Generation games and good news for graduates

It’s been clear for some years now that we’re all going to have to work harder, for longer. The days when people could dream of retiring in their mid-50s and indulge in a little golf or an extended holiday are a distant memory for most, and a real prospect for very few. 

With this in mind, it was unnerving to read a report from KPMG this week, which suggests that younger people in the workplace worry that older workers could stifle their career progression. They fear that the longer older people remain in the workforce, the worse it will be for productivity.

But it’s important to bear in mind – particularly as a recruiter – that a diversity of experiences and knowledge can actually have a positive influence on workforce productivity. Work with clients to help them to take this into account in how they recruit and retain staff, allowing older workers’ positive attributes to complement the enthusiasm and new skills of younger staff.

Good news for those younger workers came in the form of a survey from High Fliers Research this week, suggesting that the number of vacancies available from the top graduate employers is at a five-year high. More encouraging still is that the 2013 increase was higher than expected, and is set to continue into next year and beyond.

For some, graduate recruitment can be considered a barometer for the wider job market, so this is a welcome stamp of confidence.

For recruiters still wondering what last month’s Comprehensive Spending Review might mean for them, REC policy advisor Amanda Ciske has offered a few useful pointers. She points out how recruiters will be able to help public sector workers – affected by an end to automatic pay progression – to transfer relevant skills to companies in the private sector.

Ciske applauded the plans for further investment in youth employment initiatives, such as apprenticeships, and stressed how recruiters can work with employers to promote Government initiatives – for example by raising awareness or sharing careers knowledge.  

Finally, some research from job board Monster raised eyebrows (or not, as the case may be). It found that some 40% of candidates get bored during job interviews – and more than one in 10 (14%) said every interview was boring.  It’s possible that some interviewers’ style may be a turn-off and employers need to convey with passion why theirs is a great place to work, yet given that most companies have way more candidates than vacancies, surely it pays for candidates to be on their toes?

Let us know what you think at editorial@recruitmentagencynow.com