Higher education recruitment: Hiring from a new talent pool in grad Season

It’s no secret that higher education recruitment has faced numerous challenges in the past year, from economic uncertainty to shifting job market demands. However, with the graduate season upon us, there may be a unique opportunity for many higher education institutions to access a fresh and eager talent pool that stems right from their fingertips. 

In this guide, we will discuss the impact of grad season on hiring in higher education; from the benefits to the potential limitations, we explore a strategy that has the potential to be a game changer for your organisation.   

The Impact of grad season on hiring

Each graduation season brings a wave of eager new graduates ready to start their careers. However, many face a tough job market with limited opportunities and often have to undertake temporary roles. This influx of talent into the UK job market offers fresh perspectives and up-to-date knowledge from those experienced in the higher education environment.

Higher education recruitment is currently facing recruitment challenges, often finding it difficult to attract and retain talent due to the current financial climate. The solution might be closer than you think—graduates and future graduates. 

The graduate season is a prime opportunity to recruit and show interest in new professionals. It increases the number of job seekers, providing a more extensive selection of candidates for entry-level positions. Our sector, filled with learning and development opportunities, is ideally positioned to invest in graduates. So why don’t more institutions tap into this talent pool?

Common concerns about hiring graduates include:

• Lack of experience: Can graduates handle complex tasks and responsibilities without industry experience?
• High turnover rates: Will newly hired graduates leave after a short period?
• Skill mismatch: Do graduates possess skills that align with specific job requirements?
• Training costs: What are the time and financial resources required to train new graduates?
• Impact on existing staff: How will hiring graduates affect the morale and workload of current employees?
• Return on investment: Are the long-term benefits of investing in graduate hires comparable to those of experienced professionals?

Despite these concerns, there are many benefits to including graduates in your team. The current market for graduates is challenging, with few opportunities available. 

By taking a chance on a graduate, you can benefit from their transferable skills and potential for growth, ultimately enriching your workforce and supporting a culture of innovation and development.

4 reasons why hiring graduates may fit your needs this season 

While it’s essential to consider the potential drawbacks of hiring fresh graduates, the unique requirements of each higher education institution mean this type of recruitment could be beneficial for you.

Here are four reasons why hiring graduates might be advantageous for your higher education recruitment:

1. You want to inject fresh perspectives and drive innovation

Higher education institutions face ongoing challenges like evolving technology, changing student demographics, and increasing demands for efficiency and innovation. Hiring graduates could play a key role in this process, bringing fresh perspectives and new ideas to tackle these challenges. 

While the focus in higher education recruitment often centres on academic roles, there's untapped potential in support functions. These roles—ranging from administration to IT and student services—are perfect opportunities for graduates to make their mark. Despite the growing need for fresh ideas in these areas, graduate representation remains limited.

Graduates might be your solution if you’re an institution looking to diversify your ideas and drive innovation. Let’s look at how hiring graduates could address some common issues and spark innovation in higher education.

Unique cross-sector experience

Graduates bring diverse experiences from internships, projects, and part-time jobs. While they might not have extensive professional backgrounds, their ability to adapt and apply knowledge in different contexts can help institutions stay ahead of trends and implement cutting-edge practices.

Student-centric approach

Graduates understand student needs and expectations as recent students. They offer a perspective that helps develop and refine programs, services, and support systems, potentially improving student engagement and satisfaction.

Tech-savvy and adaptable

As digital natives, graduates are comfortable with the latest technology and tools. This can streamline administrative tasks, improve efficiency, and introduce innovative teaching and communication methods, helping institutions modernise their operations.

Innovative teaching and communication methods

Having experienced modern teaching methods, graduates bring fresh ideas to roles that involve student interaction. Their ability to leverage digital tools and new communication strategies can enhance student engagement and learning outcomes.

By incorporating graduates into the workforce, higher education institutions can balance fresh perspectives with the experience of seasoned candidates.

2. Your institution needs to build a strong talent pipeline

In higher education, dealing with financial pressures, evolving job markets, and the constant need for new ideas makes having a reliable source of skilled individuals for higher education recruitment essential. 

A 2023 report by the Higher Education Policy Institute (HEPI) highlights the challenge: around 15,000 UK academics have left the industry since 2014, while the number of students has increased by over 400,000. This sharp rise in student numbers has increased student-staff ratios significantly, adding more pressure on institutions.

Given these challenges, hiring recent graduates can be an intelligent way to build a strong talent pipeline and set your institution up for long-term success. Here's how focusing on graduate recruitment can be beneficial:

• Attract new talent: Graduates bring fresh ideas and energy. Offering entry-level roles demonstrates your commitment to new professionals, making your institution more appealing.
• Develop future leaders: Investing in graduates from the start prepares them for future leadership roles, ensuring a steady supply of skilled professionals ready for advancement.
• Boost your institution’s appeal: A commitment to developing new talent enhances your reputation, attracting high-quality candidates eager to join your team.
• Grow talent internally: Hiring graduates builds a talent pipeline that develops within your organisation, preparing them for advanced roles and aligning with your institution’s goals.

Address experience gaps

Entry-level roles offer a practical solution if you’re concerned about graduates lacking specific workplace experience. These positions allow you to provide targeted training and assess how well graduates fit into your organisation. Over time, graduates gain the practical experience needed to complement their academic knowledge.

Graduates are well-suited for a variety of entry-level positions, including, but not limited to:

• Administrative roles: Supporting office tasks and improving efficiency.
• Student support: Enhancing services and engagement for students.
• IT and technology: Offering technical support and working with new systems.
• Research assistance: Contributing to research projects.
• Marketing and communications: Applying their skills to boost your marketing efforts.
• Event coordination: Organising and managing events with fresh perspectives.

Hiring graduates for entry-level positions is a practical approach to building a strong and sustainable talent pipeline.

3. You want to optimise costs and improve efficiency

Hiring recent graduates could be a smart move if you aim to streamline staffing costs while boosting efficiency. Higher education institutions often grapple with tight budgets and the need for skilled staff, especially during challenges like a 40% drop in overseas students, frozen tuition fees, and cuts in government funding. 

Rising recruitment costs and financial pressures make this task even more daunting. Here’s how focusing on entry-level jobs for graduates can help:

• Lower starting salaries: Graduates typically start with lower expectations than seasoned professionals. This means you can reduce overall costs and achieve immediate financial savings.
• Reduced training expenses: With their recent academic training, graduates often require less intensive initial training than non-graduates looking for entry-level positions. This can lower training costs and allow them to start contributing effectively sooner.
• Increased productivity: Graduates bring new ideas and energy to their roles, which can enhance productivity. Their fresh perspectives often lead to innovative solutions and improved efficiency.
• Streamlined processes: Graduates can identify and address inefficiencies in current workflows. Their ability to propose and implement improvements can simplify and enhance various procedures.

There are several key examples of how graduates can help you to optimise funding and resources. Here are a few examples to illustrate how utilising graduates' strengths can benefit your institution:

• IT department: Graduates with strong IT skills can optimise IT operations, reduce software costs, and enhance system efficiency.
• Administrative roles: Graduates can bring fresh ideas to streamline administrative tasks, reduce paperwork, and improve response times.
• Academic support: Graduates can offer effective academic support services, such as tutoring or advising, to boost student satisfaction and retention.

Considerations

While hiring graduates for entry-level jobs can lead to significant cost savings and efficiency gains, it’s essential to account for the initial investment in their development. Training and onboarding are crucial to integrating graduates into your team and ensuring they meet your institution’s standards, and this requires resources. 

4. You need to strengthen employer branding and attract top talent

Attracting and retaining talent in higher education recruitment can be challenging. With a competitive job market and a growing skills gap, making your institution stand out is crucial. 

A strong employer brand plays a significant role in this. In fact, a 2023 survey revealed that 66% of professional service jobseekers and 49% of academic jobseekers consider a reputation as a great place to work the most important factor when choosing a new job. 

But have you considered how focusing on hiring graduates can further boost your education recruitment efforts?

Here’s how hiring graduates can enhance your employer brand:

• Shows growth commitment: Offering entry-level jobs for graduates demonstrates your dedication to developing young talent and supporting their career advancement.
• Injects fresh ideas: Graduates bring new energy and perspectives, which can invigorate your team and drive innovation.
• Addresses the skills gap: By targeting jobs for graduates, you help build a pipeline of skilled professionals, addressing the skills gap and preparing for future needs.
• Meets modern expectations: Providing flexibility and career development opportunities in entry-level jobs aligns with what today’s job seekers want.
• Builds a strong reputation: Being known for offering and developing entry-level jobs for graduates can strengthen your employer brand and attract top talent.

Despite focusing on hiring graduates, staying up-to-date with benefits and development trends is non-negotiable. Competitive perks and growth opportunities are key to keeping new and existing employees engaged and satisfied.

Incorporating these strategies into your higher education recruitment efforts can significantly enhance your employer brand, address the skills gap, and attract the top talent your institution needs to thrive.

Boosting Higher Education Recruitment: Final Thoughts on Talent

Graduate season can be a significant opportunity for higher education institutions to enhance their recruitment efforts. Hiring recent graduates can bring fresh ideas and perspectives, address skills shortages, and improve efficiency.

Though there are considerations like training and development, the benefits are substantial. By focusing on entry-level jobs for graduates, your institution can realise cost savings, increase productivity, and strengthen your employer brand. This approach meets immediate staffing needs and creates a solid talent pipeline for future success.

If your institution is facing financial constraints and shifting job market demands, bringing in new graduates could support your current needs and long-term objectives.

Empowering principled and innovative higher education recruitment

At TPP, we understand the unique challenges of higher education recruitment. Our expert consultants stay ahead of industry trends and innovations, drawing from a vast pool of qualified candidates. We’re here to support your institution by identifying top talent, advancing careers, and enhancing team dynamics. Let us help you find and integrate the right professionals to drive your institution's success.

Contact us today to discover how we can elevate and streamline your recruitment process.