This document discusses strategies for attracting STEM talent based on findings from Universum's student surveys. It finds that engineering and IT students consider many employment options and place equal emphasis on practical and cultural job factors. While graduates in STEM fields are in high demand, over 30% end up in non-technical jobs. The document provides recommendations for employers struggling to attract STEM students, such as tailoring messaging to appeal to student preferences and using interns as brand ambassadors. It also analyzes which communication channels are most effective at different stages of the recruitment process.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Worldwide Trends in Employee Retention ReportAchieveGlobal
Whether you're thriving in a rapidly expanding bull market or floundering to escape the grips of a bear market, attracting and retaining talented employees is key to long-term success. How do you create a competent, competitive, committed workforce? How do you incent your employees to maximize performance and remain engaged? And perhaps most important, how do you ensure your best employees stay?
Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program.
Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ;
.pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.
Back to School: The ABCs of Campus Recruiting MetricsCielo
Get your unfair share of new graduate talent by building your campus recruiting program on a foundation of best practice metrics.
Webinar Takeaways:
•How to set campus recruiting goals that align with your overall talent acquisition strategy.
•How to measure and benchmark your program’s success to remain competitive.
•How to analyze your results and make adjustments that drive program excellence.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Worldwide Trends in Employee Retention ReportAchieveGlobal
Whether you're thriving in a rapidly expanding bull market or floundering to escape the grips of a bear market, attracting and retaining talented employees is key to long-term success. How do you create a competent, competitive, committed workforce? How do you incent your employees to maximize performance and remain engaged? And perhaps most important, how do you ensure your best employees stay?
Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program.
Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ;
.pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.
Back to School: The ABCs of Campus Recruiting MetricsCielo
Get your unfair share of new graduate talent by building your campus recruiting program on a foundation of best practice metrics.
Webinar Takeaways:
•How to set campus recruiting goals that align with your overall talent acquisition strategy.
•How to measure and benchmark your program’s success to remain competitive.
•How to analyze your results and make adjustments that drive program excellence.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
On May 14, TalentEgg founder Lauren Friese revealed the latest best campus recruitment practices and the winners of the 2014 TalentEgg National Campus Recruitment Excellence Awards to a packed room of campus recruitment specialists, human resources professionals and career services staff during an awards ceremony at 2nd Floor Events in downtown Toronto.
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
Despite Learning measurement frameworks like Kirkpatrick and Philips ROI that have been around for so many years, defining meaningful measures still continues to be a big challenge for L&D. ‘E’ has become the most ignored in ADDIE.
We talk to an experienced panel about the unsatisfactory current state and what needs to be done to improve the importance, visibility and value of measuring Learning effectiveness in the real world. We focus on how to collect actionable insights about learning effectiveness: not only seeking to answer, did learning achieve the desired or intended result, but also why/why not.
Go Beyond: Going Beyond With Learning AnalyticsAggregage
Measurement of learning effectiveness has always been a difficult subject for learning leaders. Surveys reveal that while the executive pressure to measure the business impact of learning is growing, significant numbers don’t know how to go about Learning Measurement. Those who do it well are able to prove training is essential to drive business results by rigorously leveraging Data and Analytics.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
What do we know today that can help us better prepare for tomorrow? Towards Maturity celebrates ten years of research into effective learning practices with this presentation first delivered at Learning Technologies, the UK’s leading workplace learning event. Laura Overton the MD of Towards Maturity outlines nine steps to help L&D organisations prepare to deliver the future of learning. The session draws on data from 500+ L&D professionals participating in the 2013 Towards Maturity Benchmark – see www.towardsmaturity.org/2013benchmark and 2,000 learners taking part in the Learning Landscape audit, see www.towardsmaturity.org/learner for more details.
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
Although learning is increasingly valued by executives as critical to success, L&D leaders often struggle to get resources, budget, and buy-in from the C-Suite and key managers for L&D initiatives.
Why is this? First, L&D’s biggest challenge is proving the value of learning in a language that makes sense to business executives. Second, learning competes with people’s day jobs and L&D leaders must convince managers to give their team time to learn.
In this webinar, you’ll walk away with:
- A step-by-step framework on how to sell learning to C-suite executives and managers at your organization
- Real-life examples from People and L&D leaders on how they successfully won over key stakeholders
- Lessons learned on how to overcome challenges and make the business case for learning
Redefining Your ePortfolio Strategy: Insights Into Changing ePortfolio VendorsPortfolium
From Texas A&M Tech Summit 2017, learn how Tarleton State University transitioned from a legacy student ePortfolio system to an innovative, cloud-based ePortfolio network with a social media look and feel. In this presentation you'll learn:
-Various ways that Portfolium is utilized campus-wide
-Lessons learned from over eight years of providing campus ePortfolios
-Much More
Learn the importance of investing in front-line people leaders, who, when well prepared, can help you drive meaningful results, improve performance on key metrics, and aid in the retention of your people assets. In this webinar you’ll learn how to empower new leaders with knowledge, skills, and experiences that add value and confidence to their daily work.
IT Learning and Career Expectations survey: a first look- challenges for educ...Samuel Mann
This is an overview of a survey of NZ computing intake and an employer survey, both in February 2014.
Detailed statistical analysis is to follow.
Cite as: Mann, S., Costello, K., Smith, N., Lopez, M. & Lopez, D. (2014) IT Learning and Career Expectations survey: a first look - challenges for education. ITx 2014. Keynote. Auckland Oct 8-12
Chegg talked to educators, employers and current college students to examine why a current skills gap exists. The report reveals an important perspective to the ongoing skills gap and extends the narrative on Chegg’s findings from last year’s “Bridge That Gap” study (www.chegg.com/pulse).
The following presentation was shared at the ASU/GSV Education Innovation Summit on April 22nd, 2014. Presented by Chegg CEO Dan Rosensweig.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
On May 14, TalentEgg founder Lauren Friese revealed the latest best campus recruitment practices and the winners of the 2014 TalentEgg National Campus Recruitment Excellence Awards to a packed room of campus recruitment specialists, human resources professionals and career services staff during an awards ceremony at 2nd Floor Events in downtown Toronto.
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
Despite Learning measurement frameworks like Kirkpatrick and Philips ROI that have been around for so many years, defining meaningful measures still continues to be a big challenge for L&D. ‘E’ has become the most ignored in ADDIE.
We talk to an experienced panel about the unsatisfactory current state and what needs to be done to improve the importance, visibility and value of measuring Learning effectiveness in the real world. We focus on how to collect actionable insights about learning effectiveness: not only seeking to answer, did learning achieve the desired or intended result, but also why/why not.
Go Beyond: Going Beyond With Learning AnalyticsAggregage
Measurement of learning effectiveness has always been a difficult subject for learning leaders. Surveys reveal that while the executive pressure to measure the business impact of learning is growing, significant numbers don’t know how to go about Learning Measurement. Those who do it well are able to prove training is essential to drive business results by rigorously leveraging Data and Analytics.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
What do we know today that can help us better prepare for tomorrow? Towards Maturity celebrates ten years of research into effective learning practices with this presentation first delivered at Learning Technologies, the UK’s leading workplace learning event. Laura Overton the MD of Towards Maturity outlines nine steps to help L&D organisations prepare to deliver the future of learning. The session draws on data from 500+ L&D professionals participating in the 2013 Towards Maturity Benchmark – see www.towardsmaturity.org/2013benchmark and 2,000 learners taking part in the Learning Landscape audit, see www.towardsmaturity.org/learner for more details.
Embracing Disruption: How One Multinational is Changing its ApproachCornerstone OnDemand
Digital disruption and flatter workplace organizations are changing employee expectations regarding corporate learning. Organizations must take advantage of the opportunities created by these changes and align existing organizational expertise to them in order to fulfill business objectives.
IS IT TIME TO RESHAPE YOUR LEADERSHIP DEVELOPMENT STRATEGY?Human Capital Media
Leadership development today is not delivering on board level expectations and research shows there are issues in developing leaders just-in-time and in a consistent and cost-effective way. There’s a growing need for organizations to completely rethink how they develop their leaders. This session will demonstrate how leadership development can deliver on its promise and how you can tune your LD-strategy and offer tomorrow’s needs.
The learning objectives for this interactive session are:
Understand the current state of leadership development in organizations
Explore the reasons why LD often fails today
Provide a leadership development framework to enable performance for all leader
Review key metrics and enablers for leadership development
L&D leaders from Crowe LLP – a public accounting, consulting, and technology firm – will share best practices on how they’re moving away from smile sheets and completion metrics to tracking behavior change and performance on the job.
View the presentation to learn:
- Case example by Crowe LLP on how they’re piloting innovative ways to track employee behavior change and performance post-learning
- New Udemy for Business data insights on how learning impacts key business outcomes like employee engagement, productivity, growth, and retention
- How to win over key stakeholders when rolling out a new learning metrics approach
- Tips and advice on how to get started with measuring the ROI of learning
Learning and Business Impact: Making the Case through Metrics and AnalyticsHuman Capital Media
Proving the impact of a single learning investment is relatively easy. Answering the broader question of “What impact is L&D having on the business?” is hard. In this Spotlight webinar, Ericsson’s global head of learning measurement and analytics will share how he’s guiding assessment, evaluation and measurement strategies that provide data to help executives understand the impact of employee learning on business performance.
During this session, attendees will:
Identify ways that analytics is shaping learning measurement.
Describe components of a measurement map.
Identify the level of measurement maturity in their organization.
Although learning is increasingly valued by executives as critical to success, L&D leaders often struggle to get resources, budget, and buy-in from the C-Suite and key managers for L&D initiatives.
Why is this? First, L&D’s biggest challenge is proving the value of learning in a language that makes sense to business executives. Second, learning competes with people’s day jobs and L&D leaders must convince managers to give their team time to learn.
In this webinar, you’ll walk away with:
- A step-by-step framework on how to sell learning to C-suite executives and managers at your organization
- Real-life examples from People and L&D leaders on how they successfully won over key stakeholders
- Lessons learned on how to overcome challenges and make the business case for learning
Redefining Your ePortfolio Strategy: Insights Into Changing ePortfolio VendorsPortfolium
From Texas A&M Tech Summit 2017, learn how Tarleton State University transitioned from a legacy student ePortfolio system to an innovative, cloud-based ePortfolio network with a social media look and feel. In this presentation you'll learn:
-Various ways that Portfolium is utilized campus-wide
-Lessons learned from over eight years of providing campus ePortfolios
-Much More
Learn the importance of investing in front-line people leaders, who, when well prepared, can help you drive meaningful results, improve performance on key metrics, and aid in the retention of your people assets. In this webinar you’ll learn how to empower new leaders with knowledge, skills, and experiences that add value and confidence to their daily work.
IT Learning and Career Expectations survey: a first look- challenges for educ...Samuel Mann
This is an overview of a survey of NZ computing intake and an employer survey, both in February 2014.
Detailed statistical analysis is to follow.
Cite as: Mann, S., Costello, K., Smith, N., Lopez, M. & Lopez, D. (2014) IT Learning and Career Expectations survey: a first look - challenges for education. ITx 2014. Keynote. Auckland Oct 8-12
Chegg talked to educators, employers and current college students to examine why a current skills gap exists. The report reveals an important perspective to the ongoing skills gap and extends the narrative on Chegg’s findings from last year’s “Bridge That Gap” study (www.chegg.com/pulse).
The following presentation was shared at the ASU/GSV Education Innovation Summit on April 22nd, 2014. Presented by Chegg CEO Dan Rosensweig.
Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.
These slides describe my efforts to change engineering education. By focusing on group projects and presentations and real-world engineering issues that are applicable to much of industry, we can help students develop and demonstrate real-world skills. Industry will notice well done analysis of real-world issues and this has occurred in my two classes. The next steps are to work more closely with industry, focus more engineering classes on group projects and presentations, and to create new forms of resumes and transcripts. These resumes and transcripts should promote the students through linked presentations that demonstrate the real-world capabilities of students and that help engineering departments build brand images.
Bioscience Presentation For Business Services StaffThomasSuggs
Presentation givento Jefferson County Workforce Center on needs of area bioscience companies and recommendations for how the WFC can better meet those needs.
Top 4 Marketing Must-Haves for IT and Engineering Staffing Firms in 2014ClearEdge Marketing
What’s in your marketing toolkit for this year? Not sure where to spend your marketing dollars to drive your business forward and realize the best return on your marketing investment? Have no fear – this deck will help! We discuss the four marketing must-haves for IT and engineering staffing firms this year:
1 - Messaging that resonates with your target audience
2 - Creating two-way conversations via social media to enhance the candidate experience
3 - Creating an engaging online user experience regardless of the platform/device used
4 - Creating content that converts.
2015 engineers' content and online marketing preferences webcastENGINEERING.com
Slides from the September 2015 webcast: Engineer's Content and Online Marketing preferences.
In the webcast, the CEOs of ENGINEERING.com and TREW Marketing will speak to marketers specifically targeting highly technical audiences on the most effective ways to do marketing.
Download the full research report here: http://advertise.engineering.com/research-report-engineers-content-and-online-marketing-preferences
Watch the webcast here: http://advertise.engineering.com/2015-content-and-online-marketing-survey-to-engineers-webcast
An introduction to engineering for K-12 counselors and educators. Strategies are introduced for introducing students to engineering. This presentation was designed for the educators who participate in the T-STEM Gender Equity workshops hosted by WTIF-HTHH. This specific workshop was presented on Dec 1, 2010 by Meagan Ross (mail@meaganross.com).
Experience Counts! Leveraging Internship/Externship Experience to Secure Employment for your Graduates.
Join highly-rated APSCU speaker Ann Cross of the Sparrow Group and Connie Johnson Ed.D, Chief Academic Officer at CTU for this interactive and engaging workshop about standardizing and implementing institutional wide externship best practices. This is not a theoretical workshop- You’ll hear stories of success, see data that supports employment outcomes and leave with tools that you can take back to your institution and use immediately.
This presentation outlines the findings of Universum's student survey 2013 in Australia. Aspects include salary expectations, industry preferences, career profiles, job and employer preferences, career goals and top preferred employer analyses.
Workshop given at ASET Annual Conference, Cardiff 2007.
The workshop examines the expectations and attitudes of both students and employers to work placements as part of the undergraduate curriculum.
NAC-Tech has been conceived as an industry standard assessment and certification program to ensure the transformation of a "trainable" workforce into an "employable" workforce, hence creating a robust and continuous pipeline of talent for the IT/Engineering Industry. It is targeted at final year and pre-final year students, who will be seeking employment opportunities in the IT / Engineering sector.
The intent behind assessing these students is to identify the level of talent which is available across India, especially in Tier II and Tier III cities and provide feedback to them on areas they need to work on to improve their employ-ability.
Conceptualization of NAC-Tech
In-depth meetings with the large recruiters in the industry were conducted to understand their recruitment practices, cause of attrition desired skills in a candidate, etc. Based on this, a job-skill matrix was developed which formed the basis for the design of this assessment program. Core and Working Committees from the industry were formed and constant interactions were made to make sure that the program was in line with the industry requirements. An evaluation committee was set up to finalize the vendors and decide on the approach to the pilot. Multi-tier evaluation of the vendors happened after the initial interaction. The identified vendors provided the content and technology to run the test. The companies that have helped develop the assessment program are - TCS, Wipro, Infosys, Accenture, Cognizant and HCL.
The AIS – Temple Fox School Information Systems Job Index is a joint five year project to produce reliable national level data on information systems careers, including placement, type of jobs, satisfaction, and related factors such as career services, knowledge level, preparedness, and search strategies. The project will produce an annual IS job index report and is intended to become the first systematic assessment of the IS job market. For more, see http://isjobindex.com
Who Are We? A Report on the 2018 Census of Technical CommunicatorsSaul Carliner
My slides from the three-speaker closing Keynote of the 2019 STC Summit with Ginny Redish and Karen Schriver. These slides summarize the main results of the 2018 Census of Technical Communicators.
Check out this presentation to see what matters to students and recent grads when it comes to professional opportunity. Compensation and benefits is not the most important factor for each of the countries/regions represented in this report.
Click through all of the comprehensive Student & Recent Grads Talent Pool Reports with top universities to find talent and what they are looking for in a job.
See all Talent Pool Reports: http://lnkd.in/TalentDemand
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
10 Reports on Student Recent Grads on LinkedIn | Talent Pool Report
Strategies to Attract STEM Talent
1. Strategies to Attract
STEM Talent:
Findings from the Universum
Student Survey and
Communicating with Talent 2014
Kevin Troy
11 August 2014
2. Polling question: Whom do you struggle the most to attract to
your organization?
(check all that apply)
2universumglobal.com
Scientists (chemists, biologists, physicists, etc.)
Computer scientists or IT specialists
Engineers in non-IT / software areas
Designers or artists with technical skills (e.g. web designers,
architects)
Mathematicians
3. 3universumglobal.com
1 Some context: the size of the problem
2 Engineering and IT students’ preferred employer
attributes
3 Communication channels
4 Indirect communication through brand ambassadors
4. Graduates with strong technical skills are in high demand…
4universumglobal.com
0%
25%
50%
75%
100%
Engineering Biological and physical
sciences
Mathematics and computer
science
Percentage of New Bachelor’s Degree Recipients in the USA
Employed Full-Time a Year After Graduation
1989-90 graduates in June 1991 1999-2000 graduates in July 2001 2007-08 graduates in June 2009
5. …and more than 30% of them are working in non-technical fields
5universumglobal.com
0%
25%
50%
75%
100%
Engineering Biological and physical
sciences
Mathematics and computer
science
Percentage of Full-Time Employed Recent Bachelor’s Degree
Recipients in a Job Closely Related to Their Field of Study
1989-90 graduates in June 1991 1999-2000 graduates in July 2001 2007-08 graduates in June 2009
6. Example from just one sub-field: Approximately 35k / year gap
between supply of and demand for math & comp sci grads
6universumglobal.com
66,000
• Math & Computer Science
bachelor’s degree recipients
in the USA in 2012
~56,000
• Entered workforce full-time
upon graduation (~85% of
total)
~40,000
• Employed in jobs closely
related to field of study
(~70% of full-time employed)
1.5 million
• Total job openings in math and comp
science occupations between 2008 &
2018 (projected)
• 798k new jobs + 707k replacements
~150,000
• Openings each year over that 10-
year period
~75,000
• Openings each year requiring a
bachelor’s degree (~50% of annual
openings)
SUPPLY DEMAND
7. Engineering and IT students, in particular, tend to consider a wide
number of employment options
7universumglobal.com
# of Employers Considered by Canadian
Undergraduates on Universum Student Survey 2014
(from list of 140 employers)
2014 2013 Delta
Business 21.0 18.8 2.2
Engineering/IT 19.4 15.4 4.0
Natural Sciences 11.1 9.9 1.2
Liberal Arts 11.8 10.1 1.7
Law 12.0 9.5 2.5
Health/Medicine 7.2 6.0 1.2
ALL UNDERGRADS 15.4 13.2 2.2
8. How should you create a strategic EVP?
8universumglobal.com
PREFERENCES
Why people choose
an IDEAL employer
ASSOCIATIONS
What your target group
associates with
Your firm
INTERNAL PERCEPTION
What your firm’s management perceives as
its internal employer brand
Key EVP Criteria:
• ATTRACTIVE
• CREDIBLE
• DISTINCT
• SUSTAINABLE
• TRUE
EVP
9. The Universum Employer Attributes Framework
9universumglobal.com
The contents and demands of the job, including the learning opportunities provided
by the job
• Challenging work
• Client interaction
• Control over my number of working hours
• Flexible working conditions
• High level of responsibility
• Opportunities for international travel/relocation
• Professional training and development
• Secure employment
• Team-oriented work
• Variety of assignments
The monetary compensation and other benefits, now and
in the future
• Clear path for advancement
• Competitive base salary
• Competitive benefits
• Good reference for future career
• High future earnings
• Leadership opportunities
• Overtime pay/compensation
• Performance-related bonus
• Rapid promotion
• Sponsorship of future education
The attributes of the employer as an organization
• Attractive/exciting products and services
• Corporate Social Responsibility
• Environmental sustainability
• Ethical standards
• Fast-growing/entrepreneurial
• Financial strength
• Innovation
• Inspiring management
• Market success
• Prestige
EMPLOYER REPUTATION & IMAGE JOB CHARACTERISTICS
REMUNERATION & ADVANCEMENT OPPORTUNITIES
The social environment and attributes of the workplace
• A creative and dynamic work environment
• A friendly work environment
• Enabling me to integrate personal interests in my schedule
• Interaction with international clients and colleagues
• Leaders who will support my development
• Recognizing performance (meritocracy)
• Recruiting only the best talent
• Respect for diversity
• Respect for its people
• Support for gender equality
PEOPLE & CULTURE
10. Engineering & IT students place equal emphasis on “practical” and
“cultural” factors when looking at employers
10universumglobal.com
0% 10% 20% 30% 40% 50% 60%
Secure employment
A creative and dynamic work environment
Professional training and development
Innovation
A friendly work environment
Leaders who will support my development
Challenging work
Respect for its people
High future earnings
Variety of assignments
Most Important Employer Attributes for Engineering & IT Undergrads
Showing Weighted % Selecting Attribute as Important, Top 10 (of 40) Attributes
Canada USA
11. Is “a creative and dynamic work environment” code for “a place
where innovation happens?”
11universumglobal.com
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
%associatingw/creativeworkenviron.
% associating w/ reputation for innovation
Undergraduate Engineers’ Associations
Showing % who associated attribute with their ideal employer, USA 2014
12. So what is a “creative and dynamic work environment,” then?
12universumglobal.com
13. Students want personalized contact with employers, whether
face-to-face or digital
13universumglobal.com
0% 10% 20% 30% 40% 50% 60%
Career fairs
Employer presentations on campus
Targeted emails
Employer websites
Employer-sponsored events
Skills sessions organised by employers
Direct mailings
Social networks/communities
Job boards
University press & student organisation publications
Channels Most Preferred by STEM Students, USA 2014
14. Polling question:
At what point in the recruitment pipeline do you think you have
the biggest problem attracting well-qualified STEM students?
14universumglobal.com
o Students aren’t aware that there are opportunities at my
organization
o Students are aware, but aren’t applying to me as an employer of
choice
o Students are applying, but aren’t accepting offers
15. Different communication channels are suited to different steps in
the recruitment “funnel”…
15universumglobal.com
Most effective
communication channels
Awareness
Consideration
Desire
Application
Print Digital
In-personPrint
Digital In-person
In-person
16. …and for different types of information
16universumglobal.com
Print channels Digital channels In-person channels
71%
44%
30%
20%
11%
Facts and figures
about the employer
Employee
interviews/profiles
News articles about
the employer
Recruitment ads
Management
interviews/profiles
70%
48%
36%
22%
21%
Facts and figures
about the employer
Employee
interviews/profiles
Newsletters sent to
you by email
Employer videos
Editorial news
articles about the
employer
64%
38%
35%
28%
13%
Company Career
Day/On-Site
Campus Visit
Informal mingling
Workshops
Formal
presentations
Speed-interviewing
17. Your engineering interns are your most powerful brand
ambassadors
17universumglobal.com
0%
10%
20%
30%
40%
50%
60%
Current
students from
my school who
work(ed) for the
employer
Other people I
know who
work(ed) for the
employer
Career services
at my school
Professors at
my school
Alumni from my
school who
work(ed) for the
employer
My parents My friends My classmates Other
Top Influencers of STEM Students When Gathering Info on Potential Employers
Showing % of respondents who selected person as one of their top 3 influencers
USA, 2014
Current students more
important for engineering
& IT students
Professors more
important for science
students
Alumni less important,
and parents more
important, in Canada
18. Four strategies for attracting STEM talent
18universumglobal.com
1. Think carefully about what you can truly offer STEM talent,
and tailor your messages to the intersection of what is
credible and what appeals to them.
2. Your employer website is probably fine. Think about other
channels, and which will be most appropriate to your problem.
3. Prepare your interns and current employees for serving as
brand ambassadors.
4. Develop relationships with college professors who can
become partners in finding students.
19. Polling questions
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• Did you find today’s webinar helpful?
– Yes, very
– Somewhat
– No
• Would you be interested in hearing more from Universum about
how we can help?
– Yes
– Maybe
– No
20. Coming up in this webinar series
20universumglobal.com
Recruiting through Facebook - Increase Candidate Engagement 100x
• Jason Kipps, Managing Director, Canada
• http://bit.ly/1s8b8Lc
How to be Authentic and in Control with your Digital Employer Brand
• David Brudenell, Global VP of Product & Head of Digital
• http://bit.ly/1s8dCZQ
Managing for Diversity: 3 Key Takeaways
• Paul O’Shea, Head of Consulting, Americas
• http://bit.ly/1s8e4HL
21. CONTACT
Kevin Troy
Head of Research & Insights, Americas
Register for other webinars in this series!
http://bit.ly/1s8b8Lc
Kevin.Troy@universumglobal.com