Post on 28-Jun-2020
Who is Hiring and When
Macro Employment Trends
Most Desired Candidate Qualities
Student-Athlete Career Outlook Report
FALL
2016
Page 2wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
Employment Trends for Recent Graduates
29.6% had a job upon graduating 29.6%
Job in Han
d
• 29.6 percent of surveyed 2016 college graduates had a job in hand upon graduating.
• 46.2 percent of graduates who were offered a full-time position accepted the job offer.
• Most students who applied for jobs received one or two offers (one: 62.6 percent; two: 27 percent).
• Six months after graduation, 82 percent of the class of 2015 were doing something—whether that means working full or part-time (64 percent) or going back to school (18 percent).
• More than 16 percent were still looking for work or had given up looking, while just over half of the graduating class were employed in standard, full-time positions.
46.2%
Accepted Job
Offer
17.7% Continuing Education 16.1% Still Seeking/
Not Seeking
54.1% Employed Full Time Standard Job
1.8% Service/Military
10.3% Employed Other
Page 3wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
65.4% completed an internship, apprenticeship or co-op
• Currently, the average offer rate to interns is 72.7 percent, the highest it has been since the peak of the pre-recession market. The current average acceptance rate is 85.2 percent, which is above pre-recession levels. The overall conversion rate is 61.9 percent—that is a 13-year high.
• Among responding employers, converting students who have taken part in an internship or co-op program into full-time employees is a primary goal for most programs.
• Nearly two-thirds of responding students (65.4 percent) said they partic-ipated in an internship, co-op, or both—60.8 percent of those interships were paid.
Employment Trends for Recent Graduates - continued
72.7% of interns were offered a full-time position
• Employers plan to hire 11 percent more college graduates in 2016 than last year.
• Employers in the Northeast, Southeast, and Midwest regions of the U.S. plan to increase hiring by 14.9 percent, 9.9 percent, and 8.9 percent, re-spectiveley, while employers in the Western region plan to decrease hiring by 3.9%.
incr
ease
hiri
ng
by
11%
-6
-3
0
3
6
9
12
15%
NORTHEAST
14.9%
9.9%
8.4%
-3.9%
SOUTHEAST
MIDWEST
WEST
Employers plan to hire
11% more graduates
Offer Rate: percentage of interns offered a full-time position upon completing an internship.
Conversion Rate: percentage of interns who are offered and accept a full-time position upon completing an internship.
Page 4wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
• The average salary increase amount is up 4.9 percent in 2016 compared to last year. 61 percent of employers plan to increase salaries.
• Overall, students who had accepted an offer had a median starting salary expectation of $49,759—and their actual median starting salary was 1 per-cent higher at $50,240.
• 51.8 percent of employers plan to offer signing bonuses in 2016.
• Average signing bonus for accounting, business, and computer science are projected to be $2,929, $3,100, and $6,357, respectively.
• For recent graduates, the unemployment rate is currently 5.6 percent (compared with 5.5 percent in 2007), and the underemployment rate is 12.6 percent (compared with 9.6 percent in 2007).
Employment Trends for Recent Graduates - continued
51.8% plan to offer sign-ing bonuses
to incr ease
sal
arie
s
61%
12.6% Underemployed
5.6% Unemployed
12.6% of recent grads are under-employed
Unemployment Rate: jobless workers who report that they are actively seeking work (does not include those who have stopped looking for work alltogether).
Underemployment-Rate: in-cludes unemployed individuals in addition to those who work part time but want full-time work (“involuntary” part-timers), and those who want a job and have looked for work in the last year but have given up actively seek-ing work in the last four weeks.
Page 5wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
Hiring & Recruiting Trends
• This year’s respondents plan to conduct an average of 71 percent of their college recruiting in the fall, with the remaining 29 percent in the spring.
• Last year, employers attended an average of 31 career fairs during the recruiting season.
• 51.8 percent of employers plan to “use more technology in general” to recruit talent.
• Job postings on campus and company websites were the most widely used technical applications; they were also deemed most effective.
• The top four Bachelor’s degrees by demand (indicated by the percent-age of employers who plan to hire graduates with a specific degree) are: Business, 75.6; Engineering, 68.8; Computer & Information Sciences, 58.9; Math & Sciences 27.8.
• The top four Bachelor’s Majors by demand (indicated by the percent-age of employers who plan to hire graduates with a specific major) are: Accounting, 54.4; Computer Science, 53.9; Finance, 50.6; Business Admin-istration/ Mgmt., 47.8.
FALL 71%
SPRING 29%
51.8%plan to use more technology
71% of recruiting occurs in the fall
0 10 20 30 40 50 60 70 80%
BUSINESS
ENGINEERING
COMPUTER SCIENCE
MATH & SCIENCES
0 10 20 30 40 50 60%
ACCOUNTING
COMPUTER SCIENCE
FINANCE
BUSINESS ADMINISTRATION/MGMT.
MECHANICAL ENGINEERING
INFORMATION SCIENCES/SYSTEMS
MANAGEMENT INFO SYSTEMS
ELECTRICAL ENGINEERING
LOGISTICS/SUPPLY CHAIN
ECONOMICS
MARKETING
Page 6wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
Hiring & Recruiting Trends - continued
• The information, construction, and retail trade industries reported the larg-est increases in projected hiring (72 percent, 44 percent, and 35 percent, respectively).
• 74 percent of employers said online job boards represented the highest quantity hires.
• Enterprise Rent-A-Car, Ernst & Young, Progressive, and Hertz were among the top employers of recent graduates for full-time positions.
• Ernst & Young, PwC, KPMG, and General Electric were among those em-ployers who offered the largest number of interships to college students.
74% said online job boards repre-sented the highest quantity of hires
0 1000 2000 3000 4000 5000
ERNST & YOUNG
PwC
KPMG
GENERAL ELECTRIC
DELOITTE
ENTERPRISE RENT-A-CAR
INTEL
AMAZON.COM
LOCKHEED MARTIN
MICROSOFT
0 2000 4000 6000 8000 10000
ENTERPRISE RENT-A-CAR
ERNST & YOUNG
PROGRESSIVE
HERTZ
PwC
KPMG
DELOITTE
FBI
BANK OF AMERICA
0 10 20 30 40 50 60 70 80%
INFORMATION
RETAIL TRADE
CONSTRUCTION
74% of recruiters find most of their hires online
Page 7wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
Hiring & Recruiting Trends - continued
• The average cost-per-hire has risen to $4,129 in 2016—nearly 20% higher than the cost-per-hire in 2013 ($3,479).
• 75 percent of global talent acquisition leaders say their employer brand has a significant impact on their ability to hire great talent.
• The average employee tenure is eight years, the annual turnover rate is 19 percent and the involuntary turnover rate is 8 percent.
• The average time-to-fill for positions in 2016 accross all industries (and all age groups) in the U.S. is 42 days.
• For recent graduates, the average time between when a job is posted and the first interview is conducted is 38.7 days.
3000
4000
$5000
COST-PER-HIRE
20162013
$3,479
$4,129 75% say their employer brand impacts their ability to attract and hire great talent
DAYS
38.7from job posting to interview for recent
graduates
The average cost-per-hire has risen almost
20%
Cost-Per-Hire: a ratio of the total dollars expended (in both external and internal costs) to the total number of hires in a specified time period.
Employer Branding: the process of promoting a company, or an organization, as the employer of choice to a desired target group—one which a company needs and wants to recruit and retain.
Time-To-Fill: a measurement of how long it takes an organization to fill a position once the open-ing has been approved.
DAYS
42average time-to-fill
for all U.S. jobs
Page 8wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
What Employers are Looking For
• Employers cite ability to verbally communicate with persons inside and outside the organization and ability to work in a team structure as the most important candidate skills.
• Two skills employers look for most on resumes are Leadership (80.1 per-cent) and Ability to work in a team (78.9 percent).
• The number of employers who prefer to hire candidates with relevant work experience decreased from 72.5 percent (2015) to 64.2 percent (2016).
• 69.3 percent of employers screen GPAs—of those employers, 70 percent plan to screen by GPA use a cutoff of 3.0.
0 20 40 60 80 100%
LEADERSHIP
ABILITY TO WORK IN TEAMS
COMMUNICATION SKILLS (WRITTEN)
PROBLEM-SOLVING SKILLS
COMMUNICATION SKILLS (VERBAL)
STRONG WORK ETHIC
0
10
20
30
40
50
60
70
80%
2015 2016
72.5%
64.2%
69.3%
Plan to Screen G
PA
s
4.03.0 GPA0.0
70% plan to cutoff at
Leadership is the
#1 skill employers look for on a resume
Page 9wearegameplan.com
Source: National Association of Colleges and Employers 2016 Job Outlook Report; Linkedin 2015 Recruiting Trends Report; SHRM 2016 Human Capital Report
Hiring & Recruiting Trends - continued
• Nearly all job-seeking students (98.2 percent) said they use employer websites in their job search, and employer websites were rated as the most effective resource, with 80.4 percent of students rating them as very or extremely effective.
• 82 percent of upcoming graduates expect to earn more than $25,000 a year.
• Career fairs are also popular among job-seeking students; 88.4 percent said they attended career/job fairs, and 62.1 percent rated them as either very or extremely effective.
• Students have become increasingly disposed toward seeking help from alumni, with more than 69 percent identifying alumni as a resource, and more than 59 percent identifying alumni as a very or extremely effective resource.
• In terms of the types of information they seek through job-search sites, current job openings and salary/compensation information top their list.
98.2% said they use employer web-sites in their job search
82% expect to earn more
than $25,000 a year
98.2% of graduates look employers up online during their job search
88.4
%
Atte
nded Career Fairs
62.
1% R
ated Them as Very
Use
ful
59
% V
iew Them as Useful R
eso
urces
69%
Sought Help From
Alu
mni