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Top 10 Trends in Campus Recruiting
- 1. John Flato, June2015 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 studentsacross 50 countries share their career preferences in the Universum Talent Survey 2015 | TOP 10 TRENDS IN CAMPUS RECRUITING 3 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 4 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 UniversumTalent Research and the target groups 2015 | TOP 10 TRENDS IN CAMPUS RECRUITING 6 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 10Recruitment Trends and Observations 1 Trends in University Relations
- 8. Before 2011 Today Whatdoes the campus recruiting landscape look like? 2015 | TOP 10 TRENDS IN CAMPUS RECRUITING 9
- 9. Recent news headlines RECRUITINGTRENDS 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 10Recruiting Trends and Observations 1 Trends in University Relations
- 11. RECRUITING TRENDS ANDOBSERVATIONS 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 RECRUITINGTRENDS 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 ANDOBSERVATIONS 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 ANDOBSERVATIONS 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 ANDOBSERVATIONS 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 TRENDSAND 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 overtime 2015 | US | ALL STUDENTS All Students 19 • 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 researchsuggests 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 improvementscontinue 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 ofGames 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 companywebsites – games BEST PRACTICES 24
- 24. Reveal by L’Oreal Exampleson company websites – games BEST PRACTICES 25
- 25. Examples on companywebsite – 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 ANDOBSERVATIONS 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 RECRUITINGTRENDS 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 Recruitingv. 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 ANDOBSERVATIONS 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 becomepart 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 TRENDSAND 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 andsummary 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/ relevantdid 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 beinterested 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.
Editor's Notes
- #7 Our data provides an unparalleled data asset for employers Explanation of methodology Diversity of MFOS provides holistic understanding of current talent market