GUIDANCE TO EMPLOYERS
This guidance has been drawn up following discussions with graduate recruiters, careers advisers, the AGR Board of Directors and officers of the NUS.
1.Bear in mind that significant numbers of finalists may not be in a position, though no fault of their own, be able to confirm their degree classification by the time they start work.
2.If you have made offers to final year students, honour them even if individuals are unable on their start date to confirm the degree classification that they have achieved. If the final degree classification is something you regard as sacrosanct then put this condition into their letter of appointment and extend the employee's probationary period until such time as the degree award does become known. (It is hoped that whatever the length of the industrial action, this year's finalists will all receive their degrees by September. We shall keep this prediction under review and report back on any changes).
3.Recognise that students are likely to be affected in different ways. Some will not be affected at all while others, even at the same institution, will be severely affected by the dispute. Listen to what candidates and recruits have to say and be sympathetic to the situation they find themselves in. It is unfair to discriminate between one candidate and another on the basis of how their degree has been handled or awarded by their institution or department.
4.In terms of job offers and starts, back your own selection processes and judgments. Remember that the job offers you have made are primarily based on a range of selection criteria that you determine and not the predicted degree classification.
5.If your recruits have to register for professional training and qualifications, check with the respective professional bodies on what their position is regarding registering trainees who do not know their degree classification. We have no reason to believe that professional bodies will drag their feet or be intransigent, but it might be helpful to encourage them to make allowances in this unprecedented situation by, say, extending the deadline for declaring their degree.
6.Avoid regarding the Graduate Class of 2006 as any less valued than other years because their degrees may have to be awarded by different means to normal. The students are no different to previous or subsequent cohorts and do not deserve to be labelled or discriminated against in any way.
7.There is a potential problem with international students who may not be able to get work permits without degree evidence. We are unable to offer guidance at the moment but are aware that the National Union of Students International Students Committee is highlighting the problems to the Prime Minister.
We all find ourselves in an unusual and difficult situation. We hope this information and guidance is helpful to you in managing your recruitment processes this summer. Employers have invested heavily in their graduate recruitment process. Recruitment targets are determined by the needs of the businesses and if the guidance contained above is followed we hope that all the planning and investment will still pay dividends.
