Benchmarking graduate recruitment and starting salaries in 2013
Public sector organisations are more likely than private sector employers to be recruiting graduates, but at lower starting salaries, XpertHR research finds.
This is according to the XpertHR benchmarking survey on graduate recruitment trends for 2013. The 23rd annual survey is based on responses from 132 organisations with a combined workforce of 513,396 employees.
Public sector reports highest graduate recruitment levels
The survey reveals the following trends regarding current and planned graduate recruitment activity:
- More than two-thirds of employers surveyed by XpertHR are currently trying to recruit graduates.
- The proportion of public sector respondents currently seeking to recruit graduates is higher than that for the private sector.
- Nearly nine in 10 organisations plan to recruit graduates in the future. Again, the figure for public sector respondents is higher than that for the private sector.
Across the whole economy, more than one-third of employers say they have experienced problems with graduate recruitment over the past two years.
By broad sector, public sector organisations are significantly more likely to have experienced graduate recruitment problems than those in the private sector.
Nearly nine-tenths of employers who have experienced problems with graduate recruitment cite the poor quality of applicants.
Graduate starting salaries frozen for fourth consecutive year
The median graduate starting salary stands at £23,500 in 2013.
Graduate recruitment activity may be more widespread in the public sector, but new graduate recruits joining public sector organisations can expect lower starting salaries than those in the private sector.
Across all organisations surveyed, the median increase on graduate starting salary levels from the previous year stands at nil.
This is the fourth consecutive year in which XpertHR's annual survey of graduate starting salary trends has recorded a nil increase.
But a breakdown by sector reveals that starting salaries for graduates joining the public sector workforce in 2012/2013 are actually set lower than in 2011/2012.
- Graduate Recruitment 2012/2013 and Graduate Starting Salaries 2012/2013 Subscribers to XpertHR Benchmarking can access the complete results data from this survey, and generate bespoke reports on how their organisation compares.
XpertHR's unique interactive HR benchmarking service keeps growing!
Check out the latest survey datasets to be added to XpertHR Benchmarking:
- Annual Leave 2013
XpertHR's 2013 benchmarking survey of UK employers' annual leave arrangements, based on responses from 208 organisations with a combined workforce of 197,237 employees, comprising a total of 391 employee groups.
- Digital Recruitment 2013
The 2013 XpertHR Benchmarking survey of UK employers' use of digital recruitment methods (such as corporate websites, online job boards and social media), based on responses from 138 organisations with a combined workforce of 577,187 employees.
Click here for the full list of HR benchmarking survey datasets that can be accessed via XpertHR Benchmarking!
Here's our latest monthly pick of top blog posts on HR data issues from XpertHR's blogs and other blogs:
- China Gorman: Connecting The Dots: Employee-Style
A compelling and rather witty piece of data analysis from top US HR blogger. China explains in very clear and compelling terms just why survey data from the US suggest that "it makes perfect sense that a high proportion of employees think they'll look for work" in 2013. Follow China on Twitter.
- Shane Granger: Australian Peak Employment (Part I) & Shane Granger: Peak Employment (Part II): UK
A fascinating and sobering analysis of the topic of 'peak jobs' in Australia and the UK from Shane Granger. Shane argues that this trend is likely to affect most if not all industrialised countries. Shane provides a useful definition of peak jobs: "In simple terms (via the blogosphere) 'Peak Jobs' is the idea that technology is replacing jobs faster than it's creating them." Shane's conclusion is stark: "With an increasing working age population and a growing gap between jobs available the future is looking anything but certain, especially with the rise of labour augmentation and robotics replacing jobs [ever] quicker." Follow Shane on Twitter.
- Sharlyn Lauby: Moving From Big Data to Real Insight
How to get to grips with big data? Sharlyn Lauby nails the topic here: "Data has been and will continue to be an important feature in business. But like that old phrase 'garbage in, garbage out', companies must prepare in order to move the needle from data to insight." In this post, Sharlyn generously shares five key points for organisations to consider before they move to incorporate "big data" into their strategy. Follow Sharlyn on Twitter.
- Andrew McAfee: Labor's Lost Leverage
A fascinating, hard-hitting piece of data analysis. McAfee presents a graph on US data "showing how corporate profits (as a percentage of GDP) and labor's share of income (essentially the percentage of GDP paid out in wages) have been doing over the post-war era in America." The conclusions are stark. McAfee says: "I am the farthest thing from a Marxist that you'll ever meet, but I'm also not willing to pretend any more that things will be just fine for American workers once demand comes back and companies get healthy again. Judging by their profits, American companies have never been in better shape. The same cannot be said for workers." Follow Andrew on Twitter.
- Noel O'Reilly: 6 steps to double the business value of HR data and metrics
Is a focus on risk "putting too much emphasis on negative HR interventions, associated with cost cutting, when HR leaders should be promoting the added value of HR in positive terms"? This was the topic of recent online debate triggered by an article for Personnel Today from Nick Kemsley of Henley Business School. In this post for XpertHR Employment Intelligence, Noel O'Reilly looks in detail at what Kemsley has to say in these pieces, and draws out six actions that HR could take in order "to double the business value of HR data and metrics." Follow Noel on Twitter.
- Mark Smith: In HR Technology, Social and Mobile Are Hot and Becoming Business Necessity
Some interesting stats on the most popular collaboration technology capabilities and the workplace deployment of mobile devices (and what these trends might mean for HR) in this recent post from Mark Smith on the Smart Data Collective blog.
- Executive Perceptions of the HR Function
A fascinating presentation of the results of an IBM/Oracle study on how executives view HR. For example, the study suggests that CEOs are twice as likely than CFOs to be concerned about HR costs. It also finds that CEOs are more ilkely than CFOs to believe that the head of HR at their organisation understands the needs of the business. Indeed, CEOs would appear to place more faith in HR across the board than would CFOs.
- The Increasing Demand for E-education
A very interesting infographic on the rise of the e-learning economy in the US.
- UK HR jobs market is underperforming in 2013, survey suggests
The jobs market for HR professionals in the UK is underperforming, with vacancy numbers down from one year previously and salary levels pitched lower than they were three years ago, research from Reed jobs board suggests.
- 13 Strong Articles about HR Analytics from 2011
A nice, self-explanatory title for this post from the HR Intelligence blog. Although the articles highlighted here come from the latter half of 2011, this round-up was only just published this month (on 13 February 2013)...and the topics explored in these articles remain of current relevance to HR.
XpertHR's round-up of HR data for January 2013 is the latest instalment in an ongoing monthly series.
post in this series highlights latest HR data releases from XpertHR
and other sources, alongside links to news stories and blog posts of
direct or indirect relevance to issues around using HR data.
If there are any HR-related data measures you would like to see covered in future XpertHR data round-ups, or if there are any surveys or HR data blog posts that you would like to see highlighted, please do get in touch. You can submit comments via the box below, or contact me directly via Twitter, LinkedIn or Google+.
XpertHR data round-up archive
Catch up with all the posts in XpertHR's data round-up series!
- HR data round-up January2013: Performance management training problems
- HR data round-up December 2012: A less merry Christmas?
- HR data round-up November 2012: Who's afraid of HR data?
- HR data round-up October 2012: Overtime, HR benchmarking & the best HR data posts!
- HR data round-up September 2012: Back to basics on performance management?
- HR data round-up August 2012: Are we seeing a downward trend in absence rates?
- HR data round-up July 2012: Benchmarking planned redundancies
- HR data round-up June 2012: The costs and benefits of the 2012 Olympics
- HR data round-up May 2012: The changing ratios of HR to employees
- HR data round-up April 2012: IT pay trends; private sector pay forecasts & more!
- The HR data tapes: HR lifers; CIPD qualifications; workforce analytics, & more!
- HR data round-up March 2012: Tough times for graduates
- HR data round-up February 2012: Are employers losing the battle to combat work-related stress?
- HR data round-up January 2012: What is the ideal employee to HR ratio in 2012?
- HR data round-up, December 2011: Christmas working and minimum office temperatures
- HR data round-up November 2011: Why did you get into HR?
- HR data round-up October 2011: National minimum wage; HR data visualisation; & using HR data effectively
- HR data round-up September 2011: Benchmarking absence; social media ROI; & latest HR data blog posts
- HR data round-up July 2011: HR careers, absence & turnover
- XpertHR data round-up, June 2011: Company cars, commuting, benchmarking & labour disputes
- XpertHR data round-up, May 2011: HR benchmarking data, absence & hand-drawn charts