We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will explore trends on: - Winning your best hiring class through technology - Adapting to a globalizing recruitment stage - Aligning yourself with Millennial career preferences This webinar will not just explore changing in campus recruiting, but how you can adapt.

1. John Flato, June 2015
Top 10 Trends in Campus Recruiting

2. About Universum
2015 | TOP 10 TRENDS IN CAMPUS RECRUITING
2
With over 25 years of experience
researching the field of Employer
Branding, Universum is a recognized
world leader with tried and tested
frameworks.
Universum annually conducts
quantitative and qualitative research
with over 1,000,000 talented individuals
to gather insights into their career
preferences, communication habits, and
their perception of potential employers.
For our clients around the world,
Universum is a trusted partner
providing solutions and services to
develop, improve, and implement
tailored Employer Branding strategies.
Universum is the thought leader in
Employer Branding, with local experts
in research, consulting, and
communication solutions, offering high-
quality insights.
Universum’s unique global reach
ensures the comparability of research
results across markets. We partner
with approximately 2,000 of the top
academic institutions in the world.
Universum employs smart, friendly,
and professional experts and
consultants, who work with our clients
in long-term partnerships.
EVERY
YEAR
1,000,000

3. 1 million students across 50 countries share their career
preferences in the Universum Talent Survey
2015 | TOP 10 TRENDS IN CAMPUS RECRUITING
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SingaporeJapan ThailandMalaysia Vietnam
ASIA/PACIFIC
Chin
a
Australi
a
IndiaHong Kong Indonesia
Covered by Universum in 2015
USA
Argentin
a
Chile Peru
AMERICAS
MexicoCanadaBrazil
Cost
Rica
Panama
Columbi
a
Austri
a
Germany Switzerlan
d
SwedenNorwayFinlandDenmark
Ghana
Nigeria South
Africa
AFRICA
Kenya
AlgeriaMorocco
MIDDLE EAST
* including United Arab Emirates,
Saudi Arabia, Kuwait, Qatar,
Lebanon,
and Egypt.
Russia Italy
France
UKSpainPoland
Holland IrelandBelgiumUkraine
Czech
Republic
Greece
Portugal
PakistanKazakhstan
EUROPE
Turkey

4. Sample client list
2015 | TOP 10 TRENDS IN CAMPUS RECRUITING
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Some of the world´s most attractive employers

5. Today’s speaker – John Flato, Campus Recruiting
Veteran
2015 | TOP 10 TRENDS IN CAMPUS RECRUITING
John Flato, Vice President of Advisory Services has more than twenty years experience
managing the corporate campus recruiting function, running a career services department, and
consulting with more than sixty clients on all phases of university recruiting.
• CORPORATE LEADERSHIP: AlliedSignal (Now Honeywell), CIGNA, and Ernst & Young/Capgemini
• UNIVERSITY: Georgetown MBA Career Services Director
• CONSULTING FOR 9+ YEARS With Universum, Vault and own Businesses
• NUMEROUS SPEAKING ENGAGEMENTS AND AWARDS from NACE and EMA
PROJECTS DELIVERED
• Strategy design and implementation
• Global school selection
• Custom surveys
• Training, documentation, outsourcing and more
• Agilent
• AT&T
• BASF
• BP
• Campbell’s Soup
• Cisco
• Dell
• Deloitte
• GE Healthcare
• IBM
• IFF
• J&J
• Macy’s
• Medtronic
• Merck
• RBS
• Schlumberger
• Shell
• T-Mobile
• Walmart
SELECTION OF MORE THAN 60 CLIENTS ACROSS ALL INDUSTRIES
5

6. About the Universum Talent Research and the target
groups
2015 | TOP 10 TRENDS IN CAMPUS RECRUITING
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MAIN FIELDS OF STUDY
• Created with over 25 years of
experience, extensive research within
HR, focus groups and communication
with our clients, students and
professionals.
• Global perspective - local insight.
• Conducted via an online survey. The
online link was distributed via university
and alumni networks, communities, the
Universum panel, and different local
and global partners.
Respondents are from 366
Undergraduate Schools and 146
MBA Programs and represent
different areas of study.
The data was collected between
October 2014 and January 2015.
Total number of respondents in the
survey: 81,719

7. 7
2 Top 10 Recruitment Trends and Observations
1 Trends in University Relations

8. Before 2011 Today
What does the campus recruiting landscape look like?
2015 | TOP 10 TRENDS IN CAMPUS RECRUITING
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9. Recent news headlines
RECRUITING TRENDS AND OBSERVATIONS
Companies plan to hire 9.6% more graduates in 2015 for US operations.
(NACE April, 2015)
Intern and co-op hiring flat for 2015, but up from 2014. (NACE Spring Intern/Co-Op
2015 survey)
“Average starting salaries about the same. (NACE January 2015 Salary Survey-preliminary data
from employers and 2015 Salary Survey)
Business is $56,000
Computer Science $62,194
Engineering is $64,891
51% of companies offering signing bonuses. (NACE, December, 2014)
MBA hiring is up in 2015. Postings up at 79% of schools. Internships up
at 66% of MBA schools. (MBACSEA, January 2015)

10. 10
2 Top 10 Recruiting Trends and Observations
1 Trends in University Relations

11. RECRUITING TRENDS AND OBSERVATIONS
11
FOR SOME, IT’S THE PRIMARY PIPELINE FOR RECRUITING
• The old model of fall recruiting for full-time and spring
recruiting for interns is being challenged
• Philosophy of recruit once, hire twice
• ”The Junior year has become the Senior year”
• Friends and family programs are fewer and fewer
• Unpaid internships is being challenged on a federal level
• NACE reported higher conversion rates (56%), but Big Four
are greater than 90%
1. Reliance on Internships and Co-Op programs continues to gain
importance

12. Polling Question #1
RECRUITING TRENDS AND OBSERVATIONS
What % of your full-time undergraduate hires will come from
converting your 2015 interns?
A. 0-25%
B. 26-50%
C. 51-75%
D. 76% or more
13

13. Internships | Effectiveness & Promotion
2015 | US | ALL STUDENTS
13
• How effective was the intern program in helping you understand what it would be like to work
at the company full time?
• How likely would you be to recommend this company as a full-time employer to a friend?
of students had a positive impression of the
internship in which they participated
83%
of students say that they would likely recommend
the company they interned with as a full-time
employer
65%
Total
4%
4%
4%
5%
20%
34%
29%
1 - Extremely ineffective
2 - Very ineffective
3 - Somewhat ineffective
4 - Neutral
5 - Somewhat effective
6 - Very effective
7 - Extremely effective
2%
1%
3%
4%
5%
9%
10%
16%
18%
10%
21%
0 - Not at all likely
1
2
3
4
5
6
7
8
9
10 - Extremely likely

14. RECRUITING TRENDS AND OBSERVATIONS
14
RETURN ON INVESTMENT IS NECESSARY!
• Big data is the ability to gather info from multiple sources for
analysis and predictive purposes
• HRIS and ATS provide much better data than in the past
• External sources are providing more and more data
• Metrics tracking/KPIs have become more important for University
Relations professionals to
– pick key schools,
– justify growth intern programs,
– develop models on who are companies best performers,
which is used to:
• source talent, design rotational programs, and more.
2. Using Big Data to solve problems and predict success
According to a CareerBuilder 2015 survey, 33% of HR managers describe their proficiency as “good” or “excellent”

15. RECRUITING TRENDS AND OBSERVATIONS
15
HELPING SOCIETY IS A KEY VALUE FOR THIS GENERATION
• Non-profits, NGO’s and Governmental Agencies have
become more popular
• Universum rankings have shown these organizations moving
up the list in popularity
• Start-ups are now paying competitively
• Used to be all stock, now the compensation is much more
competitive
3. There’s “new” competition for talent in the market

16. Most preferred industries (1-10)
RECRUITING TRENDS AND OBSERVATIONS
16• In which industry would you like to work most after graduating? You can choose up to 3 industries.
21%
16%
15%
13%
13%
13%
12%
12%
9%
9%
Health Care Services
Media and Advertising
Educational and Scientific Institutions
Non-Governmental Organizations (NGOs)/Non-Profit Organizations
(NPOs)
Public Sector and Governmental Agencies
Management and Strategy Consulting
Banking and Financial Services
Engineering and Manufacturing
Energy (Oil & Gas, Renewable Energy, Nuclear Energy)
Aerospace and Defense
Total
NGO/NPO fourth
most popular
industry

17. RECRUITING TRENDS AND OBSERVATIONS
17
• This hasn’t changed much over the past five years
• It doesn’t indicated, however, that this generation doesn’t want to
work as hard as those from preceding generations
• Flexibile schedules are what you can promote in your employer
branding messaging, if it’s true!
4. Work-life balance continues to be a prime career goal

18. Career goals
RECRUITING TRENDS AND OBSERVATIONS
18• Which of these career goals are most important to you? Please select in order of preference,
where '1' is most important.
• The graph shows career goals chosen as first, second, or third choice.
60%
56%
53%
38%
26%
25%
18%
13%
10%
To have work/life balance
To be secure or stable in my job
To be dedicated to a cause or to feel
that I am serving a greater good
To be competitively or intellectually challenged
To be entrepreneurial or creative/innovative
To be a leader or manager of people
To have an international career
To be autonomous or independent
To be a technical or functional expert
Total

19. Career goals over time
2015 | US | ALL STUDENTS
All Students
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• Which of these career goals are most important to you? Please select in order of preference,
where '1' is most important.
• The graph shows career goals chosen as first, second or third choice.
1
2
3
4
5
6
7
8
9
2012 2013 2014 2015
To have work/life balance
To be secure or stable in my job
To be dedicated to a cause or to feel
that I am serving a greater good
To be competitively or intellectually
challenged
To be entrepreneurial or
creative/innovative
To be a leader or manager of people
To have an international career
To be autonomous or independent
To be a technical or functional expert

20. Recent global research suggests that for Millennials, work-
life balance is mostly about the hours
2015 | US | ALL STUDENTS
20Source: Universum Millennials Survey, summer 2014
76%
58%
50%
48%
42%
41%
37%
32%
28%
26%
26%
20%
17%
13%
13%
2%
Enough leisure time for my private life
Flexible working hours (e.g. not limited to office hours)
Recognition and respect for the employees
Overtime compensation (monetary or by leisure time)
Flexible working conditions (e.g. home office)
Convenient work location
No interruption of my leisure time (e.g. on holiday or…
Acceptance of parental leave
Financial support for parental leave
Adequate time for recovering after working peaks
Consideration of private interests in the holiday planning
Offering external activities (e.g. sports, cultural events)
No requirement for overtime work
Opportunities for part-time work
Offering child care
Other
Key Components of Work-Life Balance for U.S. Bachelor’s Candidates
% of respondents selecting component as important

21. 5. Technology improvements continue to impact the recruiting
process
RECRUITING TRENDS AND OBSERVATIONS
21
TECHNOLOGY IS AN ENABLER
• College students are not commodity items
• Must execute flawlessly to win
– Process
– Right people involved
• iPads usage at career fairs
– Use of QR codes to direct resumes into ATS
• Mobile communication is becoming ubiquitious
• Texting directly with permission only
• Tweets about events
• Application for employment aps gaining popularity
• Video recruiting is making a comeback
– HireVue got $15M in funding
– Used at non-core schools, as prescreen or first round, or for global
positions

22. 6. Use of Games and Challenges are helping to promote the brand
and source candidates
RECRUITING TRENDS AND OBSERVATIONS
22
Branding and sourcing
It’s another way to reach hard-to-
find candidates
• Shell Ideas360
• L’Oreal
• Deloitte
• Schneider Electric
• Macy’s (only at key schools)
• Maersk Quest for Oil
• Unilever
• US Military
School sponsored activities
Case competitions
• Business case study
• Introduction of a new product
or service
• Improvement upon existing
product/better position or
market it

23. Examples on company websites – games
BEST PRACTICES
24

24. Reveal by L’Oreal
Examples on company websites – games
BEST PRACTICES
25

25. Examples on company website – go green initiative
BEST PRACTICES
26

26. Reckitt Benckiser powerbrands - games
BEST PRACTICES
French’s , Lysol, Airborne,
Woolite, Glass Plus, Air Wick,
Vanish-over 100 brands
26

27. RECRUITING TRENDS AND OBSERVATIONS
27
STILL AN ART AND NOT A SCIENCE
 Seeing a shift in use from branding to sourcing
 Facebook pages for companies are proliferating and are
becoming standard
 YouTube is used most for video content, but video is being
pushed across multiple platforms.
 Twitter is a bit of the ‘rogue’ platform-in the moment
 Content must be real to be credible
 Day in the Life
 Life outside of work
 Employees having fun, giving back to the community
 Information must not be stagnant
 Companies employing full-time social media managers for
monitoring content and reputation
7. Social media is playing a bigger role

28. Polling Question #2
RECRUITING TRENDS AND OBSERVATIONS
For campus recruiting purposes, we use the following
platforms
A. Facebook
B. YouTube
C. Twitter
D. LinkedIn
E. Instagram
29

29. 29
8. Proactive Recruiting v. Seeing who Applies
RECRUITING TRENDS AND OBSERVATIONS
Beating the competition for the best students
• NACE survey indicated that 66% of college recruiting will be
performed in the fall in 2015, up from 62% in 2014
• Early identification programs even in high school for
undergraduates
• Some companies use webinars to build awareness, demonstrate
subject matter expertise, and more
• Identifying the “passive” candidates
 Clubs/Organizations
 Athletic competitions
 Honor societies
 Faculty and staff referrals
 Case competitions

30. RECRUITING TRENDS AND OBSERVATIONS
30
 CSR is a hot topic
 18% of all social media posts tracked in 2014 were about CSR per
Universum
 Keen interest of the Millenial Generation
 Yet, seems to be an expectation of students rather than a differentiator
 Not as high on student preferences on selecting employers
 Price of admission
 Firms like:
 Molson-responsible drinking
 Tyson Foods-relieving childhood hunger
 Haagen-Daz-honeybee preservation
 GE Ecomagination (reduce environmental impact)
Other companies do community projects, providing time off, and other
creative activities
9. Corporate and Social Responsibility is expected from a
marketing and branding standpoint

31. ?
Career goals
2015 | US | All Students
31
• Which of these career goals are most important to you? Please select in order of preference,
where '1' is most important.
• The graph shows career goals chosen as first, second, or third choice.
60%
56%
53%
38%
26%
25%
18%
13%
10%
To have work/life balance
To be secure or stable in my job
To be dedicated to a cause or to feel
that I am serving a greater good
To be competitively or intellectually challenged
To be entrepreneurial or creative/innovative
To be a leader or manager of people
To have an international career
To be autonomous or independent
To be a technical or functional expert
Total
•The graph shows career
goals chosen as first, second,
or third choice.

32. 32
• It’s become part of the Affirmative Action Plan required by the
OFCCP
• Many UR Departments are overwhelmed with these additional
responsibilities/Career Services are supplying some of the
channels
• GE has been a leader, with an annual goal to hire more than 1,000
returning veterans
10. Hiring Veterans and People with Disabilities is becoming a UR
Responsibility
RECRUITING TRENDS AND OBSERVATIONS

33. Emerging trends
RECRUITING TRENDS AND OBSERVATIONS
33
WHAT DO WE HAVE TO LOOK FORWARD TO?
 Pressure on highly sought after students to accept thus increasing
renegs
 Pre-Employment Testing
 Building Talent Networks/ 38% of HR managers focusing on talent
pipeline per CareerBuilder
 Virtual Career Fairs-various degrees of success
 Webinars/podcasts to attract interested students on various topics
 Beginning to use a ”quality of hire” metric

34. General profile and summary of career preferences
2015 | US | ALL STUDENTS
34
AVERAGE AGE (years)
20.8
AVERAGE GPA
3.4 out of 4.0
All Students
31 %
MEDIAN EXPECTED
ANNUAL SALARY
69 % 50,000 USD
TOP 3 MOST PREFERRED INDUSTRIES
1. Health Care Services
2. Media and Advertising
3. Educational and Scientific Institutions
STATEMENTS STUDENTS IDENTIFY THEMSELVES WITH
1. Future-Oriented
2. Taking time to think
3. Seeing the bigger picture
TOP CAREER GOALS
1. To have work/life balance
2. To be secure or stable in my job
3. To be dedicated to a cause or to feel that I am
serving a greater good
Secure employment1. Secure employment
A creative and dynamic work environment2. A creative and dynamic work environment
Respect for its people3. Respect for its people
Leadership opportunities4. Leadership opportunities
Ethical standards5. Ethical standards
TOP 5 OVERALL MOST IMPORTANT
ATTRIBUTES
YEAR OF STUDY
DISTRIBUTION:
13%
32% 29%
25%
Freshman Sophomore Junior Senior

35. How helpful/ relevant did you find this webinar?
RECRUITING TRENDS AND OBSERVATIONS
35
A. Very helpful and relevant
B. Somewhat helpful and relevant
C. Not very helpful or relevant

36. Would you be interested in discussing this topic or a
related topic with us further?
RECRUITING TRENDS AND OBSERVATIONS
A. Yes, very interested
B. Yes, somewhat interested
C. Not interested
38

37. CONTACT
John Flato
John.flato@universumglobal.com
201-400-2343