employability survey initial findings

Research Background It is evident from past student interactions at Education UK Exhibitions, outreach activities and other promotional activities that Indian students aspire to study a

Employability Survey

The UK graduate in the Indian job market

-Initial findings

Research Background

 It is evident from past student interactions at Education UK Exhibitions, outreach activities and other promotional activities that Indian students aspire to study at an International University to improve their career prospects, the most popular destinations are USA, UK, Australia and Singapore is an upcoming destination

 Currently there are over 31,000 Indian students studying in the UK

 HESA statistics reveal that Indian students are the second largest in number the UK after China

 Given this, the British Council engaged Taylor Nelsen Sofres (TNS), India to conduct a research study to understand the market value of a UK degree amongst Indian employers and give directions on how the UK can be positioned as a more attractive study destination

Research Objectives

 Brand UK amongst Indian employers – awareness, extent of awareness, experiences, market value of a UK degree

 The recruitment process that Indian employers comply to and their perspective about an overseas graduate

 Value perspective of UK graduates as opposed to students graduating from competition countries including India

Two Step Process:

Qualitative Phase

Quantitative Phase

Three main categories….

The Closed

• Typically Indian local

/ pure engineering

companies that have

never recruited

foreign trained

• Have Basic criteria

from hires- well met

by Indian educational

institutions

The Inclined

• Large Indian/MNC

• Confident of attracting talent into their

organization

• Indian institutes seen

to provide excellent employee material

The Open

• Either specialist consulting organizations

or consultant functions within larger organizations

• Need special skills/

attributes from hires, not easily found in general

A Snapshot

Typical Recruitment Process Attitude towards foreign

educational recruits

What’s holding them back? What can be done to increase

employability?

The Closed • Not a regular process, at most an association

with local college

• Use campus notices and newspaper ads

• Closed to the idea- consider Indian educated as hard working, well trained in subject matter, adjust well with working conditions

• Do not see relevance • Would be very hard to gain

access of any scale or size

The Inclined • Large scale regular recruitment processes

• Campus recruitments for freshers

• Consultants for mid & senior level

• Open to the idea- either open

to recruit from top institutes or for specialized tasks or to

“encourage diversity of thought”

•However, not ready to proactively look for foreign recruits – currently well serviced

by Indian institutes

• Low awareness

• Perception that only those who can’t get placed come back

• No summer internship

• Delayed recruitment schedule

•Increase awareness, bring UK into consideration set

• Internship programs to help corporate interact with potential recruits

• Promote special ‘industry’ specific courses

The Open • On the look out on an on going basis

• Attend to applications through walk ins, websites and colleges who provide interns

• Have an experience with &

actively seek foreign recruits

• Foreign educated recruits bring in a valuable skill set and a different way of working

• US fares better in terms of thought leadership, innovative, students’ attitude (more open, willing to learn & adjust)

• Australia also emerging as a threat

• Increase India specific courses and exposure to Indian working conditions

• Regain thought leadership

• Improve awareness among alumni of opportunities in India beyond merely the large Indian / foreign MNCs

We looked at:

 Incentives to foreign Education

 Incentives to UK education

 Experience in the UK

 Worthiness of the degree

A Snapshot

Key triggers to foreign education

Key triggers to UK Experience at UK Worthiness of Degree

The Farsighted • Global exposure

• Impact on personality traits

• World ranking

• Cost effective

• All expectations meet • Not able to get a good

start (no job)

• Pay off expected in long term

The Intellectual • High Quality of

education

• Global Exposure

• Heritage/ respect associated

• All expectations meet • High- able to get the

required knowledge of the domain, but low

awareness of suitable career options in india

The Easy Going • Exploring &

Experiencing life

• Global Exposure

• Easy entry

• One year course

• ‘light’ content

• Above expectations • Not able to compete for

the ‘tough’ jobs in India- desire an easier job with a better treatment

Strengths

• Spontaneous association with quality and respected

education

• Association of leaders in humanity based courses

(non-technical)

• Easy entry standards

• One year course

• Practical and research based teachings

• Lifestyle & culture

Weakness

•Lack of job opportunities in UK

• No process for students to identify where they can apply in India, most end up struggling for a decent job

• Poor return on investment- salaries & designation at par with Indian educated students

Opportunities

• UK & US perceived and associated with good quality

education (better than Australia & Singapore)

• The easy standards (entry to country as well as entry to

universities) , match with pre requisite requirement for

Indians

• Array of one year courses on offer

• Perception of ‘cost effective’ in comparison to US

Threat

• Australia & Singapore are clearly perceived as a cheaper option (distance from India, tuition fee, cost of living)

• Job opportunities better in Australia & Singapore than in UK

So far

 From the employers perspective, lack of awareness of universities, and courses offered

by the UK is the main barrier to exploring the UK as a recruitment source

 Inability to interact with students before hiring

 US remains the preferred source for foreign educated recruits - greater awareness, better perception

Initial recommendations

 There is a need to build a ‘connect’ between employers & UK universities (students) via Internships, initiatives by University career services

 Employers are open to welcome University delegates for engagement

Next steps

 The quantitative stage of the study would cover the following aspects:

• Brand awareness

• Market motivators

• Hidden opportunities & savers

• Competition comparison

• Hygienic

• Findings related to other information areas

 Importance of and satisfaction with each of these attributes to the stakeholders and therefore provide the next action steps

Thank you