Global Employability Survey 2012 Results Analysis 4th July 2012

1. Global Employability Survey 2012 Results Analysis 4th July 2012

2. trendence: a proven expertise in customised global studies Global Study on an Employer Brand’s Perception (for a global company in the aerospace industry) • What? Quantitative survey to optimisean employer’s image globally : awareness, attractiveness, criteria in choosing an employer, communication and perception. • Who? Business and engineering students as well as young professionals (over 3,000 responses) • Where? Brazil, China, Germany, France, Great Britain, India, Middle East, Russia, Spain, USA • When? Winter 2010/11 Global Market Research Project to Assess EVP Claims (for a leading telecommunications company) • What? Testing of potential global Employer Value Proposition claims in terms of functionality, association and effect. • Who? Students and professionals (4,000 responses) • Where? Brazil, Japan, Malaysia, Mexico, South Africa, USA and 13 European countries. • When? Summer 2010 Over 500.000 people take part in a trendence surveyeachyear!

3. Agenda Presentation of the Global Employability Survey The level of graduates‘ skills Areas of improvement for better graduates The necessary qualities for long term employability Integration programmes: compensating and complementing universities The role of universities to improve long term employability Criteria to judge the quality of universities Countries with the best graduates Key findings

4. Survey Background The Global Employability Survey is an online survey conducted amongstrecruiters in 20 countries worldwidewith the objective of determiningwhatmakesthe idealgraduate on a longer term. The surveyfocuses on the followingsubjects: • Whatqualitiesshouldthe idealgraduate have? • Whatqualitiesmake a graduate more employable in the long run? • Whichuniversitiesproducethebestgraduates in theworld?

5. Survey Methodology The field phase took place from May 18th to June 7th 2012. Over 2,500 respondents from 20 countries participated in the online survey. The surveycovered the followingcountries: Australia, Brazil, Canada, China, France, Germany, India, Italy, Japan, Malaysia, Mexico, the Netherlands, Russia, Singapore, South Korea, Spain, Sweden, Switzerlandand the USA. Selected participants matched the followingcriteria: • Experience in the recruitment and selection of Bachelor/Masters graduates and youngprofessionals • Recruitingprimarilycorporate/business profiles

6. Global Employability Survey 2012 - countries

7. Howskilledaretoday‘sgraduates? Question: Generally speaking, do you think graduates in your country are well-trained (1: badly trained, 10: well trained)? Accordingtorecruitersaroundtheworld, theknow-howandpersonalityskillsofgraduatesarebarelyaboveaverage…

8. Howskilledaretoday‘sgraduates? • Questions: • Generally speaking, do you think graduates in your country are well-trained (1: badly trained, 10: well trained)? • In your experience, would you say that graduates entering the world of work today are better or worse than in the past? …andhave not improvedmuch in the last fiveyears.

9. Areas ofimprovement: Recruitersconfirmtheneedforbetter professional experience Question: What are, in your opinion, the biggest areas of improvement for graduates from your country? (3 max.) Professional experience and interpersonal skills are the biggest areas of improvement for graduates.

10. Adaptabilityandcommunicationskillsandthemostimportantqualitiesfor a graduate‘slongtermemployability Question: In my view, it is important for the long term employability of graduates that they have the following qualities (-2: I do not agree, +2: I agree) The abilitytowork in a teamisconsideredmoreimportant on thelongrunthanleadershipqualities.

11. Integration programmes: a transitionintoworkinglife More than half (56.6%) of recruiters agree that university graduates can and must immediately be operational in a company, but “certain things can only be learned through practice”. Question: Does your company have an integration programme for graduates? Question: Which skills of the graduates is your integration programme meant to improve? Recruiters use integration programmes to compensate graduates‘ lack of professional experience.

12. Interpersonal qualitiestoimprovewithintegrationprogrammes Question: Which interpersonal qualities is your integration programme meant to improve? Communication and teamwork ability skills are the main interpersonal skills objectives of integration programmes.

13. Universitiescanhelpstudentsimprovetheirskills on thelongrun Question: How can universities in your view help students improve and adapt their skills throughout their career? (-2: I do not agree, +2: I agree) Recruiters: Most of all, measurestoincreasegraduates‘ workexperiencearethebesttoimprovetheirskills on thelongrun.

14. Whatmakesupthequalityof a university? LINKS WITH COMPANIES PAST EXPERIENCE STAFF AND RESEARCH Question: On the basis of which criteria do you judge the quality of a university? (-3: less important, +3: very important) Recruiters: Connection with the world of business, past experience with graduates and the quality of the staff are the three pillars for judging the quality of a university.

15. Where do the best graduates come from? Question: Based on your experience, which of these countries (apart from your own) produce the best graduates? (3 max.) Under 8.9%: Singapore, Sweden, The Netherlands, Spain, South Korea, Brazil, Russia, Italy, Malaysia, Mexico. 2012 2011 The UK has passed the USA as the countries producing the best graduates, according the recruiters.

16. Key findings Graduates • Theoretical knowledge has increased among graduates but interpersonal skills and professional experience are barely above average: professional experience and interpersonal skills (social skills, communication, team work abilities) are the biggest areas of improvement. • Recruiters place value in adaptability and communication skills to determine a graduate’s long term employability. Moreover, team work ability is preferred to leadership qualities.

17. Key findings Recruiters • Integration programmes help most recruiters compensate the graduates’ lack of professional experience. • In terms of interpersonal skills, the improvement of key qualities such as communication skills and the ability to work in a team are the main objectives of integration programmes.

18. Key findings Universities • Universities have their role in guaranteeing the long term employability of their graduates: Giving their graduates professional experience through internships and practical exercises for instance is the priority according to recruiters. • For recruiters, connection with the world of business, past experience with graduates and the quality of the staff are the three pillars for judging the quality of a university. However, prestige still plays a role in determining university rankings.

19. Key findings Country specifics • Brazilian recruiters are the most satisfied with the interpersonal skills of their country’s graduates, but the Japanese are the least satisfied (they consider their graduates’ level under average and worse than 5 years ago). • Professional experience is the graduates’ biggest area of improvement for German and Swiss recruiters. Interpersonal skills (social skills/ communication/ team work abilities) need to be improved the most in China. • Spanish recruiters are the most demanding in terms of internationality: Spain is the country where foreign language skills and experience abroad are the biggest areas of improvement compared to other countries.

20. Contact: Maxence FaasAccount Manager maxence.faas@trendence.com +49 30 2592988 202 trendence Institut GmbHMarkgrafenstrasse 6210969 Berlin