The world of work is rapidly changing. Global competition, deregulation and technological advances are forcing companies to change the shape of their workforces in response to market demands. Companies are de-layering, out-sourcing and increasingly work in multi-disciplinary teams is expanding. The traditional concept of the "graduate career" is also evolving resulting in the need for graduates to become more self-reliant, self-promoting and multi-skilled.

In the past, the concept of a "job for life" was a graduate expectation with career development largely seen as a by-product of corporate employment. In the 21st century where career transitions are more frequent, jobs less secure, technological innovation explosive and expectations higher, the skills to manage your own career will become essential to success.

As a graduate in the 21st century you will need to learn how to uncover hidden opportunities and become committed to a life long learning approach to your own career development. Adaptability, self-evaluation and the ability to learn are expected to be crucial.

Changing Graduate Roles
The Association of Graduate Recruiters (1995, UK) identified "Outsourcing" as one of the greatest recent influences on graduate roles. It has precipitated the growth of the small business sector and contributed to an explosion in the number of small consultancies and self-employed graduates.

Other changes identified:

• Fewer graduates in traditional roles: Although formal graduate recruitment and training programs are still popular, the percentage of available graduates employed in this way has reduced. Competition is fierce and the number of available positions has greatly diminished.
• More graduates employed in non-graduate positions: The Association of Graduate Recruiters Survey (1995) revealed that two thirds of surveyed organisations recruited graduates to positions other than via the graduate recruitment programs. 21st Century graduates will need to keep abreast of economic and organisational changes to access these opportunities.
• Promotion is not automatic: The neatly planned progression up the corporate ladder can no longer be counted upon. Although most companies still make employee development opportunities available, formal structured company training schemes are becoming scarce except for within large enterprises. In many situations, graduates will need to anticipate needs and find opportunities to up-skill for advancement.
• More graduates in small to medium firms: These firms often offer a wider range of responsibilities and experiences necessitating the graduate to be more flexible and open to new learning.
• More graduates becoming self-employed: Difficulty in finding stable employment and the corporate pre-disposition toward outsourcing and project engagements, has provided opportunities for entrepreneurial graduates in this sector.
• Many graduates need to cope with unemployment: The economic environment and an inability to utilise the transferable applications of some graduate degrees, has lead many graduates into unemployment. 21st Century graduates will need to be flexible and innovative in the use of their skill base and knowledge to avoid unemployment.
• Many graduates are under-employed: Graduates are often employed in clerical grade jobs for which a degree is not necessary.
• Growth of graduate involvement in the volunteer/community sector: Often sought to gain experience, these positions may lead to paid employment.

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