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According to Onetest’s 2009 Opinion Survey of Australian University Graduates, recent graduates know that employers are using social networking sites and search engines such as Google to research them as applicants.

The results of a survey of 2,000 university graduates from across Australia reveals that two in three (66%) are actively monitoring and screening their online identity for private information, before they embark on a job search.

“Given how easily you can find personal information about people online, it's a positive sign to see such a large percentage of graduates making the smart move to monitor and screen the information about themselves which is accessible online, to potential - and existing - employers," said Cherie Curtis, Onetest's head of psychology.

Gen-Y’s love of social media is good news for employers too, since social networking sites can be a relatively low-cost medium to conduct graduate recruitment campaigns.

“One third - 30% - of graduates spend more than five hours on social networking sites each week, which opens up a number of opportunities for prospective employers to engage with them in new ways,” Curtis said.

Onetest’s survey reveals that 81% of graduates believe a role in the public sector means better job security, while 62% think private companies offer more competitive salaries and benefits packages.

Key statistics from Onetest’s 2009 Graduate Opinion Survey include: 

• 73% think there would be more opportunity to travel overseas with a private company than government
• 66% actively monitor their online identity
• 62% believe private companies offer more competitive salary and benefits packages
• 60% plan on working outside of Australia during their career
• 48% believe a salary between $46,000 and $55,000 is a fair and reasonable starting salary
• 35% plan on staying with their employer three-five years after their graduate program has finished – up 30% on last year
• 27% would still accept another job opportunity even if they had already signed an employment contract or accepted another offer
• 23% expect to be in a managerial position four-five years after entering the workforce
• 20% have applied for more than 20 graduate positions

According to Onetest CEO Steven Dahl, the recruitment drive for 2010/11 is shaping up to be the most competitive in years.

“Many organisations have dramatically cut back their graduate employment opportunities for the 2009/2010 intake, with some even forced to postpone start dates for up to a year,” he said.

What graduates want from their employer has remained fairly consistent over the past three years, with job security jumping to the third spot after a competitive salary and benefits package, and a good employer reputation.

2009	2008	2007
Competitive salary and benefits package	Competitive salary and benefits package	Competitive salary and benefits package
Good employer reputation	Good employer reputation	Good employer reputation
Job security/stability	Structured training & development	Permanent position in company at completion of grad program
Structured training & development	Job security/stability	Structured training & development
Permanent position in company at completion of grad program	Permanent position in company at completion of grad program	Job security/stability

According to Curtis, the reduced number of employment opportunities has forced grads to be more creative; not only considering their career options but also in how they stand out from the crowd throughout the recruitment process.

“Like Australia’s broader population, graduates are turning to ‘up-skilling’ as a way to boost their appeal and value to employers, with nearly one in four - 24% - indicating they have looked at further study or training,” she said.

“However, training and development shouldn’t stop the moment graduates finish their formal education. For employers, investing in your grads up-front is proven to pay off in the long term. Make sure you provide plenty of practical training, constructive feedback, developmental opportunities and a structured career path, to increase their commitment to your organisation and boost the chances that they’ll stay for the long haul,” she concluded.

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