Internships provide an opportunity for students to gain valuable experience and for companies to source potential talent. A well-planned internship program leads to many benefits for companies including increased productivity, higher retention, a positive reputation, and more. This session includes strategies for how to create an internship experience that will provide a developmental experience not only for the intern but the company as well.

1. Recruiting: Settling Accounts for
2016 and Looking Ahead to 2017
Maintaining Warp Speed
Phil Gardner
Collegiate Employment Research Institute at MSU
Summer, 2016

2. A Brief Review

3. Quick Review of Recent History
0%
5%
10%
15%
20%
2011 2012 2013 2014 2015 2016
YOY Increase in BA Hires

4. The ½ & ½ Glass
• Falling
– Global Angst
– Trade
– Commodities – OIL!
– Financial Institutions
– Politics
– Too Big to Fail
– Immigration
– FEAR
• Rising
– Job Growth
– Consumer Confidence
– Wages
– Fed. Interest Rates
– AND

5. What Is Driving College Hiring?
The usual
suspects:
Growth:
68%

6. TURNOVER
• Highest level of
concern since 2007
• 56% indicated
turnover primary
driver (up 11
percentage points)
• Poised to leave
indices – remain
high – Dec # very
high
• Job satisfaction:
fewer people love
their jobs

7. 31%
Coming to a sector near you!
Finance & Insurance
PB&SS
Government
Education
Transportation

9. Cause to Celebrate
College Labor Market: Remains Good to Very
Good
Industrial Sector: steady at Very Good
97% Expect to hire at least one new graduate
50% Expect to increase hiring over last year
24% Have definite hiring targets as of September

10. National Perspective

11. Hiring Targets: 2015-2016
Number of
Employers
Average
Number of New
Hires per
Organization
Change from
2013-14 (%)
Associates 613 18.1 23
Bachelors 1,637 52.0 15
MBA 492 9.6 16
MS/MA 656 18.0 10
PhD 206 6.9 4
Professional 146 9.5 23
Total 1,719 67.0 15

12. Bachelor’s Degrees
• COMPETITIVE – say no more
• Led by Computer Science & Business
• Engineering – soft (think OIL)
• Skills and Competencies – A NECESSITY
• Work Attitudes and Behaviors: CRITICAL
• Not a free pass

13. MBA & Masters Degrees
• MBAs
• Another solid year
• Financial services bounced up but still weak in
historical comparison
• Masters
• Accounting shows their muscle
• Health professionals
• Niche versus general growth

14. Organizational Size
• All size categories – strong outlook
• Very Small (<100) – very active BA >30%
• Very Large (>10,000) – BA 16%
• MBA – strong across the all groups, especially
>10,000
• Research Note
• High variance of employers hiring year to year

15. Economic (Industrial) Sectors
• Oil is a downer
• Any thing related to oil is down ~ 50% (and getting
worse)
• Manufacturing Soft
• Export oriented – basic metals, fabricated metals
• Whiz Kids!
• Computer Services
• Insurance
• Automotive & Aerospace
• Education & Health Care

16. Starting Salary Offers
• 53% increased salaries in 2007
• 39% will increase salaries this year
• Average increase 4.7%
• Bonuses: 7%
• Performance Bonuses: 22%
• Wage pressure: none to speak of BUT
several high salary offers reported

17. Courting Interns
• 79% of organizations
with internship/co-op
will hire
• 35% will provide
more opportunities
than last year
• Paid internships 71%
• Hourly salaries stay
about the same

18. Trouble in Internship Paradise
1. What’s in a Name: let’s throw in the kitchen sink
• Chasing skills – but its more than that
2. Principles to stand whether credit or not
• Foundation
• Rigor
• Relevant
• Financial Investment
• Strategic Alignment
• Organizing
• Accountability
• Career Exploration
• Professional Development
• Credentials
3. Better do the research – mostly guessing

19. Benchmarking Recruiting Activities

20. Recruiting Strategies Toolbox
• Most used tools
• Posting – focus on this later
• Action Tools
• Internships & Co-ops
• Career Fairs
• Employee Referrals
• All the rest

21. Career Fairs: Still Here and Going Nowhere
• Why?
• Brand recognition
• Identify talent pool
• Going?
• Nowhere
• But?
• More effective organization/connect to the right
students

22. Benchmarking Recruiting Programs
• Professional hires result of on-campus
recruiting: 39%
• Acceptance rate of full-time offers: 68%
• New hires former interns: 31%
• Salary Compensation
Rating: 3
• Reneging: 4.6%
• Intern Acceptance: 77%
• Intern Conversion: 45%

23. Looking Ahead to Fall

24. The Road Ahead: Short-term Outlook
• Chaotic & competitive
• SV short game (Silicon Valley and diversity)
• Driving toward the edge: Don’t forget the
business cycle
• Retirements: while phasing into numbers
increasing to estimated 10,000 a day
• Sustaining Growth YOY: need a jolt

25. Looking Further Ahead

26. Quiz: Fun with Dates!
• 2020
• What % of workforce will those born 1980 to now comprise?
• 2025
• What % of workforce will those born 1980 to now comprise?
• 2013
• What % of managerial hires where 35 and under this year?
• 2055
• What will the composition of the workforce look like (ethnic)?
• 2050
• What will be the average age in US? Bonus – how does that compare to the
rest of the world?

27. Revisiting the Glass: Mid to Long Term
• Over supply issues – lets be honest
• Road trip to Switzerland
• Job destruction coming NOW
• Cognitive (AI) software
• Robotics
• “Change the technology and you change the task,
and you change the nature of the worker – in fact you
change the entire population of people who can
operate a system.”
• David Mindell, MIT Our Robots, Our Selves

28. For the Glass to Rise
1. New opportunities – enlarge the glass
2. Need for interpersonal competencies will only increase
3. Value based recruiting – will become the norm
• Grit
• Curiosity
• Integrity
• Respect
• Love of Challenge
• Collaborative
• Courage
• Maturity (emotional intelligence)

29. Questions and Discussion