SHRM Survey: Hiring Outlook for 2013 College Grads

SHRM Survey Findings: Hiring 2013 College Graduates
June 11, 2013

Definitions
For this survey, “2013 college graduates” refers to both 2013 college undergraduates, those
with a four-year degree (e.g., B.S., B.A. degree) and 2013 college postgraduates (e.g., M.S.,
M.A., MBA, doctoral degree).
SHRM Survey Findings: Hiring 2013 College Graduates ©SHRM 2013
2

Key Findings
 Have organizations hired 2013 college graduates as full-time, part-time or temporary/contract
employees? More than one-half (58%) of organizations said they have not hired any 2013
college graduates, whereas 25% have hired 2013 college graduates to begin working after
graduation, and 16% hired 2013 college graduates to begin working before graduation.
 For what job categories are organizations hiring 2013 college graduates? Nearly two-thirds
(71%) of the positions filled by 2013 college graduates were full-time positions, while less than
one-quarter were temporary/contract (13%) and part-time (11%).
 Are organizations offering more total compensation (salary and benefits) to 2013 college
graduates compared with college graduates in previous years? Compensation offered to 2013
college graduates was “about the same” (70%) compared to the college graduates in the last
3 years. Nearly a quarter (24%) of organizations offered “more total compensation,” and few
organizations (6%) offered less to 2013 college graduates compared to the previous 3 years.
 What are some of the common reasons organizations have not yet hired and do not plan to hire
2013 college graduates? The most common reason is because there are “no current openings
for recent graduates” (68%). Other reasons include “underqualified for open positions” (20%)
and “too early to hire for 2013” (14%).
3

Key Findings (continued)
 Do organizations believe 2013 college graduate job seekers have more or less of an
advantage in the job market when compared with other job seekers? About one-half (51%)
believe 2013 college graduates have about the same advantages and disadvantages when
compared with other job seekers. About one-quarter believe 2013 college graduates have
more of an advantage (26%), and nearly the same percentage (24%) believe they have less of
an advantage.
 What job categories have been “very difficult” to fill with 2013 college graduates? Of those
organizations that have hired or plan to hire 2013 college graduates, approximately one-
quarter indicated that it has been “very difficult” to fill job categories such as engineering
(27%); high-skilled technical, such as technicians and programmers (27%); scientists (26%); skilled
trades, such as electricians, carpenters, machinists, mechanics, welders, plumbers (26%); and
managers and executives (25%).
 What job categories have been “very easy” to fill with 2013 college graduates? Organizations
have indicated having an “easy time” filling job categories such as customer service
representatives (31%), hourly laborers (29%), administrative support staff (26%) and drivers (24%).
 What skills do organizations believe 2013 college graduates are lacking? Nearly one-half (49%)
of organizations believe 2013 college graduates are lacking the knowledge/basic skill of writing
in English (grammar, spelling, etc.), and 18% believe they are lacking in mathematics
(computation).
4

What do these findings mean for the HR profession?
 2013 college graduate job seekers could be entering a stronger job market compared
with college graduates who entered the job market immediately after the start of the
recession. With the economic climate continuing to improve, 2013 college graduates can
be optimistic about finding a job after graduation. According to the SHRM Jobs Outlook
Survey, in the second quarter of 2013, 44% of HR professionals said their organizations would
conduct hiring, up from 35% in the second quarter of 2012. To read more about this survey
go to http://www.shrm.org/Research/MonthlyEmploymentIndices/lmo/Pages/default.aspx.
 With several job positions available, some organizations may be hesitant when hiring 2013
college graduates because of potential deficiencies. Organizations believe new college
graduates are lacking some skills that experienced job seekers may have. Some common
applied skills include professionalism/work ethic, business acumen, written communication,
relationship building and leadership.
 With the improvement of the economy and new college graduates entering the workforce,
organizations may experience a lack of obtaining qualified candidates for certain job
categories. Organizations may have a difficult time finding skilled candidates for skilled
positions in engineering; technical positions, such as technicians and programmers;
scientists; and skilled trades, such as electricians, carpenters, machinists, mechanics,
welders and plumbers.
5

Has your organization hired any 2013 college graduates as full-time,
part-time, or temporary/contract employees?
Yes, to begin working before graduation
Yes, to begin working after graduation
No, we have not hired any 2013 graduates
16%
25%
58%
Note: n = 429. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal
100% due to rounding.
6

Of the 2013 college graduates hired, in which job category were
most of these positions filled?
6%
11%
13%
71%
Roughly equal for each category
Part-time
Temporary/contract
Full-time
Note: n = 175. Only respondents whose organizations have hired 2013 college graduates to begin working before or after graduation
were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100%
due to rounding.
7

In general, for the 2013 college graduates your organization has
made offers to, has the total compensation (salary and benefits)
offered been more, less or about the same as offers made to
comparable graduates during the last 3 years?
6%
24%
70%
Less total compensation offered
More total compensation offered
About the same total compensation offered
were asked this question. Respondents who answered “don’t know” and “ not applicable” were excluded from this analysis.
8

In your professional opinion, have the 2013 college graduates your
organization made offers to been more satisfied, less satisfied or
similarly satisfied with the total compensation (salary and benefits)
than comparable graduates receiving offers during the last 3 years?
13%
14%
73%
More satisfied with total compensation offered
Less satisfied with total compensation offered
Similarly satisfied with total compensation
offered
were asked this question. Respondents who answered “don’t know” and “ not applicable” were excluded from this analysis.
9

This year, does your organization plan to hire any 2013 college
graduates as full-time, part-time, or temporary/contract
employees?
Yes, 53%
No, 47%
Note: n = 138. Only respondents whose organizations have not hired 2013 college graduates to begin working before or after
graduation were asked this question. Respondents who answered “don’t know” and “ not applicable” were excluded from this
analysis.
10

Organization has not hired and does not plan to hire because… Percentage
There are no current openings for recent graduates. 68%
Recent graduates are underqualified for open positions. 20%
It is too early to hire for 2013. 14%
Recent graduates are overqualified for open positions. 11%
The organization has a hiring freeze in place. 8%
The organization was unable to successfully recruit 2013 college graduates. 2%
It is too late to hire for 2013. 0%
Other 8%
What are the reasons your organization has not yet hired and
does not have plans to hire 2013 college graduates?
Note: n = 166. Only respondents whose organizations have not hired and do not plan hire 2013 college graduates were asked this question.
Percentages do not equal 100% due to multiple response options.
11

Compared with the recruitment of 2012 college graduates, is your
organization experiencing more difficulty, less difficulty or about the
same degree of difficulty recruiting 2013 college graduates?
12%
14%
74%
Less difficulty than 2012 college graduates
More difficulty than 2012 college graduates
About the same level of difficulty as 2012
college graduates
Note: n = 196. Only respondents whose organizations have hired or plan to hire 2013 college graduates were asked this
question. Respondents who answered “don’t know” and “not applicable” were excluded from this analysis.
12

In your professional opinion, do you think that 2013 college graduate
job seekers have more of an advantage, less of an advantage or
about the same advantages/disadvantages in the job market when
compared with other job seekers?
24%
26%
51%
Less of an advantage than other job seekers
More of an advantage than other job seekers
About the same advantages/disadvantages as
other job seekers
Note: n = 233. Only respondents whose organizations have hired or plan to hire 2013 college graduates were asked this
question. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100%
due to rounding.
13

Less of an advantage because… Percentage
The economic climate has increased the competition for jobs overall. 62%
They are more likely to be underqualified for the jobs for which they apply. 53%
There are limited resources for organizations to train recent college
graduates.
25%
They are seeking entry-level positions, and my organization is not hiring for
these positions.
22%
They have fewer networking opportunities. 16%
Other 9%
Why do you think 2013 college graduate job seekers have less of an
advantage in the job market when compared to other job seekers?
Note: n = 55. Only respondents whose organizations have hired or plan to hire 2013 college graduates and think they have less of an
advantage in the job market compared to other job seekers were asked this question. Percentages do not equal 100% due to
multiple response options.
14

More of an advantage because… Percentage
They are seeking entry-level positions, and that is what my organization is
hiring for.
54%
They are more likely to be tech savvy. 49%
They have better opportunities for networking through college careers
programs and official graduate recruiting channels.
36%
The economic climate has made it easy to hire graduates from top colleges. 36%
They are less likely to be overqualified for the jobs for which they apply. 20%
They are more likely to accept lower pay. 15%
Other. 7%
Why do you think 2013 college graduate job seekers have more of
an advantage in the job market when compared to other job
seekers?
Note: n = 59. Only respondents whose organizations have hired or plan to hire 2013 college graduates and think they have more of
an advantage in the job market compared to other job seekers were asked this question. Percentages do not equal 100% due to
multiple response options.
15

Job category
Very
easy
Somewhat
easy
Somewhat
difficult
Very
difficult
Engineers (n = 90) 9% 32% 32% 27%
High-skilled technical, such as technicians and
programmers (n = 116)
3% 41% 41% 27%
Scientists (n = 38) 5% 37% 37% 26%
Skilled trades, such as electricians, carpenters,
machinists, mechanics, welders, plumbers (n = 82)
4% 38% 38% 26%
Managers and executives (n = 114) 3% 45% 45% 25%
Drivers (n = 58) 24% 16% 16% 14%
Production operators (n = 57) 19% 32% 32% 12%
Hourly laborers (n = 101) 29% 23% 23% 11%
HR professionals (n = 105) 16% 31% 31% 11%
Accounting and finance professionals (n = 128) 8% 44% 38% 10%
Sales representatives (n = 76) 18% 22% 22% 8%
Administrative support staff (n = 148) 26% 14% 14% 4%
Customer service representatives (n = 113) 31% 22% 22% 1%
Of the categories listed below, how easy or how difficult has it been
to fill the following job categories with 2013 college graduates?
Note: Only respondents whose organizations have hired or plan to hire 2013 college graduates were asked this question. Respondents
who answered “don’t know/not applicable” were excluded from this analysis. Percentages do not equal 100% due to rounding. Data
sorted by “very difficult” column.
16

Knowledge/basic skill Percentage
Writing in English (grammar, spelling, etc.) 49%
Mathematics (computation) 18%
English language (spoken) 13%
Reading comprehension (in English) 10%
Foreign languages 9%
History/geography 6%
Government/economics 5%
Science 5%
Humanities/arts 3%
Other 4%
In general, what knowledge/basic skills do you believe 2013 college
graduate job seekers are lacking, if any?
Note: n = 231. Only respondents whose organizations have hired or plan to hire 2013 college graduates were asked this question.
Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100% due to multiple
response options.
17

Applied skill Percentages
Professionalism/work ethic 50%
Business acumen 44%
Written communications 35%
Relationship building/soft skills 33%
Leadership 32%
Initiative 29%
Critical thinking/problem solving 29%
Coaching skills 28%
Oral communication 23%
Flexibility/openness to new experience 21%
Lifelong learning/self-direction 21%
In general, what applied skills do you believe 2013 college graduate job
seekers are lacking, if any?
Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100% due to multiple response
options.
18

Applied skill Percentages
Cultural sensitivity 16%
Data interpretation/analytical Skills 11%
Teamwork/collaboration 11%
Technical knowledge 10%
Ethics/social responsibility 10%
Creativity/innovation 7%
Diversity 5%
Information technology application 5%
Other 3%
In general, what applied skills do you believe 2013 college graduate job
seekers are lacking, if any? (continued)
Respondents who answered “don’t know” were excluded from this analysis. Percentages do not equal 100% due to multiple response
options.
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Demographics
20

Demographics: Organization Staff Size
1 to 99
100 to 499
500 to 2,499
2,500 to 24,999
25,000+
21%
33%
18%
19%
8%
Note: n = 417. Percentages do not equal 100% due to rounding.
21

Demographics: Organization Sector
Privately owned for-profit
Nonprofit organization
Publicly owned for-profit
Government agency
53%
21%
20%
6%
n = 394
22

Demographics: Organization Industry
Organization Industry Percentage
Manufacturing 19%
Professional, scientific and technical services 16%
Health care and social assistance 14%
Finance and insurance 12%
Educational services 9%
Construction 5%
Public administration 4%
Retail trade 4%
Transportation and warehousing 4%
Administrative and support and waste management and remediation services 3%
Utilities 3%
Note: n = 435. Percentages do not total 100% due to multiple responses.
23

Demographics: Organization Industry (continued)
Organization Industry Percentage
Accommodation and food services 3%
Information 3%
Real estate and rental and leasing 3%
Wholesale trade 3%
Arts, entertainment, and recreation 2%
Religious, grantmaking, civic, professional and similar organizations 2%
Repair and maintenance 2%
Management of companies and enterprises 1%
Mining, quarrying, and oil and gas extraction 1%
Agriculture, forestry, fishing and hunting 1%
Other 8%
Note: n = 435. Percentages do not total 100% due to multiple responses.
24

U.S.-based operations only 72%
Multinational operations 28%
Single-unit organization: An organization in
which the location and the organization
are one and the same
28%
Multi-unit organization: An organization
that has more than one location
72%
Multi-unit headquarters determines HR
policies and practices
49%
Each work location determines HR policies
and practices
4%
A combination of both the work location
and the multi-unit headquarters
determines HR policies and practices
47%
Is your organization a single-unit organization or
a multi-unit organization?
For multi-unit organizations, are HR policies and
practices determined by the multi-unit
headquarters, by each work location or by both?
Does your organization have U.S.-based
operations (business units) only, or does it
operate multinationally?
n = 433
n = 432
n = 315
Corporate (companywide) 66%
Business unit/division 18%
Facility/location 16%
n = 315
What is the HR department/function for which
you responded throughout this survey?
Demographics: Other
25

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• Response rate = 11%
• 468 HR professional respondents from a randomly selected sample of SHRM’s
membership participated in this survey.
• Margin of error +/-4%
• Survey fielded March 14-26, 2013
Survey Methodology
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• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit
www.shrm.org/customizedresearch
• Follow us on Twitter @SHRM_Research
About SHRM Research
Project leader:
Rob Boyd, researcher, SHRM Research
Project contributors:
Alexander Alonso, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, Survey Research Center, SHRM Research
27

SHRM Survey: Hiring Outlook for 2013 College Grads

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