Temporary and contract positions continued to rise strongly and permanent placements also saw growth, though all were at a slower pace than December’s two-and-a-half year high.

Further cause for optimism was the increased number of vacancies, which also rose for the fourth consecutive month, at the fastest rate since July 2007.

According to Bernard Brown, Partner and Head of Business Services at KPMG, “The UK jobs market is continuing its journey back to health.” He went on to caution that the rate of growth had slowed some and this should serve as “a reminder that the road to recovery will be bumpy.” Brown indicated the next 12 to 18 months bear watching as confidence returns to the private sector.

Kevin Green, Chief Executive of the Recruitment & Employment Confederation, expanded on the findings saying, “The growth in people getting permanent jobs eased in January but still remained positive overall. The number of vacancies reported by recruitment businesses also accelerated at the sharpest rate since July 2007, suggesting that we are now on the long road to recovery.”

The overall findings of the report are positive. Combined with last month’s news that the UK is officially out the recession, graduates coming into the market can take heart.

Published in conjunction with the Recruitment and Employment Confederation (REC), KPMG’s monthly Report on Jobs is compiled from a panel of 400 UK recruitment and employment consultancies. KPMG is considered a provider of the most up-to-date and comprehensive monthly statistics for recruitment, employment and employee earnings trends available.

As expected, more than 40 percent of the firms surveyed had reduced the number of people on their staff during the 2009 year. Of the 40 percent who had already eliminated positions, 10 percent expected that they would need to make additional cuts during the course of 2010. However, at the other end of the spectrum, more than half of the firms that cut positions in 2009 said that they intended to hire additional staff members in 2010.

In order to reduce wage costs, many firms have implemented new strategies. Flexible work schedules have been very popular. Of the financial firms surveyed, 17 percent had employees who were working shorter weeks and also shorter days. This figure was up 6 percent from the previous year, when this number was only 11 percent. Allowing employees to work more flexible hours has allowed many firms to cut their wage costs dramatically.

Although job prospects for 2010 are much brighter than they were a year ago, Maragaret Dyer, director of Joslin Rowe Scotland says that many professionals are holding onto their current jobs. They are doing this mainly for fear of another recession. Dyer also says that employees are implementing a “better the devil you know” career mindset. Many people would rather stay in their current position, even if they are unhappy, because the economic future is still very uncertain.

This means that many firms, even those with strong employer brands, are having a difficult time enticing employees to leave their current jobs to work for them, no matter what benefits and incentives are offered.

As the Recession comes to a close, one of the last things to recover is the employment market. Businesses are reluctant to add to their rosters unless they are certain that their investment will correspond to an increase in their profits. As any investment, this is a measured response, and until business improves in the consumer markets, it is unlikely that any business will add to their payroll.

This is unfortunate for these graduates, who will start their Commencement in the coming months. Students who graduated last year are just now starting to find a job, and after months of unemployment, they are looking for any job. As they start taking jobs, they are also willing to take a job with less pay than they would have taken months ago. For the students graduating this year, they will face a market with job vacancies being filled by graduates from last year, which means that not only are companies not willing to hire them, they aren’t willing to hire them at pay rates comparable to what they were looking at 4 years ago when the students started their coursework.

This economic disaster in waiting could actually be a blessing in disguise for the military. Typically the military has an increase in recruiting as the market turns downward, as reported by CBS News corespondent Cynthia Bowers. As the military is stretched thin, the military has been able to be more selective in its recruiting efforts, meaning that it can pass rules banning convicted felons or drug users.

So while many firms are passing on graduates, they are also seeing thousands of people apply for limited numbers of positions. Last year, PricewaterhouseCoopers, a large recruiter for graduate students, reported that they had 20,000 applications for only 1,000 job openings. With competition in that range, even some of the top graduates are being passed over for work positions.

as the Recession takes its toll on the market place, strange trends will begin to appear. The first is what we are already seeing, and that is this position of college graduates unable to find an equivalent job to their qualifications. This is not an issue beholden to only one nation, and the effects will also trickle throughout the entire economy. While not ideal for the students who are involved, it can be quite beneficial for the secondary markets where these students will, at least temporarily, be in employed. Even the military will benefit from such top graduates joining the armed forces, even if it is only for a little while.

Sources report that people enrolled in a postgraduate program in 2003 earned around 18% more than those who had only a first class degree and more than 30% than those who’d earned a 2:1. However, in 2008, the numbers have fallen to 16% and 27%. This is a significant drop.

With the economy less stable that it used to be, these findings are important, especially for students currently enrolled in university. Because of the drop, fewer students are expected to pursue postgraduate opportunities if the financial benefits are not like they used to be. This is especially true for students who have debt, are supporting families, or are paying for school themselves.

Salaries have also been affected by this. The amount postgraduates earn six months after graduating has increased by 17%. Because of such findings, people are beginning to wonder if postgraduate degrees and programs carry as much weight in the current UK job market.

Many believe that if there are few financial benefits to earning a postgraduate degree, that fewer will do this. This could affect those students who have less financially stable backgrounds. The high number of studies from other countries enrolling in such programs is said to also affect this situation.

The British Library’s head of higher education, Joanna Newman, made the following statement regarding the findings of this report: “This report raises issues and challenges that the academic community faces, such as rising fees, the number of UK domiciled postgraduates and salary premiums. All these issues need to be addressed to ensure the sustainability of the UK’s competitive postgraduate offer.”

With nearly 300,00 students enrolled for postgraduate work during the 2007-2008 year, many people believe it is time for academics, universities, and education-focused groups to address this need and make education both competitive and alluring.

Although many would think that the advantages of having a degree would suffer as more young adults completed university and earned their own degrees, this is not the case. Although a high percentage of young people now hold degrees, those who have them still have many advantages over those who do not. Most employers all over the world would still prefer to hire employees who hold a university degree.

However, even though most employers prefer degrees, the number of open job positions is growing smaller in today’s economy. Ian Walker, a professor from Lancaster University, predicts that it could be very difficult for today’s graduates to find jobs immediately after graduation. The research completed by Professor Walker and his colleague, Yu Shu, from the University of Kent, is only one aspect in the examination of how valuable a degree can be in today’s labor market.

This research shows that, although the number of students attending university have almost doubled in recent years, the current labor market has been able to absorb them into its folds. Professor Walker’s research also indicates that women who earn degrees have seen the largest increase of earnings premium. Women who hold degrees often earn far more than women who do not.

Many researchers have debated over whether the increasing number of university graduates will, at some point, devalue the economic advantage of the actual degree. Some worry that increasing graduates will flood the job market, making it unable to withstand so many new job hunters. This could lead to a high rate of unemployment for recent graduates of universities worldwide.

However, current long-term research suggests that the value of a university degree will be maintained. This is largely attributed to the need for more skilled workers for today’s jobs. Thus far the economy has been able to support the job market for recent graduates, and research shows that this will continue to be the case.

Although the value of a university degree has been maintained, Professor Walker forecasts that students graduating in the coming months will face bleak job prospects. For example, ten students might be competing for one open position. The current economic recession could great affect the employment chances of these future graduates.

To further sweeten the deal Mr. Brown cited the fact that recent graduates would be able to find training or internships within half a year of applying for benefits.

Conservative and liberal democratic opposition to the new plan believe it to be insufficient to deal with the problematic nature of the nation’s unemployed youth.

The number of individual’s age sixteen to twenty-four that are out of work has risen by fifteen thousand to a overlarge nine hundred forty-three thousand youths in June, July, and August.

Even though nearly thirty percent of the youths in this age bracket that are determined as being unemployed are full-time students opposing parties claim this the economic recession and its severity will lead to an entire generation that will continue to be unemployed in any gainful manner.

The prime minister remarked that the government would guarantee future support for the youths of the nation and that anyone under the age of twenty-five that signed on to the plan would find training opportunities and job placement within their grasp.

Graduates who recently finished school in the summer are also guaranteed these opportunities and the chance to apply for high-end, quality, training and internship offers. The training most often cited was the ability to start their own businesses within a half year of claiming their benefits.

Continuing on this line of thought statements regarding further proposals that would be aimed at helping all job-less youths would be added in January. There was a sense of optimism and hope in the statements despite the outcry of its many detractors.

Parties in opposition to these changes stated that this was nothing more than a case of tinkering and an attempt to mislead the populace. There was nothing of worth and substance in the proposals in their view.

David Cameron, the Tory leader was heard to remark on how a real Queen’s Speech would have acknowledged the current unemployment tragedy and introduced real solutions to the critical problem of one out of five young people being unemployed.

The main detractors stated similar arguments, most of which involved repairing the banking structure so that they could lend and thus rebuild the economy properly. With a better economic basis the jobs would return and without recycled promises that have been heard repeatedly.

We look for individuals who can balance competition and team work, have intensity and integrity, intellectual curiosity, leadership potential and a passion for excellence. In return, you will receive outstanding training, quick responsibility and the chance to learn from the best.

Summer analysts receive a comprehensive professional and educational experience in a dynamic and team-oriented environment.

Internal Audit

Candidates currently pursuing a college or university degree may apply for summer analyst internships.

You will be assigned to one of Internal Audit’s teams for the duration of the internship and will actively participate in audits. You will be given real responsibilities, allowing you to explore what it would be like to hold a full-time position at Goldman Sachs. In addition to your audit work, you will collaborate with your fellow Internal Audit interns on a large group project, the product of which you will present to the department at the end of your internship. Generally, the internship program runs for approximately 10 weeks in North America, mainly out of New York City

Global Compliance summer interns have the opportunity to gain valuable work experience, while developing and demonstrating their skills in the financial industry.

We welcome candidates from diverse cultural and educational backgrounds. If you are interested in the financial markets, have a strong academic performance and professional drive, we encourage you to apply, regardless of your discipline or major.

We look for individuals who can balance competition and teamwork, have intensity and integrity, intellectual curiosity, leadership potential, and a passion for excellence. In return, you will receive real responsibility, outstanding training and the chance to learn from the best.

Summer Analysts and Associates
Candidates currently pursuing a college or university degree may apply for summer analyst internships. If you are currently pursuing a JD or advanced degree, we invite you to apply for a summer associate internship.

Summer analysts and associates receive a comprehensive professional and educational experience in a dynamic and team-oriented environment. Regardless of the department you join, you will be given real responsibilities, allowing you to explore what it would be like to hold a full-time position at Goldman Sachs. Both internship programs run for approximately 10 weeks, depending on the division, and are located in all of our principal geographic locations.

This is your opportunity to gain valuable work experience while developing and demonstrating your skills in the financial industry.

We welcome candidates from diverse cultural and educational backgrounds. If you are interested in the financial markets, have a strong academic performance and professional drive, we encourage you to apply, regardless of your discipline or major.

We look for individuals who can balance competition and teamwork, have intensity and integrity, intellectual curiosity, leadership potential and a passion for excellence. In return, we can offer you a short-term position with real responsibility, outstanding training and the chance to learn from the best.

Summer Internships
Candidates currently pursuing a college or university degree may apply for summer analyst internships. If you are currently pursuing an MBA or advanced degree, we invite you to apply for a summer associate internship.

Summer analysts and associates receive a comprehensive professional and educational experience – we give you real responsibilities, allowing you to explore what it would be like to hold a full-time position at Goldman Sachs. Our internship programs run for approximately 10 weeks and are located in all of our principal geographic locations.

Summer interns participate in a 10-week program that provides them with an opportunity to learn about the different areas and functions of Human Capital Management.

During this period, the interns begin learning fundamental analytical, functional and broad human resources skills through their functional alignment as well as through group project work. Typically, the summer interns will conclude their program with an understanding of what interested them about their internship experience and what functional area they would want to pursue for a full-time position.

Learn about our HCM Year Abroad Program in Europe. This is a 12-month internship for students completing a year abroad as a part of their degree. The Program is offered in Frankfurt, Paris or Zurich