Graduate Recruitment and the Credit Crunch (engineering career education)

September 29th, 2008 admin Posted in careers |

By Martha Franklin

It is an unwritten rule of job cutting that the most recently hired graduates should be the first ones to be let go when the financial sector is hurting. Some banks are steadfast in their efforts to hire new graduates while others, such as AIB, have eliminated programs of recruitment for the year. What kind of graduates do they seek out? How does a graduate make it to the top of the list in a job market with few jobs available? What can new arrivals hope to gain in the future?

Although bankers may be hesitant to agree, pundits note that there are not as many jobs available for graduates in the field of banking. Some positive things have started to come to light even with banks, such as AIB stopping thier recruiting. Still some graduates are feeling stressed. New graduate hires in 2008 are nearly identical to the previous year at Citi, a bank with large worldwide redundancie announcements. Morgan Stanley and Deutsche Bank are in full force with their graduate recruitment programs. Even UBS, with its announcement of 5,500 redundancies, plans to go forth with a recruitment season similar to that of last year’s.

Goldman Sachs is in the middle of one of its largest summer recruitment initiatives. This summer, over 400 interns will start their placements. In 2009, we believe approximately 75% will be offered permanent employment. The employment scene is really starting to look up, as far as the commercial banking field is concerned. Retail and commercial recruitment figures for Barclays are expected to rise by 48% globally this year. In 2009 they are looking to see another increase.

Graduates can find reassurance in the fact that banks have learned from the mistakes of the past. Several banks were forced to fill jobs from accountancy instead of hiring new graduates in 2001-2002 when financial sector recruiting was last so bad. In order to ensure that graduate jobs are available for the appropriate candidates, this error must not occur in the future.

Martha is a freelance journalist writing about Pareto Consulting

Becoming James Bond - Security Services Job Profiles
By john mce

The Security Service protects the country against threats to national security, safeguarding the economic well-being of the country. To defend against terrorism, espionage, crime and proliferation. It also provides advice for national infrastructure such as power, water and transport systems.

There are a range of roles available in the Security Services -

Surveillance Officer - A surveillance officer watches and reports on the movements and actions of those under investigation.

Intelligence officer - An intelligence officer uses relevant intelligence data to assess and investigate threats to national security.

Linguist - Linguists translate and transcribe intelligence information from bugged phone calls, emails and mail, and interpreting it into a social context.

IT Specialist - Providing protection and IT support to the government’s computer systems, networks and communication systems.

There are also a number of very specialist posts, as well as support roles including administration, security, driving and building services.

Desired Qualifications and Experience

There are strict residency and nationality criteria to work for the Security Service. Applicants must be over the age of 18 and have very special skills in relevant areas.

Surveillance officers need a full driving license as well as personal skills and relevant experience, rather than academic qualifications.

Intelligence officers usually need a 2:1 degree in any subject as well as any relevant experience.

Linguists’ language ability is tested during the selection process. Knowledge of certain languages, such as Arab, Sorani, Bengali, Urdu, Punjabi, Mandarin, Somali, Pushto, Persian and Russian, are preferential to others.

IT Specialists are in a better position with qualifications and experience, but the Security Service does administer it’s own IT test.

Training & Development

All staff are greeted with an eight-day induction, and most of the job specifications within the Security Services require that individuals are trained and developed.

For example, a new intelligence officer would complete a development programme which includes on-the-job and in-house training exercises.

A surveillance officer must complete a 75 day development programme which tests physical and mental ability. Passing this test is essential to remain in employment, and move onto the next training stage. It can take up to two years to fully qualify for a surveillance role. There are also many disparate elements which individuals would need to be separately trained for such as photography or bugging technology.

A Linguists training would include on-the-job and in-house development programmes, learning how to use special equipment.

Whatever the position, employees of the Security Services are encouraged throughout to take part in internal and external training courses to serve personal development.

Look for Jobs in Bristol as well as the rest of the Southwest at www.JobsSW.co.uk

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