Ulster University Student & Graduate Talent’s Post

🌟Research Alert! 🌟 We're excited to share study, "A Study on the Impact of E-Education on Employment Opportunities." Research paper by Dr. Megha Sharma, Aarti Vyas, Dr. Aastha Sharma, Thakur Institute of Management Studies & Research This research delves into how advancements in E-education are reshaping the job market, enhancing employment prospects, and driving skill development. 🔍 Keywords: E-education, Employment, Technology, Skill Development Explore how technology is transforming education and paving the way for a more skilled and competitive workforce.Stay tuned for more insights! Read the full paper here: https://lnkd.in/gaeMuHrM #EEducation #Employment #SkillDevelopment #Technology #Research

The Benefits of Hiring a Consultancy for Studying in the UK Studying in the UK can be a life-changing experience that opens up a world of opportunities for students. However, the process of applying and getting accepted into a university can be daunting and confusing for many. This is where hiring a consultancy can make a huge difference. A consultancy specializing in helping students study in the UK can provide invaluable support and guidance throughout the whole application process. They have the expertise and knowledge to help students make informed decisions about which universities and courses are the best fit for them. One of the main benefits ... > Readmore https://lnkd.in/eVbUH9fh

In the ever-evolving landscape of the global workforce, insights from trusted sources are invaluable. The World Economic Forum's Future of Jobs Report 2023 updated their comprehensive overview of the 26 attitudes and skills that drive personal and organisational effectiveness. In an article on our website, we highlight key findings from the report that draws insights from over 800 companies globally about both their current requirements for an effective workforce and their predictions for 2027, and compare the insights of this research with our own Employability Skills frame. https://lnkd.in/dNXgp6Rm ℹ Interested to learn more? Sign up for our upcoming online information session open to University of Oxford students, researchers and alumni: 💡 Essential Skills for the Future: What organisations want and how to develop them as a student, on Tuesday 20 February, 12:30-13:30. Sign up: https://lnkd.in/d5CzPHHS

After some time in the international education consultancy business, here are some reflections on the challenges of how consultants can add value (perhaps too early to tell) to an organisation. 1:-recruiting more international students now Vs to recruit more students in the future Working as a staff: anyone working in recruitment knows that our PDR or KPI is about the students’ number for the coming intake. Of course, we have to deliver it as the top priority, anything that is in the pipeline for the future could wait until tomorrow, next week or next month. Working as a consultant: often being asked to take a more strategic approach, the focus is to think about the medium and long-term future. How can a university recruit international students or remain relevant in the international market in 3, 5 or 10 years? 2:- departmental objectives Vs a more holistic approach to institutional benefits Working as a staff: my focus was very much the departmental success in delivering the number and income and student experience.    Working as a consultant: I would often take on more strategic institutional benefits in my thinking and then come to the implementation of that particular project. 3:-Busy with operations Vs busy with thinking Working as a staff: my days were often filled with meetings, emails, reports reading and writing. Reflecting, I felt that my thinking became linear in many ways after years in the same organisation. My work planning was always about the to-do list for the day. Working as a consultant: fewer meetings and committees, and fewer emails (definitely fewer cc-ed emails) while I still have meetings, I often spend more time thinking. The extra time also allows me to research the data and what others are doing to inform the decision-making.   4:- Working for one side Vs working for both sides to make the project succeed Working as a staff: my objective was to deliver what I believed to be the benefits of the university. Working as a consultant in bridging a collaboration: while understanding the needs and about of UK universities and their counterparts in China, I find it easier to set the right expectations for both parties. It becomes a whole lot easier to make the project a success. Look forward to hearing other colleagues' views and opinions! Higher Education Connected: International Education #ukuniversities #consultanct #tne #internationalrecruitment

How do you make yourself employable as a graduate? It goes without saying that new graduates need to be groomed and equipped with the right skills to succeed in the workplace. In today’s labour market, new graduates need to take personal responsibility for developing the skills and attributes that will help make them employable and their employers competitive. They also need to learn the best way of presenting themselves and what they can offer to a prospective employer. What's Employability Skills? Employability skills have been defined after extensive collaboration by academics and business as: a set of attributes, skills and knowledge that all labour market participants should possess to ensure they have the capability of being effective in the workplace to the benefit of themselves, their employer and the wider economy. Some of the Employability skills include: - Self-Management - Problem solving and critical thinking - Entrepreneurship/enterprise - Team Working - Communication and literacy - Business and Customer awareness - Application of information technology Please take some time and search on the above skills mentioned. For coaching and counselling on your professional growth and competency development, contact Capability trust on: 026 625 7501 / 030 254 2739 or Visit us @ East legon, Adjiriganor

Enhancing Employer Reputation for Iraqi Universities: Insights from QS Arab Region University Rankings 2025 As the Manager of Quality Assurance and Academic Performance at the University of Baghdad, I’d like to highlight the quality of graduates from Iraqi universities, as evidenced by the QS Arab Region University Rankings 2025. Particularly, I want to focus on the "Employer Reputation" criterion, which represents 20% of the total score in the QS Arab Region University Rankings. Firstly, I am extremely proud of the University of Baghdad's Employer Reputation score of 83.9. This impressive score underscores the high quality of our graduates. Employer reputation is based on a significant global survey of graduate employers. Participants are asked to name the institutions they perceive to be producing the best graduates. Seven Iraqi universities have scored higher than the average Employer Reputation score of around 31.5. In order, these universities are: University of Baghdad, University of Kufa, University of Babylon, University of Basrah, Al Nahrain University, Mustansiriyah University, and University of Kerbala. Additionally, the University of Mosul and the University of Anbar have achieved the average score. However, the remaining 23 universities that appeared in the ranking have scored below the average. These 23 universities need to re-evaluate their strategies for enhancing employer reputation. To systematically improve Employer Reputation, Iraqi universities should focus on the following steps: - Strengthen Employer Engagement - Enhance Alumni Relations - Focus on Career Services - Improve Curriculum Relevance - Promote Research and Innovation - Increase Visibility and Branding - Monitor and Evaluate: Feedback Mechanisms, Performance Metrics By adopting these systematic procedures, Iraqi universities can significantly enhance their Employer Reputation, leading to better employment outcomes for their graduates and improved standing in future rankings. hashtag #UniversityOfBaghdad hashtag #QSRanking hashtag #AcademicExcell

Interesting reading. The findings on the relationship between career clarity, motivation and self-efficacy particularly resonate with me, not only because of my background working in the graduate employability sector but also because I am thinking about what lies ahead in my own career.

Is Education a True Reflection of Our Potential? I recently came across one rather thought-provoking article by Sir Sudarshan Iyengar that got me to hold the mirror to understand things in relation to one's own space. He referred to an idea developed by Nobel laureate Michael Spence that tries to explain why education is so frequently perceived as a proxy for employment. That essentially boils down to what Spence terms "signaling," a concept where education steps in to fill the gap where employers cannot adequately gauge a candidate's productivity. And now, education does not necessarily make us more productive, but it signals our potential, determination, and ability to take on complex challenges. According to Sir Sudarshan Iyengar, "It is not merely a process of learning-it is a process of demonstrating potential.". This does, of course, shed a bit of light on why degrees are seemingly so crucial when it comes to hiring. Education itself is, at least in theory, not the key to increased productivity on the shop floor, but it can give employers a little comfort in this uncertain jobs market. He also mentioned about this in his post. But there is, one question well worth asking: Is education, then, still the best marker of potential in today's evolving world, or are we missing so much more going on in and around the lives of those who get hired? Refer Sir Sudarshan Iyengar's post - https://lnkd.in/ezfE_eqh #SignalingTheory #MichaelSpence #EducationAndEmployment #CareerGrowth #Hiring #Potential

Why is education such an important proxy for employment? Did you know that the answer lies in a noble prize winning work….? This idea, developed by Nobel laureate Michael Spence, is based on the concept of signaling. Employers often face challenges in distinguishing between highly productive workers and those less productive. Education serves as a proxy—an indicator—that helps reduce this information gap. Why? Because it’s assumed that productive individuals can obtain education more easily and with less effort. Even if education itself doesn’t directly increase productivity, it still holds significant value. It gives employers confidence in making hiring decisions, assuming that those with higher education are more capable of handling complex tasks. The takeaway: In many ways, education is not just about learning—it’s about demonstrating potential. It’s a tool that helps both employers and employees navigate the uncertainties of the labor market more effectively. #education #employment #careers #skills #signaling #NobelPrize #MichaelSpence

Does Higher Education Still Prepare People for Jobs? When employers attach value to university qualifications, it’s often because they see them as a reliable indicator of a candidate’s intellectual competence. If that is their focus, why not just use psychological assessments instead, which are much more predictive of future job performance, and less confounded with socioeconomic status and demographic variables? #education #job #jobs #work #employment #business #management