Six Tips For Searching For a Job As a Graduate
karlmontgomery • April 10, 2017
For graduates just starting a job hunt it can be an overwhelming and daunting prospect. There is a huge amount of competition out there but government figures show graduate unemployment levels are now at the lowest in ten years so it’s not all doom and gloom.
Research
Take your time to research the sort of companies you might like to work for and the positions that would suit you, then find out what skills or experience would be needed for both. If you are lacking in these then consider undertaking voluntary work whilst you job hunt.
Upload your CV to job sites
Once you have a well-written CV to hand, upload it to job sites or LinkedIn, and then keep it up to date. Employers often use these sites to search for potential employees so it is an opportunity not to be missed.
Join a recruitment agency
Consider joining a recruitment agency as they will be in the best position to help your job search, particularly as some companies will only recruit through these agencies. If you are finding a job hunt intimidating, then having regular contact with a recruiter can benefit you as they will give you feedback from interviews and can help with improving your CV and polishing your interview techniques.
Think small
Start-up companies can be a great place to begin a career as you will gain a wide variety of skills and experience. You may find yourself with more responsibilities than in a similar role in a much larger company which in turn could lead you to move up the career ladder more quickly.
Tailor your applications
So your CV may be top notch but do not forget about your covering letter, this is your first opportunity to spark some interest in a potential employer. Tailor your CV and covering letter to each job application, whilst this may be time-consuming it will make all the difference, make sure you highlight how you could fulfil the specific role on offer.
Think further afield
If the thought of relocating appeals to you, consider searching for jobs throughout the whole of the UK. Broaden your job searches and if you really are up for an adventure consider applying for jobs abroad. Lots of graduates end up in jobs that are not related to their degrees, so if a job appeals to you and you feel you have something to offer do not be afraid to apply.
If you need any help navigating the job market get in touch with us here at Recruit Mint, we can provide you with the support and knowledge to enable you to land your dream job.
Picture this: after weeks of interviews, countless email exchanges, and meticulous CV screening, you've finally found the perfect candidate. The offer letter is sent, champagne is on ice—then silence. A few days later, the dreaded email arrives: "Thank you for the opportunity, but I've decided to pursue another option." Last-minute candidate rejections aren't just frustrating—they're expensive, time-consuming, and increasingly common in today's competitive job market. According to recent research by Robert Half UK, 42% of UK professionals have accepted a job offer but continued to interview for other roles. More alarmingly, 28% admitted to accepting an offer only to back out before starting. But why is this happening, and what can recruitment professionals and hiring managers do to prevent these eleventh-hour disappointments?
In today's competitive business landscape, intuition and experience remain valuable, but they're no longer sufficient on their own. UK businesses facing rising operational costs, increasing competition, and a challenging economic environment can no longer afford to make critical workforce decisions based on gut feeling alone. The difference between thriving and merely surviving increasingly depends on how effectively organisations leverage data to optimise their most valuable resource: their people. According to research from the Office for National Statistics (ONS) , UK productivity growth has stagnated since the 2008 financial crisis, lagging behind other G7 nations. With the April 2025 minimum wage increases looming, businesses face growing pressure to extract maximum value from their workforce investments. The good news? The rise of workforce analytics provides unprecedented opportunities to identify inefficiencies, optimise performance, and cultivate environments where employees thrive. As Matthew Taylor, Chief Executive of the Royal Society for Arts (RSA), noted in the UK Government's Good Work Review : "In a world of increasing workplace complexity, the organisations that thrive will be those that measure what matters and act on the insights." This blog explores how data-driven decision making can transform workforce productivity, examining practical approaches that UK businesses are implementing today with remarkable results.
Manufacturing in the UK faces a talent crisis of unprecedented proportions. While the sector contributes over £191 billion to the British economy according to Make UK, it's increasingly losing its most valuable resource—skilled workers—to competing industries. This talent exodus comes at a critical moment when technological advancement demands more specialised skills than ever before. The Manufacturing Skills Gap Survey reveals a stark reality: 83% of UK manufacturers struggle to recruit appropriate talent, while 64% report losing skilled employees to other sectors—particularly technology, logistics, and renewable energy. This isn't merely a staffing challenge but an existential threat to the industry's future competitiveness and innovation capacity. "Manufacturing has an image problem that masks its reality," notes Stephen Phipson, CEO of Make UK. "While other sectors have successfully repositioned themselves as modern, dynamic career destinations, manufacturing continues to battle outdated perceptions that undermine its appeal to today's workforce." The good news? Forward-thinking manufacturers are finding ways to reverse this trend, implementing innovative strategies that not only stem the tide of departing talent but successfully attract skilled workers from other industries. This blog explores how manufacturing can transform its approach to talent acquisition and retention, repositioning itself as an employer of choice in an increasingly competitive marketplace.
The scenario is all too familiar: a key team member hands in their notice, triggering an immediate scramble to fill the position. Job descriptions are hastily updated, recruitment agencies engaged, and hiring managers pulled into urgent meetings—all while business continuity hangs in the balance and costs mount. This reactive approach to recruitment isn't merely stressful; it's strategically flawed. According to the Chartered Institute of Personnel and Development (CIPD), UK organisations take an average of 28 days to fill a vacancy, with specialist roles often exceeding 12 weeks. During this time, productivity suffers, remaining team members face increased pressure, and opportunities are missed. The alternative? Building a proactive talent pipeline—a continuously nurtured pool of engaged, pre-qualified candidates ready to step into roles as they become available. This approach doesn't just reduce time-to-hire; it fundamentally transforms recruitment from an emergency response to a strategic advantage.
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You've spent hours perfecting your CV, searching for the right opportunities, and submitting applications – yet your inbox remains frustratingly empty. If you're wondering why you're not landing interviews despite your qualifications and experience, you're not alone. Recent research from Totaljobs shows that the average job opening in the UK attracts 49 applications, with only 15% of applicants typically securing an interview. The good news? With a few strategic adjustments to your approach, you can dramatically improve your chances of making it to the interview stage. Let's examine the most common reasons applications fall flat – and the practical steps you can take to stand out from the crowd.
In an era of unprecedented technological change, shifting workforce dynamics, and evolving industry pressures, engineering leadership stands at a critical crossroads. The traditional command-and-control approach that once dominated the sector is increasingly being replaced by more adaptive, inclusive, and technology-enabled leadership models. This transformation isn't merely a trend—it's an essential evolution for companies seeking to remain competitive in an increasingly complex global marketplace.
In the relentless pursuit of efficiency, UK businesses often overlook the subtle yet powerful forces quietly eroding their productivity. While organisations invest millions in cutting-edge technologies and process improvements, the most damaging productivity killers often operate in plain sight—unrecognised, unmeasured, and unaddressed. According to research from the Office for National Statistics (ONS) , the UK continues to lag behind other G7 nations in productivity growth, with output per hour worked remaining stubbornly below pre-2008 financial crisis trends. What's particularly concerning is that this productivity gap persists despite significant investments in technology and equipment. So, what's truly holding UK businesses back? Our analysis of current research reveals three pervasive yet frequently overlooked productivity drains: ineffective shift planning, excessive meeting cultures, and persistent workplace distractions. Together, these hidden productivity killers could be costing your business up to £8,500 per employee annually, according to calculations based on CIPD Workplace Productivity Survey data. Let's examine each of these productivity vampires and, more importantly, how to drive a stake through their hearts.
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