Employer Perceptions of Labor
Market Trends When Hiring
Recent College Graduates
Big Country
SHRM 2014
Presented by:
Dr. Malcolm Coco, PHR
Director of Internships
College of Business Administration
Abilene Christian University
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Big Country SHRM 2014
Environmental Issues
NACE/OOH/Recruiting Trends/Other
• Production vs. service industry (Mexico 500K/2010)
• Competition from international companies (China
$0.12/hr; Mexico $5.18/day [Zone A];
$4.91/day[Zone B])
• Workforce availability/Economy 2006
• Downsizing/rightsizing
• Fortune 500 survey- goal of business owners is to
find, hire, and retain quality workers
• Business owners want workers to begin work with
minimal time for training
• Everything in business can be duplicated-but…
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Average Annual Salary
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Unemployment Rates
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Hiring Expectations by Region
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Proposed Hiring Increases for 2013
OOH
Economics
22%
Marketing
21%
Human Resources
20%
E-commerce/Entrepreneurism
18%
Accounting
17%
Finance
15%
Management Information Systems
14%
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Unengaged Workforce
“76% of younger workers plan to find a new job
as the economy improves.”
- Harvard Business Journal
67% of workers are not satisfied with their
jobs.
-Gallup
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Top Business Degrees in Demand
/HR
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Technology and The Workplace
75% of all current organizations have
employees who work remotely
45% anticipate increasing that number
There were 9.1 million part-time virtual
workers as of October of 2012,
a 300% increase in 10 years.
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Multi-nationals Employment
Employ 1 0f 7 U.S. workers
Since 2000 they have
Shed 2.9 million U.S. workers
Hired 2.4 million workers overseas.
In the next 5 years, 2 million financial
services jobs will be moved abroad;
in the next 15 years, 3 million service
sector jobs will move overseas.
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Where Are the Jobs Going?
•
•
88% of firms report they got better value for their money overseas
71% said overseas workers did better quality work
3
2
Outside US
1
Millions
0
-1
Inside US
-2
-3
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
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2009
2010
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In 2012, the U.S. was short 3 million skilled workers in the manufacturing sector
alone.
Unemployed - lose competency/need retraining.
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Occupational Outlook Handbook
Occupational Title
Human Resources, training, and labor relations managers and
specialists
Human resources managers
2022
Change:
2012-2022
1,102,300
22%
146,800
10%
955,500
24%
Employment, recruitment, and placement specialists
265,900
28%
Compensation, benefits, and job analysis specialists
150,600
24%
Training and development specialists
267,100
23%
Human resources, training, and labor relations specialists, all
other
271,900
21%
Human resources, training, and labor relations specialists
*Note: Much faster than average growth
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2014 Starting Salary Offers
NACE
•
•
•
•
Accounting
Finance
Marketing/Marketing Mgmt
Human Resource
$41,300
$42,200
$36,400
$39,430
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Recruiting Trends
$44,327
$44,605
$40,658
$41,501
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Top 5 Key Recruiting Strategies for
Employers
• Campus Oriented
–
–
–
–
–
Internship/Co-op Programs
Career Fairs
Information Sessions
Resume Referral
Faculty Connections
62%
61%
47%
46%
41%
• External Agents
–
–
–
–
–
National Web Sites
Targeted Job Fairs
General Job Fairs
Ads (professional outlets)
Consultants
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52%
29%
28%
27%
22%
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Intern & Co-ops Hourly Wages
*National average $14.00/hr.
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Percentage of Employers Using
‘Campus Oriented’ Recruiting Strategies
(CareerLink)
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Common Measures to Evaluate
Recruiting Program
•
•
•
•
•
•
Full-time offer acceptance rate (27%)
Retention after one year (27%)
Offer rate (22%)
Retention after 5 years (21%)
Cost per hire (19%)
Intern/co-op conversion rate (17%)
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Is Networking Beneficial?
4%
3%
9%
Very Beneficial
Beneficial
53%
Somewhat Beneficial
Slightly Beneficial
Not at all Beneficial
31%
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Criteria For Choosing An Employer
Enjoying what I do
Integrity of organization (moral and ethical grads)
(treats employees & customers with honesty and fairness)
Stability (provides secure future for promotions and layoffs)
Ethical business practices
4.8
4.7
4.6
4.5
(doesn’t cut corners or break any laws)
Good benefits package
4.5
Continuing education/training opportunities
Opportunity for advancement
Co-workers
Job location
4.4
4.4
4.1
4.0
High starting salary
3.9
(5-point scale, where 1 is “not at all important” and 5 is “very important”)
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Who’s Most Helpful In The Job
Search
4
3.5
3
2.5
2
1.5
1
0.5
0
Career Friends Faculty Parents Relatives Alumni
Services
Services
(5 point scale, where 1 is “not helpful and 5 is “very helpful”)
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Screen Candidates by GPA
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Employers Rate the Importance of
Candidate Skills/Qualities
/work ethic
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Skills And Competencies Possessed
By The Best New Employees
• Possesses energy, drive, enthusiasm and initiative
• Quick learner, asks questions, rapidly adapts to the working world
• Excellent working knowledge of computers; established word
processing, spreadsheet, database and presentation software
competencies
• Good writing skills and excellent oral communication skills
• Strong organizational and leadership skills
• Team-spirited, understands group dynamics (Team Assign)
• Willing to learn the organization’s business from the most menial
tasks and starting at the bottom (Get your foot in the door)
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Top Five Skills Employers Desire
•
•
•
•
•
•
BBA
Leadership
Business Writing
Business Language
Organizational Behavior
Business Ethics
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80%
76%
72%
72% (tie)
68%
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Internship Completion History
• 1980- 3% completed internships
• 2000-75% completed internships
• 2010- 90% with 2/3 completing 2 or more
• 60% of 2013 Recruiting Trends respondents
said they would be hiring interns.
• Run, don’t walk!
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Intern & Co-op Facts
• 57% of employers prefer internships/co-ops for
work experience.
• The average hourly wage for internships/co-ops
is $14.00.
• 57% of respondents on a national survey said
that identifying and developing talent was the
primary purpose of internships.
• Over 60% of employers hosting interns last year
said they were going to hire interns.
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Ranking Of Key Candidate Characteristics




Mean
% Rated 1 or 2
Experience
2.35
65
Academic Major
2.51
54
Leadership Experience
3.24
38
Grade Point Average
3.55
23
Basic Computer Skills
4.26
12
Technical Computer Skills
4.69
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Respondents were prompted to add one candidate characteristic to this list.
From the responses, these characteristics were considered most frequently:
Communications skills (writing, speaking, listening)
Interpersonal skills (understand others in diverse workplace)
Work experience (internships and co-ops)
Extracurricular activities (leadership development)
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Make Great First Impressions At Local Job
Fairs and Professional and Civic Meetings
• Look good on paper:
• Carry multiple copies of your grammatically correct
resume
• Limit your resume to one page
• Look professional and emphasize your skills
• Make the format easy to read
• “Prufread” it
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Make Great First Impressions (Cont…)
• Look professional: (head to toe)
• Be Well Groomed
• Dress appropriately
• Dress conservatively (always safe if in doubt)
• Don’t forget to shine your shoes (no flip-flops)
• Non-verbal communication
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How Looks Influence An Employer’s Opinion
No Influence
Slight Influence
Strong Influence
Grooming
7%
23%
70%
Non-traditional
Interview/Attire
13%
38%
49%
Non-traditional Hair
Color
27%
41%
32%
Body Piercing
25%
43%
32%
Handshake
28%
44%
28%
Obvious Tattoos
24%
48%
28%
Unusual Hairstyle
33%
45%
22%
Earring (male)
49%
37%
14%
Beard (well trimmed)
78%
19%
3%
Mustache
88%
11%
1%
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Make Great First Impressions (Cont…)
• Know how to sell yourself:
• When asked: “So tell me about yourself”, have a one
minute commercial ready (bump/elevator briefing)
• Try it on family members, friends, or even just in
front of the mirror
• Be a good listener and maintain eye contact
• Stay focused, provide only pertinent information,
and don’t give them your life story
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Make Great First Impressions (Cont…)
• Do your research:
• Have a mental list of prepared questions. Show that
you are interested (could be the tie breaker)
• Be prepared-leave focus on the essential job
elements of the job description
• Leave your pet, kids, mother, or significant other at
home
• Prepare for a behavioral interview
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How To Meet Expectations and Keep Your Job
Corporations are extremely sensitive to the bottom line. People are
hired to produce results and to improve effectiveness and efficiency.
In short, they want people who:
•
•
•
•
•
•
Share the company’s goals and objectives
Project the company’s image
Understand the company’s products, goals, markets, and customers
Are flexible and have a range of skills
Are persistent, reliable, thorough, and able to meet deadlines (my
class)
Demonstrate initiative and a good grasp of what needs to be done
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Meet Expectations (cont…)
• Communicate well both verbally and in writing
• Be a team players
• Stay up-to-date in their fields (Professional
Organizations)
• Care about quality
• Leave personal problems at home
• Are not overconfident, but somewhat humble
• Don’t watch the clock (show up early/stay late)
• Manage time smartly
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Presented by:
Dr. Malcolm Coco, PHR
Director of Internships
College of Business Administration
Abilene Christian University
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