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Retention of college graduates by employers across the United Kingdom was examined. Data were collected through a survey of 362 organizations and interviews with 36 employers and their graduate employees. Most employers were unworried by their levels of graduate retention; two-thirds expected to keep new recruits for the foreseeable future. Rates of retention of graduates averaged 86% after 3 years. Although one-third of the employers surveyed had managed to retain their entire graduate intake 1 year after appointment, approximately one-fourth of employers lost up to 50% of their intake within 1 year. Small employers had the highest average retention rate. Retention rates were lowest among employers recruiting to general roles rather than to those reserved for graduates or those involving formal and/or professional training. Employers offering higher starting salaries had the best retention rates. The overall market appeared stable, and starting salaries were predicted to grow slowly over the upcoming year. More than 40% of employers lacked any form of monitoring system that might provide insights into why graduates leave. The most popular techniques used for retaining graduates were offering technical professional training, offering mentoring/coaching, and providing planned career and/or salary progression. (Seventeen tables/figures are included. The bibliography lists 16 references. Nine additional benchmarking tables are appended.) (MN)

Self-employment among graduates of England's higher education institutions (HEIs) was examined. The study included five elements: literature review; qualitative development stage involving exploratory interviews with 16 key players and in-depth interviews with 15 self-employed graduates from Sussex University and the London Institute; mail survey of all 152 careers services in England's HEIs (response rate, 48%); mail survey of a sample of 3,029 graduates of selected HEIs (response rate, 21%); and development of good practice materials. Of the graduates surveyed, 31% were currently or had been self-employed, 26% had considered self-employment, and 43% had no interest in self-employment. Women were more likely than men to have some self-employment experience. Self-employment was highest among graduates of creative arts and design courses. Graduates with better-class degrees were more likely to have self-employment experience. A family background in self-employment was a significant factor influencing labor market status in self-employment. Four principal areas where HEIs could play an important role in preparing students for self-employment were identified: promote business awareness, foster entrepreneurial attributes, contribute toward skills training, and help in business planning. (Sixty-eight tables/figures are included. Appended are a full list of courses and full list of sectoral activity. The report contains 85 references.) (MN)