What Employers WantThree surveys results reveal their not-so-secret desires

Background

•Why we decided to conduct surveys

•How we developed questions

•Who received the surveys

Survey structure

•Ten questions total on each survey

•Application Process questions

•Hiring Process questions

Survey participants’ positions

Distribution by position for each survey yearDistribution by position for each survey yearDistribution by position for each survey yearDistribution by position for each survey yearPOSITION 2005 (n=151) 2008 (n=147) 2012 (n=164)

HumanResources

[didn’t ask] 47% 50%

Manager/Supervisor

[didn’t ask] 37% 30%

Other [didn’t ask] 16% 20%

Participating organization types

ORG. TYPE 2005 (n=151) 2008 (n=147) 2012 (n=164)

Corporation 61% 58% 60%

Government 12% 11% 9%

Non-profit 27% 27% 24%

Other 0% 4% 7%

Application Process: data analysis and implications

Survey Qs: Application Process2012 QUESTION TOPICS:1. Importance of an objective on a résumé [more specific in 2012]

2. Importance of a profile statement on a résumé

3. Importance of a cover letter [more specific in 2012]

4. Posting preference [employer website, e-mail, US Mail, job website]

5. Preferred action for candidates if no response in two weeks

6. If applying online, should candidates also apply via mail/email

Survey Qs: Application Process

Additional 2005 & 2008 QUESTION TOPICS:1. E-mail preferences regarding resume and cover letter

2. Application preference [employer website, e-mail, US Mail, job website]

1 & 2. Please rate the importance of a clear, direct résumé Objective (or Profile Statement). [question more specific in 2012]

Sample Objective provided:“An entry-level position in event planning or public relations”

Sample Profile Statement provided: “Recent college graduate with experience in event planning and public relations”

1 & 2. Please rate the importance of a clear, direct résumé Objective (or Profile Statement). [question more specific in 2012]

Employers agree•Only 17% think that it is “Not Important” •83%(Objective) & 85%(Profile Statement) think

that it is at least “Somewhat Important”•Decrease from 93% in 2005 survey•Similar ratings across Organizations & Positions

IMPLICATION

A résumé should usually include an Objective or Profile Statement.Except in unique situations, students should include an appropriate objective.

Employers agree•Only 16% think that they are “Not Important”

•80% think that they are at least “Somewhat Important”

•84% in 2005, rose to 91% in 2008•Similar ratings across Organizations & Positions

3. How important are personalized, targeted cover letters to the application process? [question more specific in 2012]

IMPLICATION

Always include a personalized, targeted cover letter.The evidence does not support the benefits of laziness. Why take the risk?

4. Which sites do you use to advertise open positions?

Mixed bag

•Similar results to 2008 survey, with two surprises

Posting site Their Website

CrusaderCareers

COC JobLine Monster Career

Builder Twitter LinkedIn

OVERALL # 108 38 43 76 57 30 80

IMPLICATION

Always check the employer site.Use several sites.Surprises: how many posted on LinkedIn, and how many didn’t realize that they post on OUR sites!

5. If candidate hasn’t heard from you in 2 weeks, how should they contact you to check in on the process?

Mixed bagHOW TO FOLLOW UP•48% email •9% phone•23% either email or phone•20%: Don’t follow up. But...•Human Resources: 30% want NO follow-up•Government: 43% want NO follow-up, and only 7% are okay

with telephone calls

IMPLICATION

Follow up with caution.It’s probably okay with Corporate and Non-Profits, as long as you’ve sent your application to the hiring manager (not HR).

Even then, email is the best bet.

6. With online applications, should candidates also submit materials by mail/email?

Mixed bag•Organizations were consistent in their split responses

Follow-up? NO NO -- it hurts your chances YES

Response 53% 5% 42%

IMPLICATION

If you have time, you can do both.The risk of annoying them is only 5%.

Hiring Process: data analysis and implications

Survey Qs: Hiring Process

2012 QUESTION TOPICS:7. Use of scanning software to screen résumés

8. Use of social media during the recruiting process

9. Importance of a thank-you after interview

10. Acceptability of emailed thank-you

Survey Qs: Hiring ProcessAdditional 2005 & 2008 QUESTION TOPICS:1. Importance of internships to hiring decisions

2. Importance of extracurricular activities to hiring decisions

3. Minimum GPA desired

4. Time to wait after interview before candidate follow-up

5. Preferred candidate follow-up after the interview

6. Importance of a candidate’s knowledge of the organization

7. Effect of the candidate’s interest and enthusiasm on hiring decisions

7. Does your organization use scanning software to screen résumés?

Most do not•95% of employers say NO•21% of Government employers use scanning software

IMPLICATION

In general, human eyes will scan your résumé.But when applying to specific companies, or within specific industries (or for government positions), it could be advantageous to send a scanner-friendly résumé.

8. Do you use social media (Facebook, LinkedIn) during your recruiting process?

Mixed and confusing •60% indicate that they do, but...•Employers might have been thinking about posting

positions on LinkedIn. Our intention was to learn whether or not they creep on you.

IMPLICATION

Social media is being accessed.

Keep Facebook clean, and use LinkedIn for your job search.

9. Do you expect candidates to send Thank You emails/letters after an interview?

Employers agree•97% expect a Thank You•This is an increase from 86% in 2008

IMPLICATION

Always send a Thank You

10. Are Thank You emails acceptable?

Mixed bag•64 % say YES•Interesting change (2005: 72% Yes; 2008: 92% Yes)•Government is less enthusiastic (43% say YES)

IMPLICATION

An emailed thank-you isn’t always acceptable.If there’s enough time before they select, send an actual letter by US Mail. Otherwise, send an email.

The answer might also be clear from the organization’s culture.

Survey Qs: Application Process

Additional 2005 & 2008 QUESTION TOPICS:1. E-mail preferences regarding resume and cover letter

2. Application preference [employer website, e-mail, US Mail, job website]

Survey Qs: Hiring ProcessAdditional 2005 & 2008 QUESTION TOPICS:1. Importance of internships to hiring decisions

2. Importance of extracurricular activities to hiring decisions

3. Minimum GPA desired

4. Time to wait after interview before candidate follow-up

5. Preferred candidate follow-up after the interview

6. Importance of a candidate’s knowledge of the organization

7. Effect of the candidate’s interest and enthusiasm on hiring decisions