Employability shouldn’t be treated as an add-on; students – both domestic and international – expect their degree to prepare them for the world of work. So, it needs to be woven into the fabric of university life, from the curriculum to the wider culture. That’s how we help students build the confidence, clarity and skills they need to succeed.
But are we embedding employability meaningfully into the student experience?
You don’t need all the answers to do this well, but change in this area does take creativity, curiosity and a genuine commitment to supporting students beyond the classroom. For international students especially – who invest emotionally as well as financially in their studies in the UK – we owe them employability skills and career preparation as well as academic teaching.
In fact, 97 per cent of international students rate employability and work experience as important course components, found an independent survey of 3,000 respondents by Arlington Research in collaboration with our team at City St George’s, University of London.
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This isn’t a nice to have; it’s a key decision driver for international enrolments. Among prospective students in the US, Canada and India, 87 per cent rated employability skills training among their top five criteria when selecting a UK university. Employability is now part of the decision-making process before students even set foot on campus.
Five areas for practical employability support for international students
If you work in a university careers service, international office or academic faculty, here are five practical areas where you can support that make a real difference for international students.
1. Visa clarity: equip students and employers to act confidently
The graduate and skilled worker routes both offer real opportunities, but many students don’t fully understand how or when to use them. At the same time, most UK employers aren’t confident about the visa system either and often default to “we don’t sponsor” because the process feels unclear. The result? International students self-select out of opportunities or get rejected when a quick conversation might have changed the outcome. It’s not enough to host one immigration webinar a year. Instead, universities need to build sustained guidance into student- and employer-facing workshops, online resources and one-to-one support. When students and employers understand their options, everyone benefits.
2. Sector targeting: guide students to employers who sponsor
For students, knowing their rights is only half the battle; the other half is knowing where to look. This is where university guidance towards sponsorship opportunities is invaluable. Not all sectors have the same record on sponsorship, and not all employers are ready to invest in international talent. Sector knowledge is crucial. By engaging directly with industry experts, HE institutions can learn what it takes to succeed in specific fields and share that insight with students. For example, industries such as health and technology are generally more familiar with visa processes based on many years of experience, whereas sectors like media or charities may be less confident or experienced.
3. Articulate support: set terms and clear expectations early
Employability support for international students can also vary widely between institutions, and that lack of clarity creates barriers. Prospective students need clear, culturally aware information about what support is available and what key terms mean. For instance, the word “placement” can mean different things in Indian universities from what it does in UK higher education; those familiar with the Indian model may expect to be literally placed into a job, whereas in the UK context the onus frequently remains with the student to source a role. If we don’t explain these differences clearly, students risk misunderstanding what’s on offer, and that can lead to frustration, missed opportunities and even reputational risk.
4. Translate strengths: build confidence in UK-style applications
International students sometimes struggle to define their skills in a way that resonates with UK employers. This is may be because they are unfamiliar with UK recruitment style rather than a lack of skill. Universities have a key role to play in helping students translate academic achievements into workplace language and spotlight the international perspective they bring. Giving students the confidence to express these strengths clearly is both a major challenge and an important opportunity.
5. Be transparent about options: set out what support includes
Many international students feel pressure to earn while they study, so providing opportunities for on-campus work is one practical way to support them. Supporting students to secure paid part-time work can also help remove barriers. Universities can partner with recruitment services that specialise in student employment. These organisations often have national networks and can connect students with temporary roles, internships or graduate jobs, giving them a valuable first step into the job market.
Support beyond graduation
Finally, careers teams and alumni services can ensure students know that career support doesn’t stop at graduation. The job market is increasingly volatile, and with frequent media stories about AI replacing entry-level roles, graduates need the reassurance that they can turn to their university for guidance at any point. Lifelong career support for alumni helps graduates navigate global employment shifts and could be a deciding factor for prospective students.
If you work in higher education, you are part of the employability journey. We need to listen, guide and understand that delivering a degree is only part of our mission. Supporting students achieve meaningful careers both now and in the future is key.
Our students invest so much to study with us. Let’s make sure they leave with the confidence, skills and support they came for.
Gemma Kenyon is director of careers and employability at City St George’s, University of London.
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