Shrm survey findings the hiring of 2012 university grads

SHRM Survey Findings:
The Hiring of 2012 University/College
Undergraduates and Postgraduates
July 12, 2012

SHRM Survey Findings: The Hiring of 2012 University/College Undergraduates and Postgraduates

Key Findings

 Have organizations hired any 2012 university/college undergraduates and/or postgraduates as
full-time, part-time and/or temporary/contract employees? Almost one-half (47%) of
organizations have hired one or more 2012 undergraduate job seekers to begin working before
or after graduation. This percentage has increased compared with 2011 (41%) and 2010 (30%).
Nearly one-third (31%) of organizations have hired one or more 2012 postgraduate job seekers
to begin working before or after graduation, also an increase from 26% in 2011 and 20% in 2010.

 What are the most common job categories filled by 2012 university/college undergraduates
and/or postgraduates? Nearly two-thirds (64%) of the positions filled by 2012 undergraduates
were full-time positions, less than one-quarter (19%) were temporary or contract positions, and
15% were part-time positions. Eighty-three percent of 2012 postgraduates were hired to fill full-
time positions, 7% were temporary/contract positions and another 7% were part-time positions.

 Do organizations that have not yet hired 2012 university/college graduates plan to do so later
in the year? More than one-half (53%) of organizations that have not hired any 2012
undergraduates or postgraduates as full-time, part-time or temporary/contract employees have
no plans to hire 2012 graduates this year.

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Key Findings

 What are the main reasons that organizations have not yet hired or do not plan to hire 2012
university/college graduates? Three-quarters (75%) of organizations indicate that there are no
current openings for 2012 graduates. Some organizations also say that 2012 graduates may be
underqualified (18%) or overqualified (17%) for available positions.

 Compared with the recruitment of 2011 university/college undergraduates and postgraduates,
are organizations finding it more difficult to recruit 2012 graduates? Most organizations have
experienced about the same level of difficulty recruiting undergraduates (68%) and
postgraduates (62%) in 2012 and 2011. Less than one-quarter of organizations reported
increased difficulty recruiting undergraduates (14%) and postgraduates (19%) in 2012 compared
with a year ago.

 What basic skills/knowledge and applied skills are 2012 university/college undergraduate job
seekers lacking? Common basic skills and basic knowledge 2012 undergraduates lack are writing
in English (45%), mathematics (17%) and speaking the English language (12%). Organizations
report that common applied skills 2012 undergraduates are lacking are written communication
skills (41%), critical thinking/problem-solving skills (38%), oral communication (30%) and lifelong
learning/self-direction skills (28%).

3

Has your organization hired any 2012 university/college undergraduates
or postgraduates as full-time, part-time or temporary/contract
employees?

47%
41%

31% 30%
26%
20%

2012 2011 2010
Undergraduates Postgraduates
(n = 250 – 359) (n = 219 – 335)

Note: Respondents who answered “don’t know” were excluded from this analysis.

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employees?

Comparisons by organization staff size

• Organizations with 100 or more employees are more likely than organizations with less than 100
employees to have hired 2012 undergraduates.

100 to 499 employees (41%)
500 to 2,499 employees (49%)
2,500 to 24,999 employees (62%) > 1 to 99 employees (21%)

25,000 or more employees (65%)

• Organizations with 2,500 or more employees are more likely than organizations with less than 100
employees to have hired 2012 postgraduates.

2,500 to 24,999 employees (38%)
25,000 or more employees (44%) > 1 to 99 employees (13%)

Note: Only statistically significant differences are shown.

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employees?

Comparisons by organization sector

• Publicly owned for-profit organizations are more likely than privately owned for-profit organizations to
have hired 2012 undergraduates .

Publicly owned for-profit organizations (56%) > Privately owned for-profit organizations (34%)

• Nonprofit organizations are more likely than privately owned for-profit organizations to have hired
2012 postgraduates.

Nonprofit organizations (39%) > Privately owned for-profit organizations (18%)

Note: Only statistically significant differences are shown.

6

Does your organization plan to hire one or more 2012 university/
college undergraduates or postgraduates as full-time, part-time or
temporary/contract employees in 2012?

Yes, 47% No, 53%

Note: n = 165. Only respondents whose organizations have not yet hired one or more 2012 university/college undergraduates or postgraduates as full-
time, part-time or temporary/contract employees were asked this question. Respondents who answered “don’t know” were excluded from this analysis.

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What are the reasons your organization has not hired and does not have
plans to hire 2012 university/college undergraduates or postgraduates
this year?

No current openings for recent graduates 75%

Underqualified for open positions 18%

Overqualified for open positions 17%

Hiring freeze put in place 8%

Too late to hire for 2012 1%

Too early to hire for 2012 1%

Other 9%

Note: n = 87. Only respondents whose organizations have not yet hired one or more 2012 university/college undergraduates or postgraduates as full-time, part-
time or temporary/contract employees and have not plans to hire 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.

8

In which job category did your organization hire most of the 2012
university/college undergraduates or postgraduates?

64%
Full-time
83%

19%
Temporary/contract
7%

15%
Part-time
7%

2%
Roughly equal for each category
3%

(n = 140) (n = 83)

Note: Only respondents whose organizations have hired one or more 2012 university/college undergraduates or postgraduates as full-time, part-time or
temporary/contract employees were asked this question. Respondents who answered “don’t know” were excluded from this analysis.

9

For the 2012 university/college undergraduates or postgraduates your
organization has hired or made job offers to, has the total compensation
(salary and benefits) offered been about the same as offers made in the
last three years?

74%
About the same total compensation offered
71%

22%
More total compensation offered
26%

4%
Less total compensation offered
3%

(n = 138) (n = 80)


10

Compared with similar new hires three years ago, are the 2012 university/
college undergraduates or postgraduates that your organization has hired
or made job offers to more satisfied with the total compensation offered?

68%
Similarly satisfied with total compensation
67%

20%
Less satisfied with total compensation
19%

12%
More satisfied with total compensation
14%

(n = 123) (n = 67)


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Compared with the recruitment of 2011 university/college graduates, is
your organization experiencing the same level of difficulty recruiting 2012
university/college undergraduates or postgraduates?

About the same level of difficulty as 68%
in 2011 62%

18%
Less difficulty than in 2011
19%

14%
More difficulty than in 2011
19%

(n = 123) (n = 75)


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Has it been easy or difficult for your organization to recruit 2012
university/college undergraduates or postgraduates for the job
categories below?

Very Somewhat Somewhat Very
difficult difficult easy easy
Scientists (n = 39) 31% 31% 36% 3%
High-skilled technical professionals (n = 64) 20% 45% 23% 11%
Engineers (n = 55) 16% 35% 40% 9%
Managers and executives (n = 69) 15% 49% 28% 9%
Skilled trades (n = 54) 11% 26% 50% 13%
Sales representatives (n = 49) 8% 16% 45% 30%
Drivers (n = 45) 7% 11% 49% 33%
Production operators (n = 45) 7% 22% 47% 24%
HR professionals (n = 69) 6% 29% 49% 16%
Hourly laborers (n = 64) 5% 8% 50% 38%
Accounting and finance professionals (n = 75) 5% 32% 53% 9%
Customer service representatives (n = 77) 3% 18% 57% 22%
Administrative support staff (n = 86) 2% 19% 42% 37%

temporary/contract employees were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not equal
100% due to rounding.
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Do you think that 2012 university/college undergraduate and
postgraduate job seekers have an advantage in the job market compared
with other job seekers?

About the same advantage/disadvantage as 46%
other job seekers 54%

31%
Less of an advantage than other job seekers
21%

23%
More of an advantage than other job seekers
24%

(n = 332) (n = 312)
temporary/contract employees were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not
equal 100% due to rounding.
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Why do you think 2012 university/college undergraduate and
postgraduate job seekers have more of an advantage in the job market
when compared with other job seekers?

Response Undergraduates Postgraduates
(n = 75) (n = 76)

They are more likely to be tech-savvy. 64% 54%

They have better opportunities for networking through university
43% 43%
careers programs and official graduate recruiting channels.

The economic climate has made it easy to hire graduates from top
40% 33%
colleges/universities.
They are less likely to be overqualified for the jobs for which they
35% 26%
apply.

They are more likely to accept lower pay. 35% 26%

They are seeking entry-level positions, and my organization is hiring
29% 11%
for these positions.

Other 8% 8%

Note: Only respondents who indicated that 2012 university/college undergraduates and postgraduates have an advantage in the job market when compared with
other job seekers 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.
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Why do you think 2012 university/college undergraduate and
postgraduate job seekers have less of an advantage in the job market
when compared with other job seekers?

Response Undergraduates Postgraduates
(n = 102) (n = 67)

They are more likely to be underqualified for the jobs for which they
64% 40%
apply.

They are seeking entry-level positions, and my organization is not
41% 28%
hiring for these positions.

There are limited resources for organizations to train recent college
31% 37%
graduates.

They have fewer networking opportunities. 14% 12%

The economic climate has increased the competition for jobs among
13% 55%
2012 graduate job seekers.

Other 1% 9%

Note: Only respondents who indicated that 2012 university/college undergraduates and postgraduates have less of an advantage in the job market when compared with
other job seekers 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.
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In general, what basic skills/knowledge do you believe 2012
university/college undergraduate job seekers are lacking, if any?

Writing in English (grammar, spelling, etc.) 45%

Mathematics (computation) 17%

English language (spoken) 12%

Foreign languages 11%

Reading comprehension (in English) 10%

Government/economics 7%

Humanities/arts 5%

History/geography 4%

Science 4%
Note: n = 138. Only respondents whose organizations have hired one or more 2012 university/college undergraduates as full-time, part-time or temporary/contract
employees 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.
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In general, what applied skills do you believe 2012 university/college
undergraduate job seekers are lacking, if any?

Written communication 41%

Critical thinking/problem-solving 38%

Oral communication 30%

Lifelong learning/self-direction 28%

Leadership 26%

Teamwork/collaboration 15%

Creativity/innovation 10%

Diversity 9%

Information technology application 6%
Note: n = 138. Only respondents whose organizations have hired one or more 2012 university/college undergraduates as full-time, part-time or temporary/contract
employees 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.
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Demographics: Organization Industry

Industry Percentage
Manufacturing 22%
Professional, scientific and technical services 16%
Finance and insurance 15%
Health care and social assistance 15%
Educational services 8%
Government agencies 8%
Retail trade 7%
Transportation and warehousing 7%
Accommodation and food services 4%
Administrative and support and waste management and remediation services 4%
Note: n = 338. Percentages do not equal 100% due to multiple response options .

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Demographics: Organization Industry (continued)

Industry Percentage
Construction 3%
Repair and maintenance 3%
Wholesale trade 3%
Agriculture, forestry, fishing and hunting 2%
Arts, entertainment and recreation 2%
Information 2%
Religious, grant-making, civic, professional and similar organizations 2%
Mining 1%
Real estate and rental and leasing 1%
Other 7%
Note: n = 338. Percentages do not equal 100% due to multiple response options .

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Demographics: Organization Sector

Privately owned for-profit organization 54%

Nonprofit organization 19%

Publicly owned for-profit organization 18%

Government agency 9%

Note: n = 327. Percentages do not equal 100% due to rounding.

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Demographics: Organization Staff Size

1 to 99 employees 22%

100 to 499 employees 38%

500 to 2,499 employees 16%

2,500 to 24,999 employees 18%

25,000 or more employees 6%

n = 344

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Demographics: Other

Does your organization have U.S.-based Is your organization a single-unit or a multi-unit
operations (business units) only or does it organization?
operate multinationally? Multi-unit organization: An organization
70%
U.S.-based operations only 70% that has more than one location
Single-unit organization: An organization in
Multinational operations 30% which the location and the organization are 30%
n = 339 one and the same
n = 339

What is the HR department/function for For multi-unit organizations, are HR policies and
which you responded throughout this practices determined by the multi-unit corporate
survey? headquarters, by each work location or both?
Multi-unit headquarters determines HR
Corporate (companywide) 66% 52%
policies and practices
Facility/location 21% A combination of both the work location
and the multi-unit headquarters 45%
Business unit/division 14% determine HR policies and practices

Note: n = 243. Percentages do not equal 100% due to rounding.
Each work location determines HR
3%
policies and practices
n = 244

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SHRM Survey Findings:
The Hiring of 2012 University/College Undergraduates and Postgraduates

Methodology

 Response rate = 10%
 Sample composed of 378 randomly selected HR professionals from SHRM’s
membership.
 Margin of error +/- 5%
 Survey fielded May 1-9, 2012

For more poll findings, visit www.shrm.org/surveys
Follow us on Twitter: http://twitter.com/SHRM_Research

Project leader:
Rob Boyd, survey research analyst, SHRM Research

Project contributors:
Mark Schmit, Ph.D., SPHR, vice president, SHRM Research
Evren Esen, manager, SHRM Survey Research Center

Copy editor:
Katya Scanlan, SHRM Knowledge Integration

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Shrm survey findings the hiring of 2012 university grads

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