agr conference 2013 time to put graduate selection and testing to the test
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Slide 1
Time to put graduate selection and
testing to the test
Are the futures of thousands of young people being consigned
to the scrap heap just to make the lives of graduate recruiters
easier?
AGR Conference: Tuesday 9 July 2013
Us
Martin Pennington
Education, Careers & Employability specialist. AGCAS appointee to Graduate Success
Project. Former Head of CAS and member of AGCAS Board. Started in careers1984.
Simon Howard
Founder of Work, former Director of SHL Group. Managed first Graduate campaign 1980.
Nota Bene
Thought Leadership
Inspiring thought for reflection on the future direction of the industry
i.e. we dont have to provide all the answers (!)
Thought Leadership
A fact is a fact. But a collection of facts is an opinion.
Agenda
1. Newport, we have a problem
2. How we got here
3. The AGR/AGCAS Graduate Success Study points to problems
4. Why using tariff points, the 2:1 and targeting produce the wrong results
5. Why online testing doesnt produce the right or a fair outcome
6. Why we need to think again
Newport: Heres the problem
300,000 graduates 23,700 jobs: 92% need not apply
The fixation with the Top 100 Employers budgets blown on 30 campuses, 91 others mostly ignored
UCAS tariff point thresholds not a proxy for ability, just a marker for exclusion
The 2:1 bar not a predictor of job success, but changing campus life for the worse
Online testing not up to the job; its use is neither fair, reliable or valid
It adds up to exclusion on a grand scale
2. How we got here
First-rate men are uncommon, they are like the cream of the cream...there is still the grade A product which for the purpose of this
simile represents the average university graduate...the ordinary
decent chap, carefully selected because of his high intelligence which
is brought out, matured and broadened by university lifebut the first rate man cannot be kept down and they were not born equal in
personality.
Ewart Escritt, Head of Oxford University Appointments Committee
In praise of the pass man 1948
How we got here
The inheritance problem - the top 10%
The HE system and any degree careers
The search for proxies
GRM vs CRM
The internet opened the door
and a page cost nothing
and a test hardly anything
A system designed for the elite has morphed
into a system for the masses
Some lessons from the AGCAS/AGR
Graduate Success Project
Martin Pennington Consulting Education, careers and employability consultancy
AGCAS/AGR Graduate Success
Project
To identify the factors influencing successful graduate transition to the graduate job market, to inform the promotion of graduate recruitment good practice, and to raise
awareness of the HEAR
To provide students, parents, careers advisers and employers with an in-depth insight into how people from a variety of social and economic backgrounds make the
transition to the graduate job market
Method Numbers Outcomes
Online survey of 2011 and
2012 graduates
1653 responses Analysis and report
Online survey of large and
small employers
205 responses Analysis and report
In-depth telephone
interviews with graduates
31 graduates Graduate case studies on
website
Filmed interviews with
graduates
23 graduates Graduate film clips on
website
Project methodology and outcomes
The graduate survey
Background data collected on all graduates
Graduates asked to indicate views on 56 statements about career choice, planning, job seeking etc.
Responses to statements analysed against:
Background data:
pre-HE education type of HE
institution
parental HE participation
If working:
in a graduate job in a non-graduate
job
Current situation:
working and/or studying
not working or studying
Identified three factors indicating social/cultural advantage
1. Attendance at selective school/college prior to HE (23%)
2. Attendance at Sutton Trust 30 HE institution (37%)
3. Either parent participated in HE (45%)
Two groups identified:
Advantaged if any of above factors applied
Non-advantaged if none of above factors applied
Graduate groups
Background data collected on all employers
Employers asked to indicate views on 32 statements about entry requirements,
work experience/extra-curricular activities, institutional relationships etc.
Responses to statements analysed by size of employer:
Large (more than 250 employees)
SME (fewer than 250 employees)
Employer survey
Graduate survey: broad outcomes
Employed/further study
Younger (21-25)
Female
White
A levels
>320 UCAS points
1st or 2:1
Unemployed
Older (>25)
Male
Non-white
BTEC/Access
320 UCAS points
ST30 institution
1st or 2:1
Non-graduate job
Female
Non-selective education
BTEC/Access