies to manage the high volume of applications received for each job posting. These tools can filter applications based on keywords, skills, and other criteria set by the employer, making it essential for job seekers to optimise their resumes with relevant terms and clear, concise language that aligns with the job description. A report by LinkedIn revealed that 75% of resumes are never seen by human eyes due to being filtered out by these AI systems. This statistic highlights the importance of understanding how these systems work and tailoring applications accordingly.

Moreover, virtual interviews have become a staple in the recruitment process, especially following the increased remote work trends due to the COVID-19 pandemic. A survey by Gartner found that 86% of organisations are conducting at least some of their interviews virtually, which requires candidates to be adept in video interviews.

Additionally, with the introduction of gamified assessments and video CVs/applications, candidates must be versatile and creative in showcasing their skills and personalities. These modern recruitment strategies aim to evaluate a candidate’s problem-solving abilities, cultural fit, and other competencies in more dynamic ways than traditional methods.

Conclusion 

By keeping these points in mind, parents can offer more targeted and effective support to their graduates, helping them navigate the complexities of the job market with greater confidence. Check out Graduate Coach for more information on how you can help your graduate son or daughter find their first job!

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The journey from graduation to securing a fulfilling job is often extremely challenging. After six months of job searching with little to no success, feelings of frustration, discouragement, and anxiety can begin to surface—not just for your graduate but for you as a parent. 

Understanding the challenges of this journey, recognising the emotions involved, and exploring avenues of support are crucial steps in navigating this critical period.

The Long Road to Graduate Employment

The graduate job market has grown increasingly competitive over the years. With more individuals obtaining degrees and the economic landscape shifting due to various factors—including the aftermath of the 2008 financial crisis, the global impact of the COVID-19 pandemic, and the long-term effects of educational policies aimed at increasing university attendance—the path to securing a graduate-level position has become fraught with obstacles. 

These challenges are compounded by the need for not only academic achievements but also relevant work experience and a broad skill set that includes both technical and soft skills.

This has resulted in several graduates finding themselves in unemployment 6 months or more after graduation. 

Six Months In: A Spectrum of Emotions

For Parents: Watching your child struggle to find their footing in the job market can be tough. You might feel helpless, worried about their future, and anxious about the best way to offer support without overstepping boundaries. There’s also the financial strain of supporting an adult child longer than anticipated, which can add to the stress. After 6 months, you may also be concerned about their mental health due to frequent rejections despite their hard work.  

For Your Graduate: Six months is a significant milestone that, unfortunately, can mark a shift from optimistic to disillusioned. Your son or daughter may start doubting their abilities, the value of their degree, and their career choices. This period can be marked by lowered self-esteem, increased stress, and even depression, as continuous rejection or lack of responses from employers takes a toll. It can be worsened if their peers are finding success. 

Why haven’t they found a graduate job 6 months on? 

Here are some of the things they might be struggling with, they do not: 

Know what graduate job is right for them

Many students only think seriously about what job or career they want either just before or after graduating from university. This leaves them underprepared when they start applying for jobs, scrambling for ideas.

Have a CV that reflects the key skills recruiters are looking for

Employers care far more about whether a graduate has the skills and experience to succeed in a workplace environment than they do about how well they did at university. These skills and experiences should be emphasised whenever possible, in CVs cover letters and during interviews.

Know how to present themselves in interviews 

Graduates will have little to no experience doing job interviews, and will likely have to learn on their own what makes them more likable and employable, as this is not something explicitly taught by universities.

Send out enough high-quality job applications 

Sending out just a few applications is not enough to secure employment. Graduates should be sending out applications on a daily basis for as many suitable jobs as possible to increase their odds of being invited for an interview

Ask for feedback and follow up after interviews 

This is a great way for graduates to learn from their mistakes and shows interviewers how much a graduate values their opinion, something that might be important should the same graduate apply for a job at the same company in the future.

Prepare adequately for their interviews 

Graduates should have pre-prepared answers for many common interview questions, such as competency questions, and know how to use the S.T.A.R method.

Available Help: Finding the Right Support

This is where the expertise of a graduate career coach is invaluable. A coach specialises in navigating the complexities of the job market, offering personalised strategies to enhance employability. 

We can assist with refining graduate CVs, honing interview skills, identifying strengths, and even exploring less conventional career paths that match your graduate’s skills and interests. Find out more about how we can help you with our one-on-one career coaching. 

Career coaches also bring an objective perspective to the job search process, helping to rebuild confidence and motivation. Their support can be a catalyst for change, encouraging your graduate to adopt new approaches and persevere.

Beyond professional coaching, consider leveraging your network for informational interviews, internships, or temporary positions that can offer your child valuable experience. Encourage them to engage in volunteer work or further education, such as online courses, to expand their skill set and fill any gaps in their resume.

Conclusion

The six-month mark in a job search is often a turning point that calls for reassessment and reinforcement. It’s a time when the need for external support becomes clear, both for the emotional well-being of your graduate and to boost their chances in a saturated job market. 

Introducing a graduate career coach into this equation can provide a fresh perspective, equip your son or daughter with new strategies, and most importantly, reignite their hope, motivation and determination.
As a parent, your role is to provide encouragement, understanding, and practical support during this challenging time. If your son or daughter has been struggling to find a job, or they have had little success for 6 months or more, get in touch with us here at Graduate Coach.

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The job market has undergone seismic shifts over the past few decades, transforming the journey to secure a graduate job into an uphill battle for most graduates. This struggle starkly contrasts with the experiences of previous generations. So, why are today’s graduates finding it increasingly challenging to step onto the career ladder, while their parents navigated this passage with seemingly less difficulty? We explore the reasons why in this post. 

The Surge in University Attendees

The root of today’s job market dilemma can be traced back to the late 1990s. Following Tony Blair’s ambitious pledge to see 50% of young people attend university, the UK saw a significant surge in the number of university attendees. This initiative aimed at enhancing job prospects, boosting salaries, and improving social mobility. However, it inadvertently led to an increase of graduates competing for a finite number of graduate roles, disturbing the once-balanced ratio of graduates to available positions.

Euan Blair, Tony Blair’s eldest son, represents a poignant counter-narrative to his father’s vision. Advocating for apprenticeships, Euan believes that not all school leavers, including the academically gifted, should pursue university education. This stance highlights the growing recognition of the value of vocational training and its role in preparing the youth for the job market. However, a recent survey revealed that 85% of underemployed graduates admitted needing work experience before entering the workplace. 

International Students and the Job Market

The UK’s appeal as a global education hub, attracting 350,000 non-EU students annually, adds another layer of complexity to the graduate job market. While these students contribute significantly to the economy and the vibrancy of academic research, their desire to remain in the UK post-graduation exacerbates the competition for graduate roles. 

Impact of the Financial Crisis and the Pandemic

The 2008 financial crisis further compounded the difficulties faced by graduates. The resulting economic turmoil, particularly in southern EU countries, led to heightened youth and graduate unemployment rates, prompting many to seek opportunities in the UK. This influx of job seekers, coupled with the existing oversupply of domestic graduates, intensified competition. 

The COVID-19 pandemic has further exacerbated these challenges, disrupting industries, and accelerating changes in the nature of work. 

Lockdowns and economic uncertainties led to hiring freezes and reduced internship opportunities, limiting graduates’ ability to gain valuable work experience. The shift towards remote work and the rapid adoption of technology has also transformed the skills required in many roles, leaving some graduates feeling underprepared for the new job market demands. Of the 180,000 graduates employed in graduate-level jobs 90,000 were hired within the tech, digital/IT sector. 

The Academic Paradox

78% of graduates secure a 2:1 or first-class degree. However, this academic success does not translate into job market advantage as it might have in the past.

The prevalence of degrees has shifted the baseline for entry-level positions, making work experience and employability skills the new differentiators. Unfortunately, many graduates find themselves in a catch-22, possessing the requisite academic credentials but lacking the practical experience and skills demanded by employers.

The Shift in Expectations and Reality

Today’s graduate job market compared to that of a few decades ago reveals a profound transformation. 

Parents who once navigated their post-education transitions with relative ease now watch their children struggle with a vastly different set of challenges.

The oversaturation of the graduate pool, combined with the evolving demands of employers, calls for a new approach to securing graduate-level employment.

Conclusion

In summary, it is not your son or daughter’s fault that they are struggling to find employment in today’s job market. This is a problem that nearly every graduate is facing after they leave university. You can help or son or daughter by ensuring they have all the skills they need to succeed in the workplace before they leave university. You can do this by getting your child a graduate coach. Contact us by using our contact form.

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Gone are the days when securing a spot in a reputable university guaranteed a smooth transition into a rewarding career. 

Today, parents find themselves on the front lines, offering support to help their children navigate a job market where the supply of graduates significantly outweighs the demand for their skills.

In this post, we discuss the new role of parents in helping their children post-graduation to help them find their footing on the career ladder. 

The Stark Reality

Back when you graduated, getting a graduate-level job after university was a significantly easier transition. Today’s graduates find themselves in an era marked by an ultra-competitive graduate job market. 

Recent statistics paint a sobering picture: 1,820,000 graduates are underemployed, signalling a mismatch between their qualifications and their job roles.

A staggering 90% of graduates struggle to identify a career path that aligns with their skills and passions. 

Additionally, 86% find it challenging to craft a compelling CV, while 85% describe job interviews as daunting experiences. 

Equally telling is that 85% acknowledge the necessity of work experience, a prerequisite that many find challenging to fulfil.

The Evolving Role of Parents

The change in the competitiveness of the graduate job market has facilitated a paradigm shift in how parents support their graduate children. 

The job of ensuring your child’s career prospects no longer stops at university admission; it evolves to meet the demands of a complex graduate job market.

Parents are now tasked with providing multifaceted support to their graduates that extends beyond financial assistance when they return home. Emotional backing, guidance in professional networking, and helping refine job search strategies are paramount.

However, this involvement is a delicate balancing act. Parents must empower, not overshadow or take over. The goal is to equip graduates with the tools and confidence needed to secure meaningful graduate-level employment, not to steer the ship themselves.

Read what not to do when your son or daughter is looking for a job. 

Emotional Support: A Cornerstone

Emotional resilience is critical in the face of inevitable setbacks that will arise during the graduate job search.

As parents, play a pivotal role in building this resilience, offering encouragement and perspective during moments of doubt.

Acknowledging the effort and progress, regardless of the outcome, helps to create a mindset of perseverance and self-belief in your graduate.

Read our guide on what to do to comfort your child when they get rejected from a graduate job. 

Financial Backing and Practical Aid

With many graduates feeling the pinch of underemployment, financial support becomes a practical necessity for some. 

Yet, equally important is assistance with tangible job search tasks—be it reviewing CVs, practising interview questions, or exploring avenues for gaining relevant work experience. Parents can also facilitate networking opportunities, leveraging their personal and professional connections.

In addition to supporting financially with living costs, parents are investing in their sons’ and daughters’ careers, through graduate career coaching. 

Read our PDF on why career coaching is an investment not a cost. 

Four ways we are a good investment 

1: Your son or daughter will get a great job. It will be in a role fit for a graduate and in 90% of cases it will be in an industry they are suited for and enjoy. The other 10% will move into better jobs over time as it’s easier to land a job from another job than if you are unemployed.

2: Your son or daughter will have acquired several life-long skills; for example, how to give a presentation, conduct in-depth research into a company and its competitors, how to talk about themselves in an unselfconscious manner, but perhaps most importantly, they will have gained immense self-confidence.

3: We can talk to grads in a way that their parents find difficult or even impossible. We know the modern-day job market inside out, and like coaches in any field, when to encourage and when to admonish. We can be spoken to in confidence at any time by both parents and grads. 

4: Grads who sign up for our six-stage programme can opt for ongoing career mentoring. We like to support grads as they climb the job ladder, helping them achieve high-salaried positions, often within two to three years. We give them mentoring advice to help them negotiate pay rises, when to move jobs and when to stay put, how to deal with a toxic boss, and in fact, every aspect of their careers.

The Case for a Graduate Career Coach

Amid these challenges, enlisting the expertise of a graduate career coach emerges as a wise investment. A graduate career coach specialises in navigating the job market’s intricacies, offering personalised advice and strategies tailored to each graduate’s aspirations and strengths.

From identifying suitable career paths and improving interviewing skills to optimising CVs for applicant tracking systems, a career coach can significantly enhance a graduate’s employability.

This investment in professional guidance can be the difference-maker, helping graduates not only to secure a job that matches their qualifications but also to embark on a fulfilling career path. Parents, by advocating for and supporting the decision to engage a career coach, can play an instrumental role in their child’s professional development.

Conclusion

The graduate job market’s competitiveness has changed the parental role from bystanders to active supporters in their children’s job search journeys. 

By providing emotional, financial, and practical support—while encouraging the use of professional services like career coaching—parents can significantly impact and influence their graduates’ career trajectories.

Get in touch with us today via our contact page.

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In the words of Bill Gates, everyone needs a coach. However, it’s hard to convince graduates of this, especially when they’ve graduated from a good university with a good degree grade. As parents, you may have already benefited from career coaching or mentoring during your career which has given you a leg up or put you on a path of success and can see how a graduate career coach is the answer to help your struggling son or daughter to finally land a good graduate job that is a good fit for their skills, with a competitive salary and progression opportunities. 

This post shares tips on how to convince your son or daughter to agree to graduate career coaching. 

Why graduates need convincing to get a graduate career coach. 

Despite the sobering statistic that 78% of graduates never land a graduate-level job (a job that requires a degree), graduates, often fail to believe that they will end up in underemployment. 

This is especially the case when they have a stellar academic record. However, the truth is that a degree alone is not enough to secure a graduate job. This emphasis on academics over demonstratable employability skills is engrained in graduates as grades were used as a primary success metric to track their progress and performance relative to their peers throughout their schooling. However, when it comes to graduate recruitment grades are not a good differentiator between candidates. 

After all, think of the tens of thousands of graduates with at least a 2:1 degree or above each year. Graduate recruiters use broader metrics as indicators of success in a candidate that extend far beyond grades. 

The demonstration of key employability skills is prioritised by graduate recruitment teams because it is a stronger indication of a candidate’s ability to do the job well as well as their potential to exceed expectations. Secondly, graduates are generally unaware of the fierce competition in the graduate job market. 

Equip with a new degree, most fresh graduates enter the job market completely unprepared and often clueless about what career is right for them with very little if any interview experience. The saying ‘you don’t know what you don’t know’ holds here as graduates tend to be unaware of the great expectations graduate recruiters have of them and firmly believe that their degree alone is enough to get them interviews and a job. 

Why parents often see the need for a graduate career coach before graduates do

As parents, the period between your son/daughter returning from university and getting their first graduate job can be challenging. You are doing your best to support them as they face inevitable setbacks on their journey to employment, but at the same time as they are now an adult, you are mindful of letting them take the lead and make their own decisions. 

Naturally, after 6+ months of searching with little or no success however, many parents begin to worry about their adult child’s job prospects and sometimes even their mental health due to the toll the job search can have on candidates. 

Even with a less-than-fruitful job search that has persisted for several months or even years, many graduates are reluctant to seek the help of a graduate career coach and often it’s the parents who step in and convince them of the need to get some professional help and support. 

With that said, here are some tips on how to convince your son or daughter to get a graduate job 

1: Emphasise the benefits of specialised career coaching and support 

A dedicated graduate career coach works closely with grads to uncover their unique blend of skills, interests, and career/life aspirations. 

This tailored approach helps pinpoint which graduate job titles align best with their profile, ensuring a clearer and more directed path towards graduate employment. Emphasising the bespoke nature of this guidance can highlight its value in helping them stand out in the highly competitive job market. 

Our one-to-one graduate coaching transforms the career prospects of grads, giving them lifelong skills gained through personal mentorship, practical tasks and an introduction to a network of contacts. We provide specialised support in areas like graduate CV writing, interview preparation, and networking strategies, all of which are crucial for a successful job search. This expert support can demystify the often-overwhelming process of starting a career as a fresh graduate. 

What our graduates gain:

• The right graduate job, not just any job. Guaranteed.
• Life-long career skills and a network of contacts.
• Continued career mentoring after landing a job. 

2: Highlight the returns gained from investing in yourself 

Investing in a career coach is investing in one’s future.

It’s about recognising the long-term benefits that come from professional guidance in these formative early career stages. Encourage your son or daughter to see this not as a cost, but as a valuable investment in their career development and future success. 

The time and money allocated to graduate career coaching will yield a return as a good graduate job will result in bountiful career opportunities. Furthermore, the skills, insights, and strategies they gain will serve them well beyond just landing their first job.

3: Encourage them to be open-minded 

Being open to new possibilities and directions is a cornerstone of career growth. A career coach can help them explore paths and opportunities they might not have considered, broadening their horizons and potentially leading to fulfilling roles they hadn’t yet considered.

Encourage your child to be receptive to the guidance and insights a career coach can offer, emphasising the importance of adaptability and openness in today’s ever-changing job market.

4: Highlight to them how competitive the job market is especially for graduates 

It’s important to be candid about the challenges new graduates face in the job market. With many vying for the same positions, having a competitive edge is more important than ever.

A career coach can provide this edge, equipping them with the tools, knowledge, and strategies to stand out among their peers. Highlighting this aspect can underscore the practical advantages of engaging with a career coach.

Here are some key statistics on the graduate job market: 

• 1,820,000 graduates are underemployed 
• 90% of graduates said they found it difficult to work out what job would suit them best.
• 86% said they find it difficult to create a good CV.
• 85% said they find interviews difficult and nerve-wracking.
• 85% admitted needing work experience before entering the workplace.

5: Share success stories with them 

Nothing speaks louder than success. Share stories of how career coaching has transformed the job search for other graduates, leading to opportunities and career paths they might not have secured on their own. These real-life examples can inspire and motivate them to consider how a career coach might help them achieve their own career goals.

Here at Graduate Coach, we have helped over 5000 graduates land their dream jobs at companies including PwC, JP Morgan, Amazon, UBS, NHS, KPMG and more. Find out more about our successes. 

Graduate Coach is here to help 

Here at Graduate Coach, we are here to help. We’ve helped over 5000 students and graduates to land their dream jobs. If you are a parent of a graduate who has been struggling to get a graduate job, contact us today. We will happily call you at your convenience to discuss how we can help your son or daughter with our one-to-one career coaching and graduate interview preparation. 

Summary 

Graduates and their parents alike are so proud on graduation day and filled with the hope of an imminent job offer. However, this hope turns into despair with every passing month when graduate employment is not secured. Even though the lengthy job application process takes its toll on graduates over time, they rarely seek professional support and it is increasingly the role of parents to identify the need for a graduate career coach, convince their son or daughter to get coaching and initiate the first steps of getting a career coach.

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