Employers want graduates who have a firm grip on the "world of work" - according to this year's annual Association of Graduate Recruiters/Financial Times survey of Britain's top employers.

More than 90 of the country's leading blue chip recruiters answered a questionnaire which asked them to rate various activities undertaken by potential employees - such as gap years, career management training, or charity work.

The results point clearly to the fact that employers' priorities centre on work experience and key skills training such as IT.

"Clearly they value graduates who have a good understanding of the world of work," said Carl Gilleard, chief executive of the AGR.

The results match closely the recommendations of the Harris Report into the future of university careers ser vices - published last year - which envisaged a central role for employers.

The report, by Sir Martyn Harris, vice-chancellor of Manchester University, was partly prompted by last year's annual AGR/FT survey which highlighted concerns among employers about many university-based careers services.

Each university will in future be expected to publish a "statement of entitlement" for employers setting out the access and data they can expect from universities.

Careers services will be expected to play a big role in spotting skills gaps in the economy and will need new links to business.

The £6.5bn-a-year Learning and Skills Council, the business-led body that took control of post-16 training and education outside universities this month, will have strategic responsibility for co-ordination on careers.

Several of Sir Martin's ideas will bring industry and employers much closer to students: for example, the provision of career modules within ordinary degree programmes.

The AGR survey - published here for the first time - shows that employers are likely to be enthusiastic supporters of such moves.

Respondents were asked to rate various activities on a scale of one to four - awarding one point if they felt they were of great importance down to four if they were not important at all.

As our table shows, structured work experience came top with an average point score of 1.74, with any form of work experience second with 1.93. Voluntary work came bottom of the list at 2.77.

Mr Gilleard was impressed that all the activities were rated by employers. But the emphasis is on work experience - which was also highlighted by the 1997 Dearing Report on higher education and which is clearly industry's top priority.

Mr Gilleard said that employers wanted to see proof of some form of competence in key skills when they looked at graduates. "But overall there was nothing on this list that employers said was not helpful," he added.

One surprise is the relatively poor value put on gap years by employers, despite a growing industry in providing students with exciting year-out options. Interestingly, a gap year prior to a degree was rated more highly than one taken after a degree.

"I think this may reflect the fact that employers want to get their hands on students once they have completed their degrees. Also, they have questions about the quality of the gap year experience - they want to make sure it was not just swanning around."

He added that competition for jobs also meant that employers increasingly looked at CVs for clues to people who were interesting, well-rounded and with experience of leadership and teamwork in the real world.

Employers in the AGR survey rated extra-curricular activities - like membership of a club - at 2.22.

"Employers like people who are interesting - it's a good idea to avoid blanks on a CV," he said.

He gave an example of a student who was able to describe in detail in an application form the key management issues involved in removing someone from a key job - with reference to a real-life case in which they were involved in the local choral society.

He later asked the employer if she had been interviewed: "They didn't just see her - they gave her the job."

The AGR survey also asked employers if they had any helpful suggestions for graduates.

"All the activities [mentioned in the survey] could help graduates to enhance their employability. Graduates need to learn how to use these experiences and articulate what they have found to be of benefit from the activity," said a recruiter for a big power company.

Many employers said that interviewees should rehearse what they would say if asked what their work experience had taught them about jobs.

Claire Lynch, graduate recruitment and development officer at Royal & Sun Alliance, the insurance group, said that when applicants were asked questions about their lives they should use examples from all parts of it - social, sporting, work experience and university.

"They should try and give a balanced view in interviews or when filling in an application form," she said. She also suggested that it was a good idea to avoid the impression that all their experience of the world was limited to their lives as students.

On application forms a constant refrain from employers was to take care. "Remember - every impression counts - including the effort put in to filing out the application form," said one. "Lack of attention to detail is a particular problem," warned another.

Other recruiters make a strong case for applicants doing plenty of research before facing an interview - about the position they want and the sector: "They should research the companies they apply for - and be knowledgeable about the function or job they are after," said one.

A graduate recruitment and development adviser at a leading retailer goes further. "They should try to visit the employer, for example if they are a retailer - and speak to current graduates."

Students should also think carefully about the experience they can offer. Ian Dyer, of e-peopleserve, suggests keeping a "learning log": "Often, students don't recognise the value of some opportunities, work, or part-time jobs. So they need to review and capture their learning and skills development."

Maxine Packer, at Logica, the software and computer services company, believes graduates need to exhibit some understanding of how businesses really work, both internally and in the way in which they interface with clients.

"They need an insight into the way businesses actually work - for example, they need to be more pro-active in finding things out and not expect to be spoon-fed," she said.

Many employers echoed the idea that applicants need to show that they know how the world of work actually operates. Student life alone does not prepare students for dealing with conflict - for example - in teams, or for seeking out information in a hierarchy.

Several employers warn that it is wrong to assume that all work experience is good work experience - especially if the aim is to gain basic life skills. "They should have an understanding of the transferable skills that are learnt through work epxerience. You could work for a very good company and learn nothing in terms of transferable skills," said one.

But perhaps the wisest comment came from an employer who wrote simply: "Being themselves at interview - not a clone." With all the advice on offer to graduates it is sometimes tempting for applicants to concentrate on what they have in common with their competitors - not what rare virtues they have to offer. If you can be yourself in the stressful atmosphere of a competitive interview it might just give you the edge to get you the job.

And then of course there is getting a good grade in your final exams. Despite all this talk about fitting applications to the needs of employers there are still many careers where the first stumbling block is the quality of your degree.

And a final, more practical, point from one employer. "Apply earlier in the year. Good graduates can miss the best opportunities by leaving things to late."