The 5 Key Trends Every Graduate Recruitment Should Have

The Australian Association of Graduate Employers (AAGE) Employer Survey 2019, which was released in October 2018, offers an insightful look at the experiences of graduates seeking entry-level roles at 111 of Australia's most important graduate recruitment programs.

The AAGE report is comprehensive, which is a benefit to graduates who must often navigate the hiring process without a clear understanding of the competition or the qualities that employers are looking for.


You can gain insider knowledge of the environment in which you'll be taking the vital first moves towards beginning a career by concentrating on these larger trends.


Here, we take a step back and look at the wider picture: What are the 5 major trends that are now influencing graduate recruitment programs? And how do you feel about those trends?


  1. Graduates are most frequently hired by businesses for positions in IT, marketing, and accounting.

In response to a question from the AAGE survey, respondents were asked to describe the roles they were looking to fill for 2018 graduates. The results are naturally biased towards jobs that are available both internally at other organisations and within specialised businesses (such as accountants employed by accounting firms) (for example, as an internal auditor for a technology organization).


It should not be surprising that the majority of graduate recruitment is likely to recruit applicants for IT and telecoms roles. About one-quarter of all surveyed firms advertised entry-level positions for graduates in marketing and law.


  1. Employers are quite likely to speak with top candidates using websites and online services.

The days of posting jobs on campus bulletin boards are long gone; nowadays, companies overwhelmingly opt to use online resources. The most effective hiring tool at their disposal, according to 90% of businesses, is the company's graduate recruitment websites. 


Nevertheless, companies are more inclined to embrace other strategies like social networks, with 69% saying that LinkedIn is extremely effective, 46% saying that Facebook is effective, and 21% saying that YouTube is effective. Finally, approximately half of the businesses surveyed said that using the Grad Australia website to identify graduates online was "extremely" or "very" beneficial.


  1. Most firms prefer to hire graduates who are citizens of Australia or New Zealand.

Graduate recruitment programs that have Australian or New Zealand citizenship or permanent residency are more inclined to consider them, according to 46% of employers. A quarter (24%) of graduate recruitment limit their search to those having Australian citizenship or residency permit, while 16% of employers solely take into account people with Australian citizenship. Graduate recruitment only takes into account applications from all applicants—including international students—in 13% of cases.


  1. Most of the time, first-year activities are designed with graduate employees in mind.

The good news is that graduates who are good at securing employment with a major firm will usually be recognized with a program tailored to their individual needs. According to the AAGE poll, 90% of respondents agreed that "we have a formal graduate recruitment program for graduates entering the business."


  1. The highest starting pay is still provided by resource-focused businesses, with average starting salaries increasing significantly.

Over the past 16 years, starting salaries have steadily increased, rising from an average of $39,800 in 2003 to an average of $65,691 in 2019. The difference between both the lowest average beginning salary and those given to graduates by the highest-paying businesses is still substantial. Of course, competitive pay isn't the only factor employers consider when trying to recruit grads.


The combined results of the AAGE poll present a complex picture of what lies ahead for today's graduates. Also, There is compelling evidence that companies have decided to commit to spending time and money on graduate recruitment initiatives that are meant to assist recent hires in launching successful careers.

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