Figures released today have shown that the number of 16-24 year olds that are unemployed has risen to just over 1.02 million, an increase of 67,000 in the three months to September.

This is the highest figure since the records began, with total unemployment increasing by 129,000 to 2.62 million. Employment minister Chris Gayling told Sky News "It's bad news. It's a situation I find unacceptable."

This news has meant that many Business leaders are preparing for another recession, with a lot of the recruitment freezes that started in 2008 coming back. Businesses are currently very cautious, which is not very helpful in reducing the amount of unemployed graduates.

The stats heap even more pressure on the chancellor to do a lot more to kick start the economy and get unemployment rates a lot lower. The figures also outlined that the number of UK born people in work has dropped by 311,000 in the past year whilst the number of non UK born people has risen by 181,000.

"Today's ugly labour market data will raise concerns that the UK economic recovery is fading away, and that a long-term impact will be felt among the nation's youth," said Chris Williamson, chief economist at Markit.

This Week’s quarterly survey by the CIPD has revealed that UK employers are locked into a ‘wait and see mode’, which has resulted in recruitment freezes and a significant reduction in the number of companies outsourcing work overseas.

Pareto has written a guide on how to build your sales team in a changing world which will enable you to overcome this ‘wait and see’ culture. The guide looks at a new form of sales recruitment; Insourcing and how it can help you to maximise your sales opportunities. Let’s see this as an opportunity for UK businesses to improve sales without the headache of headcount or long term cost risk.

Over the last 15 years Pareto has assessed, trained, and placed thousands of the highest quality sales people. Many of these graduates have gone on to become business leaders or owners, with some winning prestigious industry awards.

We know that training doesn’t only come from our exceptional courses, but from real experience gained from professional maturity, market awareness and continuous development.

So we are proud to announce the launch of Pareto Alumni, a free and exclusive service, which is available only for those who have come through the Pareto process. The information we provide will help you stay ahead in the industry and have a competitive advantage within sales:

• News Updates


• White Paper Documents


• Sales Hints, Tips and Information


• Training Videos


• Networking Events

As long as you remain in contact with us, we can continue to keep you in touch with a worldwide community of literally thousands of Alumni who have shared the Pareto experience.

Please email alumni@pareto.co.uk with your details to find out more about this service or register online for free at www.pareto.co.uk/pareto_alumni.aspx.

If you know any other Pareto Graduates who are not yet aware of this unique new service, let us know and we can get in touch!

During this current climate there is no shortage of graduates in the job market, which means that many employers are able to look past just qualifications. Graduates are now finding it harder to gain employment because employers are looking for experience which these graduates cannot obtain because of this.

This means that many top graduates are missing out on places to graduates who are job hopping, meaning they gain no experience or the chance to prove them selves. The graduates that are job hopping can cost business dearly in recruitment.

A recent survey of around 1,900 graduates and managers has found that around 40% of new graduate recruits want to leave their current position within two years. Up to 40% wanted to find a job in the next 12 months and 16% wanted to change jobs immediately.

Graduates have recently said they are more interested in a high salary rather than other benefits, yet many employers can bypass this with a fulfilling employment package. Offer training or career progression strategy to retain employees. If a company doesn’t offer these then there is no surprise that graduates want to look elsewhere.

A lot of graduates do expect a lot, (who wouldn’t after spending money on education and then finding there are no jobs or rubbish pay?) yet the most important thing is to manage these expectations. The survey also found that around 10% of the graduates expected to be promoted within their first year of work, there has to be a compromise between the employer and the graduate. Offer an appealing job yet at the same time be clear to the graduate about what they can expect from the company and their role and this will enable the graduate to make a decision and know what to expect.

Labels: graduate job, graduate job market, graduate jobs, graduates, graduates job, job hopping, job market

One of the most important factors for a businesses success is the people it recruits, that’s why its important to get it right first time. The time and costs associated with the process of hiring a graduate can be a heavy burden, and hiring the wrong person can have detrimental affects to many parts of the organisation.

This has meant that many organisations have turned to online recruitment to cut the costs. Yet this cut in costs doesn’t mean there is a loss of quality and quantity in graduates. The role of social media and online technology has meant many employers have a tighter control over the type of graduates they consider.

The old method of posting jobs in newspapers and using referrals to locate quality graduates for the job is out dated and the use of information technology has taken over. Job sites have opened up the opportunity for recruiter and graduates to target a specific market through location, qualification, age, and even gender with such sites as graduate-women.com. These job sites are available worldwide as well and allowed graduate recruiters to target a mass market and receive on average 70 applicants per every job.

Many graduate recruiters are now improving their relationship during the application process through the usage of social media. It is well known that some employers even view candidates Facebook page to get a good idea of what their new hire may be like. Seeing a picture of your possible superstar graduate who is comatose on the floor after a night out might give some warning signs to some companies.

Information technology has allowed for greater communication between graduates and graduate employers, yet there are downsides to this. Many competitors will also be using the same tools to attract graduates and therefore it is important to create the relationship with the candidate as early as possible to get the best talent available.

Some say the online job market has become crowded, especially during this economic climate, and trying to stand out from the crowd is increasingly difficult because of the amount of applicants per job. This means candidates have to spend double if not more applying to many different jobs or jobs that they otherwise wouldn’t have considered.

Labels: applicants, graduate, graduate employers, graduate recruiters, graduate recruitment, graduates, job market, jobs, online job market, online recruitment, recruitment, recruits, social media

Labels: sales, sales contests, sales culture, sales people, sales person, sales superstars, sales team

Labels: employee, graduate career, graduate experience, graduate jobs, graduates, job satisfaction, jobs, working