The brave new world of work

THE TERM "Permanent Whitewater" may evoke images of chaps in canoes or, given recent events in the Whitehouse, images of Hillary Clinton looking uncomfortable in the face of some awkward questions, but it is a term with which graduates are set to become unavoidably familiar.

It refers to the challenges of the new workplace, in which the onus is on flexibility, independence, continuing education and contracts and self employment instead of the traditional job for life.

"Permanent Whitewater" would have been a daunting prospect for graduates 10 years ago but, increasingly, today's graduates will have to learn to sink or swim in the new environment.

Yet there is increasing evidence that what graduates expect from their future careers is changing, at least in the larger European arena.

According to a survey of 7,000 graduates in a recent edition of Eurograduate, many of them were now viewing their career as integral to their own personal development. Their own personal growth appeared to be a priority, combined with the formation of a sound financial base to enable them to enjoy life outside work. When questioned about the qualities they rated most important for their career plans, only 21 per cent mentioned a willingness to work long hours.

At a recent meeting of the Institute of Guidance Counsellors in Dublin addressed by Muireann Ni Dhuigneain of DCU's careers and appointments service, this possible change in graduate attitudes provoked a lively debate for, if this is the case, then it represents a considerable shift from the idea of the company man or woman.

It could be argued that it is a response, in some ways, to the changing nature of employment, where a job for life can no longer be expected and those entering the jobs market will be faced more and more with the prospect of contract work or self employment.

Employers too appear to be looking beyond academic qualifications towards a more rounded graduate, with the emphasis on employability and what are known as "personal transferable skills". Colm Tobin, careers and appointments officer in UCD, believes this can be traced back to a survey completed by graduate recruiters in the UK some three years ago, which revealed that there were four core skills for which employers were looking: communication skills, teamworking, problem solving and managing/organising skills. Problem solving is less general than it sounds and refers to a good level of mathematical, numerical and computer type skills.

"Most graduates have them, but my view is that they don't necessarily project them," says Tobin. Students acquire these skills not only through study but via vacation work and extracurricular activities while in college. However, in an interview situation or on an application form they may neglect to mention that they had opportunities to develop these skills outside the academic environment.

In addition to these core skills, Tobin also emphasises a number of other qualities sought by employers. They include:

. Leadership potential (the ability to influence and motivate others, to originate action and to cope with multiple tasks)

. Adaptability and resilience (flexibility to new situations and environments and perseverance in the face of obstacles)

. Interpersonal sensitivity (awareness of the impact of your behaviour on others and the ability to modify it and compromise)

. Judgement (capacity to evaluate and make independent decisions)

. Innovative Skills (ability to generate/recognise creative decisions and bring them to fruition)

. Breadth of thinking (understanding of broader issues and the recognition of opportunities)

. Business awareness/career thinking (awareness of business issues combined with clearly thought out career objectives job understanding and mobility)

"Employers are looking for people who are flexible because of the amount of downsizing and delayering and the growth of small and medium enterprises" says Eileen Fitzpatrick, careers and appointments officer in the DIT. "Graduates are expected to adapt and move into different areas as the situation requires and to work in small teams".

New patterns of work will place greater emphasis on learning for life, independence teamwork leadership qualities higher levels of skills and the flexibility to adapt to change.

According to one US survey young graduates can expect to change their careers an average of nine times. Faced with increasing sell" reliance the absence of long term job security and the management of their own careers it would be surprising if graduates did not opt for a more self oriented approach to their careers and their development as individuals.

"People are going to have to top up on qualifications right through their lives," says Eileen Fitzpatrick. "Some graduates actually start off their careers by being self employed. They work for a particular company but keep their own records make their own tax returns and contract themselves out. It requires a lot of self confidence and adaptability and the ability to network."