Our papers are 100% unique and written following academic standards and provided requirements. Get perfect grades by consistently using our writing services. Place your order and get a quality paper today. Rely on us and be on schedule! With our help, you'll never have to worry about deadlines again. Take advantage of our current 20% discount by using the coupon code GET20
Order a Similar Paper Order a Different Paper
To begin, identify your target job title: _________________________________________________________
STEP 1: Go to bls.gov. In the search bar, type in your desired job title or industry and start looking through the search results. By clicking on the links, write down your answers to the following questions:
Ø What is the median pay for the job you listed above? (make sure you know what “median” means)
Ø What year was the Bureau of Labor and Statistics salary data based on?
Ø What is the job outlook or job prospects for this field?
Ø Under “State and Area Data” link, find the annual mean wage for the state of Michigan. (Note the difference between median and mean). Resting your cursor on the state will give you the answer.
Ø How many people in Michigan are employed in that field?
Ø Identify 3-5 states with the highest employment level in this occupation as well as the annual mean wage in that state.
Ø Identify 3-5 states of the top paying states for this occupation as well as the annual mean wage in those states. (some of these may overlap the previous question)
STEP 2: Go to onetonline.org and search for the same desired job or industry. Find answers to the following:
Ø What level of education is required for this job?
Ø According to O*NET, what is the median annual wage in the US?
Ø What year was O*NET’s salary data based on?
Ø What are the projected growth and/or job openings for this field?
Ø Click on State Wages, then Michigan and then “View Table”. Identify the median yearly income in Michigan for the year given.
o Look through the various cities/locations given. Identify one or two areas of Michigan you would like to live and identify that median income.
o Go to the top of the chart and click on “National Data” and identify one or two other states you might like to live in and identify that yearly median income.
STEP 3: Go to NACE Salary Survey document in Moodle.
Ø Identify the yearly mean and median starting salary for your job by “Major and Industry” or “Industry and Major” (whichever way you find your job title).
Ø What year was NACE’s salary data based on?
Ø Find the Region you would prefer to live in. What is the yearly mean and median salary range for your field?
STEP 4: Your Response. Look through your responses, and then in a 250 word response, answer the question: “What salary range are you looking for?” Make sure you identify the job position, where you believe you will find a job or where you think you would like to live (maybe your dream location), and the job prospects and/or job openings in these locations.
To begin, identify your target job title: _________________________________________________________ STEP 1: Go to bls.gov. In the search bar, type in your desired job title or industry and start looki
Job Outlook 2019 National Association of Colleges and Employers 62 Highland Avenue, Bethlehem, PA 18017 | www.naceweb.org | 610.868.1421 NOVEMBER 2018 | FREE TO NACE MEMBERS | $54 NONMEMBER PRICE ©2018 National Association of Colleges and Employers. All rights rese rved. 2019 NACE JOB OUTLOOK 2 ABOUT THE JOB OUTLOOK 2019 SURVEY …………………………………………………………….. …….. 3 U.S. COLLEGE HIRING TO INCREASE BY ALMOST 17 PERCENT ……………………………………. 4 Ratings indicate strength of job market Plans for reassessing hiring show little change Fall vs. spring recruiting Hiring by industry Hiring by region WHO IS IN DEMAND? …………………………………………………………….. ………………………………… 14 Demand by degree level Top majors in demand International student hiring recovers HOW EMPLOYERS VIEW CANDIDATES ……………………………………………………………… ………. 29 Resume attributes Candidate A = Candidate B. How do employers choose? Career readiness COMPENSATION AND SIGNING BONUSES ……………………………………………………………… … 36 Starting salaries Signing bonuses APPENDIX …………………………………………………………….. ………………………………………………… 41 Participating organizations Table of Contents 2019 NACE JOB OUTLOOK 3 About the Job Outlook 2019 Survey The Job Outlook survey is a forecast of hiring intentions of employers as they relate to new college graduates. Each year, the National Association of Colleges and Employers (NACE) surveys its employer members about their hiring plans and other employment- related issues in order to project the market for new college graduates for the current class and to assess a variety of conditions that may influence that market. From August 1, 2018, through October 8, 2018, data were collected for the Job Outlook 2019 survey. A total of 172 surveys were returned—an 18.5 percent response rate. Of those responding, 7.6 percent of respondents are from New England, 8.7 percent are from the Plains, 14 percent are from the Mideast, 14.5 percent are from the Southeast, 14.5 percent are from the Rocky Mountain/Far West, 15.1 percent are from the Southwest, and 25.6 percent are from the Great Lakes. For additional information about the respondents, see the Appendix. Totals throughout the report may not equal 100 percent due to rounding. NACE expects to provide a formal update of job market information once more during the 2018-19 academic year: The Job Outlook 2019 Spring Update survey (data collected in February – March) will give NACE members a final update on hiring for 2018-19 graduates. Results will be available in early April. Research Director of Research, Public Policy, and Legislative Affairs: Edwin W. Koc Assistant Director of Research and Public Policy: Joshua Kahn Research Manager: Andrea J. Koncz Research Associate: Angelena Salvadge Research Assistant: Anna Longenberger 2019 NACE JOB OUTLOOK 4 U.S. College Hiring to Increase by Almost 17 Percent Employers plan to hire 16.6 percent more new graduates from the Class of 2019 than they did from the Class of 2018 for positions in the United States. (See Figure 1. ) This comes as welcome news, especially since employers reported an overall decrease in hiring for Class of 2018 graduates. This year marks the best initial hiring outlook since the Class of 2007. * FIGURE 1 Job Outlook Hiring Projections, 2007 – 2019 2012 2011 2010 2009 2008 2007 2013 CLASS YEAR HIRING PROJECTIONS 20142015 20162017 2018 2019 25% 20% 15% 10% 5% 0% -5% -10% -15% -20% -25% 4.0% 16.6% 5.0% 5.8% 5.2% 11.0% 9.6% 8.3% 8.6% 2.1% 7.8% 13.0% Fall Spring -1.3% 10.5% 19.3% 5.3% -21.6% 8.0% 19.2% 9.5% 13.5% -6.9% 1.3% 16.0% 17.4% *Projections prior to 2014 were for both international and U.S. positions. 2019 NACE JOB OUTLOOK 5 Over the past three recruiting years, the largest group of employers indicated plans to maintain their individual hiring numbers. The trend continues this year as 57.4 percent of employers plan to keep their number of college hires the same. (See Figure 2.) While 3 8.6 percent of responding employers plan to increase their hires, perhaps the most encouraging finding is that just 4 percent of respondents will decrease their hires. This represents less than half of last year’s respondents (9.6 percent) that planned to decrease hires, and it is the smallest group with these plans in the past seven years. FIGURE 2 Employers’ Hiring Expectations 2011- 12 2012- 13 RECRUITING YEAR PERCENT OF RESPONDENTS 2013-14 2014- 15 2015- 16 2016- 17 2017- 18 2018- 19 70% 60% 50% 40% 30% 20% 10% 0% 9.6% 4.0% 46.7% 38.6%57.4% 43.7% 11.6% 52.1% 13.2% 40.1% 46.7% 36.3% 45.9% 46.4% 45.3% 6.1% 7.7% 48.6% 42.4% 10.1% 47.5% 11.8% 27.4% 50.8% Increase Maintain Decrease Respondents with plans to increase their new college hiring provided key factors for doing so that yielded common themes. An improved economy, company growth, anticipated retirements, and a focus on early talent/succession planning were reasons cited almos t universally among these respondents. In addition, several others in this group reported that they plan to concentrate on converting more interns to full-time hires, thus increasing their overall hiring numbers. Most of the respondents that are maintaining their new college hiring nu mbers indicated that the growth in their respective companies is steady, so they have no need to increase or decrease their numbers. Other respondents reported that they hired aggressively in the past few years, so they will maintain college hiring at their current levels. 2019 NACE JOB OUTLOOK 6 Among the small number of respondents that are decreasing their hiring n umbers, not all cited negative factors. A few mentioned that they, too, had hired more graduates last year than expected, so they will cut back slightly this year. Others noted college recruiting programs that are currently on hold or being revamped, hence a decrease in hires. Meanwhile, just one respondent indicated that it will hire fewer new college graduates because it expects smaller growth in the organization during the coming year. Ratings indicate strength of job market The ratings that employers give the 2018-19 job market underscore its strengt h. With the unemployment rate at a historic low, it is not surprising that nearly half of respondents rate the job market as “very good.” This also bucks the trend seen over the last three years when most employers rated the job market as “good.” Additionally, the group of employers providing an “excellent” job market rating has jumped from 7.4 percent last year to almost 17 percent this year. Once again, no employers rated the job market as “poor.” (See Figure 3.) FIGURE 3 Employers Rate the Job Market for 2018-19 Graduates 2018-19 2017-18 2016-17 2015-16 JOB MARKET RATING Excellent PERCENT OF RESPONDENTS Very Good GoodFairPoor 60% 50% 40% 30% 20% 10% 0% 16.8% 7.4% 6.1% 7.6% 46.5% 29.2% 27.7%46.3% 45.9% 53.5% 38.2% 35.9% 9.0% 12.2% 0.0% 0.7% 0.0%0.0% 8.1% 8.9% 2019 NACE JOB OUTLOOK 7 Plans for reassessing hiring show little change In this “very good” job market, employers appear to have their hiring needs under control and, for the most part, will continue to reassess these needs on a quarterly schedule, which is identical to last year’s result. (See Figure 4.) Their counterparts that will reassess hiring needs on either a monthly or an annual basis also remain nearly unchanged. There is, however, a drop in the group reassessing needs on a weekly basis this year. Interestingly, most of the respondents that indicated “other” schedules for reassessing hiring needs either said they will not re assess their college hiring needs at all or they will do so on an “as-needed” basis. FIGURE 4 Employers’ Plans to Reassess Hiring Needs Weekly Monthly SCHEDULE PERCENT OF RESPONDENTS Quarterly Annually Other 40% 35% 30% 25% 20% 15% 10% 5% 0% 2018-19 2017-18 10.1% 27.9% 36.4% 23.3% 2.3% 5.1% 27.3% 36.4% 25.3% 6.1% Fall vs. spring recruiting With hiring cycles continuously being pushed up, it stands to reason that the fall is the more active season for college recruiting. In fact, this is the fourth consecutive year respondents report they will be conducting approximately 70 percent of their college recruiting in the fall, with the remainder to be conducted in the spring. (See Figure 5.) Another potential trend to watch is that, this year, almost 15 percent of respondents are reporting that they will do 100 percent of their college recruiting in the fall, up from 13 percent last year. 2019 NACE JOB OUTLOOK 8 FIGURE 5 Percentage of College Recruiting Conducted In Fall vs. Spring, 2014-2019 Job Outlook Survey Year FallSpring 2019 71%29% 2018 70%30% 2017 72%28% 2016 71%29% 2015 66%34% 2014 62%38% FIGURE 6 Spring 2019 Recruiting Plans Recruiting Plans Spring 2019Spring 2018 Firm recruiting plans 37.4%37.1% Tentative plans in place 30.3%32.6% All recruiting in fall 19.2%18.2% Unsure 12.1%10.6% Not hiring 1.0%1.5% Among the respondents that plan to recruit in spring 2019, almost 70 percent indicate that they have firm or tentative plans in place. Just 1 percent of respondents that will be on campus in the spring will not be hiring, and 12.1 percent are unsure of their spring 2019 recruiting plans. With almost 20 percent conducting all recruiting in the fall, the group that is unsure of its spring 2019 plans may be made up of those that only recruit in the spring t o finish their college recruiting quotas. (See Figure 6.) 2019 NACE JOB OUTLOOK 9 Hiring by industry Of the 10 industries that provided hiring projections in this report, eight are showing overall increases in college hiring; the remaining two report overall decreases. (See Figure 7.) While just two of 13 industries responding to last year’s Job Outlook 2018 survey reported overall decreases, the numerical percentage increases in hiring this year far outweigh the decreases. For instance, nearly all of the industries that are increasing overall hires this year show double- digit bumps. This was not the case last year, when just four industries indicated double-digit percentage increases. The three largest hiring increases this year are seen in the chemical ( pharmaceutical) manufacturing, computer and electronics manufacturing, and oil and gas extraction industries. All three industries are reporting that they will hire at least 30 percent more new college graduates this year than they did last year. FIGURE 7 Total Change in Hiring, by Industry Industry # of 2019 Projected Hires # of 2018 Actual Hires % Change # of Respondents Oil & Gas Extraction 79060031.7% 7 Construction 801840-4.7% 6 Chemical (Pharmaceutical) Mfg. 68750336.6% 9 Computer & Electronics Mfg. 3,4652,56235.2% 13 Misc. Mfg. 99979425.8% 15 Information 3513374.2% 5 Finance, Insurance & Real Estate 13,38511,23819.1% 27 Engineering Services 2822800.5% 7 Misc. Professional Services 1,5691,36115.3% 9 Government 3,0843,122-1.2% 5 2019 NACE JOB OUTLOOK 10 Chemical (pharmaceutical) manufacturers, which reported an overall hiring increase of 36.6 percent, have 80 percent of respondents with either firm or tentative plans in place for spring 2019 recruiting. They also rated the job market within their industry just above the “very good” rating. (See Figures 8 and 9.) Also reporting a large increase in hiring, computer and electronics manufacturers have almost 38 percent of their respondents doing all their recruiting this fall. Half of their respondents have firm or tentative plans for spring 2019 recruiting. They rate the job market within their industry somewhere between “good” and “very good.” FIGURE 8 Spring 2019 Recruiting Plans, by Industry Industry Firm plans Tentative plans All in Fall Not Hiring Unsure # of Respondents Chemical (Pharmaceutical) Mfg. 40.0% 40.0% 0.0%20.0% 0.0% 5 Computer & Electronics Mfg. 37.5%12.5%37.5% 0.0%12.5% 8 Misc. Mfg. 22.2%55.6% 5.6%0.0%16.7% 18 Information 16.7%50.0% 0.0%0.0%33.3% 6 Finance, Insurance, & Real Estate 37.5% 31.3%25.0% 0.0%6.3% 16 Engineering Services 0.0%20.0% 40.0% 0.0%40.0% 5 Misc. Prof. Services 83.3%16.7% 0.0%0.0% 0.0% 6 Government 40.0%20.0%20.0% 0.0%20.0% 5 2019 NACE JOB OUTLOOK 11 FIGURE 9 Job Market Ratings, by Industry* Industry Average RatingNumber of Respondents Engineering Services 4.405 Chemical (Pharmaceutical) Mfg. 4.205 Finance, Insurance, & Real Estate 4.0016 Misc. Prof. Services 3.836 Government 3.605 Computer & Electronics Mfg. 3.339 Misc. Mfg. 3.3318 Information 3.336 *5-point scale, where 1=Poor, 2=Fair, 3=Good, 4=Very Good, and 5=Excellent. Hiring by region In the Job Outlook 2018 survey, data were reported for just four geographic regions. This year, NACE included seven regions as defined by the Bureau of Economic Analysis. Increases in hiring are shown across all regions, with New England boasting the highest projected gain of 31.2 percent. (See Figure 10.) The Southwest, Plains, and Rocky Mountain/Far West regions also have double-digit projected increases, and in all cases, there are no respondents with plans to decrease hiring. (See Figure 11.) While the Mideast also has an overall increase reported in the double-digits, slightly more than 14 percent of respondents in this region have plans to decrease their hiring numbers. FIGURE 10 Total Change in Hiring, by Region Region # of 2019 Projected Hires # of 2018 Actual Hires % Change # of Respondents New England 3,5612,71431.2% 11 Mideast 5,7254,86417.7% 21 Great Lakes 1,9611,9381.2% 32 Plains 11,4599,58319.6% 12 Southeast 5,7205,2788.4% 19 Southwest 1,6691,39020.0% 22 Rocky Mountain/Far West 1,5891,39513.9% 14 2019 NACE JOB OUTLOOK 12 FIGURE 11 Hiring Expectations by Region, by Percent of Respondents Region IncreaseMaintainDecrease New England 42.9%57.1% 0.0% Mideast 50.0%35.7%14.3% Great Lakes 21.4%75.0% 3.6% Plains 54.5%45.5% 0.0% Southeast 29.4%64.7% 5.9% Southwest 53.3%46.7% 0.0% Rocky Mountain/Far West 44.4%55.6% 0.0% In some regions, employers’ plans for spring 2019 recruiting differ s lightly from their overall hiring projections and expectations. (See Figure 12.) In the Mideast region, fo r example, almost 30 percent of respondents will do all their hiring in the fall with the remain ing respondents having either firm or tentative plans for the spring. While there are no respondents here that are not hiring or are unsure of their spring 2019 recruiting plans, 14.3 percent of Mideast respondents are planning to decrease college hiring—the highest percentage of all seven regions. In contrast, in the Southwest region, almost 7 percent of respondents will not be on campus in spring 2019 because they are not hiring. Yet, this is the same region with a high percentage of employers (53.3 percent) that are increasing their college hires and with an overall hiring increase of 20 percent. Only in the Plains region is there consistency in all three factors. The overall hiring increase is 19.6 percent. Respondents increasing their hiring account for 54.5 percent of the region, with the remaining 45.5 percent maintaining their hires. In addition, 100 percent of respondents in the Plains region report either firm or tentative plans for spring 2019 recruiting. 2019 NACE JOB OUTLOOK 13 FIGURE 12 Spring 2019 Recruiting Plans, by Region Region Firm plans Tentative plans All in Fall Not Hiring Unsure # of Respondents New England 42.9%14.3%14.3% 0.0%28.6% 7 Mideast 21.4%50.0%28.6% 0.0%0.0% 14 Great Lakes 29.6%37.0%25.9% 0.0%7.4% 27 Plains 54.5%45.5% 0.0%0.0%0.0% 11 Southeast 64.7%17.6%11.8% 0.0%5.9% 17 Southwest 26.7%13.3%26.7% 6.7%26.7% 15 Rocky Mountain/Far West 25.0%25.0%12.5% 0.0%37.5% 8 2019 NACE JOB OUTLOOK 14 Who Is in Demand? FIGURE 13 Hiring Expectations, by Degree Level Degree Level Average % of New College Hires in 2018-19 Number of Respondents Hiring 2018-19 % of Total Respondents Hiring in 2018-19 Average % of New College Hires in 2017-18 Number of Respondents That Hired in 2017-18 % of Total Respondents That Hired in 2017-18 Associate 3.8%1619.3% 2.4% 1815.4% Bachelor’s 83.1%83100.0% 83.4% 11699.1% Master’s 10.6%5869.9% 12.1% 8371.0% Doctorate 2.0%1821.7% 1.7% 2622.2% Professional (J.D., M.D., etc.) 0.5% 67.2% 0.4% 119.4% Demand by degree level Fully 100 percent of this year’s survey respondents plan to hire bachelor’s degree graduates from the Class of 2019. (See Figure 13.) This was also true for the Class of 2017, and, for the most part, for the Class of 2018. Not only does the composition of new hires at the bachelor’s level remain generally the same, but respondents are also keeping their new hire percentages steady at the associate and advanced- degree levels. 2019 NACE JOB OUTLOOK 15 FIGURE 14 Top Degrees in Demand, by Broad Category Broad Category Number of Respondents That Will Hire % of Total Respondents (N=101) Business 8483.2% Engineering 8382.2% Computer & Information Sciences 6362.4% Math & Sciences 3534.7% Communications 1918.8% Social Sciences 2120.8% Humanities 65.9% Agriculture & Natural Resources 65.9% Healthcare 55.0% Education 11.0% Demand by broad category is identical to last year, with business, engineering, and computer science as the top disciplines. This holds true at the associate, bachelor’s, and master’s degree levels, although not in the same order. Meanwhile, math and sciences are most in demand at the doctorate level. (See Figures 14 and 15.) 2019 NACE JOB OUTLOOK 16 FIGURE 15 Top Degrees in Demand, by Degree Level and Broad Category Broad Category Number of Respondents That Will Hire % of Total Respondents (N=101) ASSOCIATE Business 44.0% Computer & Information Sciences 44.0% Engineering 44.0% Communications 22.0% Agriculture & Natural Resources 11.0% Healthcare 11.0% Humanities 11.0% Math & Sciences 11.0% Social Sciences 11.0% Education 00.0% BACHELOR’S Engineering 8281.2% Business 7978.2% Computer & Information Sciences 6160.4% Math & Sciences 3231.7% Social Sciences 2019.8% Communications 1918.8% Agriculture & Natural Resources 65.9% Humanities 65.9% Healthcare 55.0% Education 11.0% MASTER’S Business 4645.5% Engineering 3029.7% Computer & Information Sciences 2726.7% Math & Sciences 1716.8% Social Sciences 44.0% Healthcare 33.0% Agriculture & Natural Resources 22.0% Education 11.0% Humanities 11.0% Communications 00.0% DOCTORATE Math & Sciences 109.9% Engineering 98.9% Computer & Information Sciences 65.9% Business 33.0% Healthcare 22.0% Social Sciences 11.0% Education 11.0% Agriculture & Natural Resources 00.0% Communications 00.0% Humanities 00.0% 2019 NACE JOB OUTLOOK 17 FIGURE 16 Top Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Total Respondents That Will Hire Finance 6564.4% Accounting 6261.4% Mechanical Engineering 5756.4% Computer Science 5655.4% Business Administration/Mgmt. 5554.5% Electrical Engineering 5352.5% Information Science 5251.5% Logistics/Supply Chain 4948.5% Management Information Systems 4948.5% Computer Engineering 4645.5% Top majors in demand At the bachelor’s degree level, employer demand by individual major has shifted back to a mix of both business and technical degrees. (See Figure 16.) Last year , finance and accounting were also the top two bachelor’s degree majors in demand, but there were no engineering majors among the top 10. This year, mechanical engineering, electrical engineering, and computer engineeri ng are interspersed throughout the list. In addition, computer science is fourth on the list and information science is seventh (both held the same positions last year). Demand for individual majors within each of the seven broad categories is shown in Figures 17 through 23. Results include: • Nearly 80 percent of respondents hiring graduates with business degrees are seeking finance and accounting majors. These are also the top two overall bachelor’s degree majors in demand and will be targeted by at least 60 percent of total respondents. • The top three engineering fields in demand—mechanical, electrical, and computer engineering— also made the top 10 list of overall majors in demand at the bachelor’s degree level. More than half of respondents hiring engineering graduates will hire these majors, and approximately half of total respondents have plans to recruit them. • More than 60 percent of employers that will hire computer sciences majors will hire all three reported individual majors—computer science, information sciences and syst ems, and software applications. 2019 NACE JOB OUTLOOK 18 FIGURE 17 Top Business Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Business Degrees (N=79) Finance 6582.3% Accounting 6278.5% Business Administration/Mgmt. 5569.6% Management Information Systems 4962.0% Logistics/Supply Chain 4962.0% Marketing 4354.4% Economics 4050.6% Sales 3645.6% Human Resources 3240.5% International Business 2025.3% Actuary 1519.0% Hospitality Management 810.1% • Three-quarters of respondents hiring graduates in math and sciences will specifically hire mathematics majors. Slightly more than one-third of these respondents wi ll also recruit chemistry majors, but less than 20 percent of respondents are interested in the remaining science fields—biology, environmental science, physics, construction science, and geology. • While graduates earning social sciences degrees will be recruited by 19.8 percent of total respondents, 95 percent of those that plan to recruit them will hire economics majors. Political science/government and psychology majors will also be targeted, but by just 35 percent of those respondents hiring graduates with social science degrees. • Less than 6 percent of total respondents have plans to hire humanities majors. English and liberal arts/general studies will receive the most interest. 2019 NACE JOB OUTLOOK 19 FIGURE 18 Top Engineering Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Engineering Degrees (N=82) Mechanical Engineering 5769.5% Electrical Engineering 5364.6% Computer Engineering 4656.1% Software Engineering 3947.6% Industrial Engineering 3340.2% Chemical Engineering 3137.8% Systems Engineering 2226.8% Materials Engineering 2125.6% Engineering Technology 2024.4% Civil Engineering 1923.2% Environmental Engineering 1923.2% Aerospace/Aeronautical Engineering 1113.4% Biomedical Engineering 1012.2% Petroleum Engineering 44.9% Nuclear Engineering 22.4% FIGURE 19 Top Computer and Information Science Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Computer & Information Science Degrees (N=61) Computer Science 5691.8% Information Sciences & Systems 5285.2% Software Applications 3963.9% 2019 NACE JOB OUTLOOK 20 FIGURE 20 Top Math and Science Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Math & Science Degrees (N=32) Mathematics 2475.0% Chemistry 1134.4% Biology 618.8% Environmental Science 618.8% Physics 618.8% Construction Science 515.6% Geology 39.4% FIGURE 21 Top Communications Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Communications Degrees (N=19) Communications 19100.0% Public Relations 1368.4% Advertising 1263.2% Journalism 1157.9% FIGURE 22 Top Social Sciences Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Social Sciences Degrees (N=20) Economics 1995.0% Political Science/International Relations 735.0% Psychology 735.0% Sociology 525.0% Social Work 315.0% 2019 NACE JOB OUTLOOK 21 FIGURE 23 Top Humanities Degrees in Demand (Bachelor’s Degree Level) Major # of Respondents That Will Hire % of Respondents Hiring Humanities Degrees (N=6) English 583.3% Liberal Arts/General Studies 583.3% History 350.0% Foreign Language & Literature 350.0% Philosophy 350.0% Visual & Performing Arts 350.0% Area & Gender Studies 350.0% Demand for individual majors at the master’s degree level continues to include a mix of STEM and business majors, with computer science and M.B.A.s as the major s most in demand. (See Figure 24.) This was also the case last year. Four engineering majors—computer, software, electrical, and mechanical engineering—are also included on the list, and accounting and finance majors field interest from almost 20 percent of employers hiring graduates with master’s degrees. FIGURE 24 Top Degrees in Demand (Master’s Degree Level) Major # of Respondents That Will Hire % of Total Respondents That Will Hire Computer Science 2524.8% Business Administration/Mgmt. (M.B.A.) 2423.8% Computer Engineering 2322.8% Information Sciences & Systems 2322.8% Accounting 1918.8% Finance 1918.8% Software Engineering 1918.8% Electrical Engineering 1716.8% Mechanical Engineering 1716.8% Management Information Systems 1615.8% 2019 NACE JOB OUTLOOK 22 FIGURE 25 Top Degrees in Demand (Doctorate Degree Level) Major # of Respondents That Will Hire % of Total Respondents That Will Hire Computer Science 65.9% Mathematics 65.9% Computer Engineering 44.0% Electrical Engineering 44.0% Information Science & Systems 44.0% Mechanical Engineering 44.0% Software Applications 44.0% Civil Engineering 33.0% Materials Engineering 33.0% Software Engineering 33.0% At the doctorate degree level, demand is totally focused on STEM majors. (See Figure 25.) Computer science majors top the list, with graduates in mathematics, engineering, and other computer-related fields also receiving interest. Demand by region once again confirms that finance is the top bachelor’s degree in demand, as it tops the list in three of the seven regions. (See Figures 26 through 32.) Other top majors are a combination of business, computer science, and engineering degrees . FIGURE 26 Top Five Undergraduate Majors – New England Major # of New England Respondents That Will Hire % of New England Respondents That Will Hire % of Total Respondents That Will Hire Finance 685.7% 5.9% Information Science & Systems 685.7% 5.9% Business Administration/Mgmt. 571.4% 5.0% Computer Science 571.4% 5.0% Management Information Systems 571.4% 5.0% 2019 NACE JOB OUTLOOK 23 FIGURE 27 Top Five Undergraduate Majors – Mideast Major # of Mideast Respondents That Will Hire % of Mideast Respondents That Will Hire % of Total Respondents That Will Hire Finance 964.3% 8.9% Accounting 964.3% 8.9% Business Administration/Mgmt. 857.1% 7.9% Computer Science 857.1% 7.9% Information Science & Systems 857.1% 7.9% FIGURE 28 Top Five Undergraduate Majors – Great Lakes Major # of Great Lakes Respondents That Will Hire % of Great Lakes Respondents That Will Hire % of Total Respondents That Will Hire Mechanical Engineering 1864.3%17.8% Finance 1657.1%15.8% Accounting 1553.6%14.9% Electrical Engineering 1553.6%14.9% Logistics/Supply Chain 1553.6%14.9% FIGURE 29 Top Five Undergraduate Majors – Plains Major # of Plains Respondents That Will Hire % of Plains Respondents That Will Hire % of Total Respondents That Will Hire Finance 1090.9%9.9% Accounting 981.8% 8.9% Business Administration/Mgmt. 981.8% 8.9% Logistics/Supply Chain 981.8% 8.9% Management Information Systems 872.7% 7.9% 2019 NACE JOB OUTLOOK 24 FIGURE 30 Top Five Undergraduate Majors – Southeast Major # of Southeast Respondents That Will Hire % of Southeast Respondents That Will Hire % of Total Respondents That Will Hire Computer Science 1164.7%10.9% Information Science & Systems 1164.7%10.9% Accounting 1058.8%9.9% Electrical Engineering 1058.8%9.9% Finance 952.9% 8.9% FIGURE 31 Top Five Undergraduate Majors – Southwest Major # of Southwest Respondents That Will Hire % of Southwest Respondents That Will Hire % of Total Respondents That Will Hire Computer Science 1066.7%9.9% Accounting 853.3% 7.9% Business Administration.Mgmt. 853.3% 7.9% Finance 853.3% 7.9% Mechanical Engineering 853.3% 7.9% FIGURE 32 Top Five Undergraduate Majors – Rocky Mountain/Far West Major # of Rocky Mountain/Far West Respondents That Will Hire % of Rocky Mountain/Far West Respondents That Will Hire % of Total Respondents That Will Hire Accounting 777.8% 6.9% Computer Science 777.8% 6.9% Finance 777.8% 6.9% Mechanical Engineering 666.7% 5.9% Software Engineering 666.7% 5.9% 2019 NACE JOB OUTLOOK 25 By industry, finance, insurance, and real estate employers have the most interest in finance majors, with 100 percent of respondents reporting that they will hire these majors. (See Figure 33.) Respondents also show high interest in the other top business majors in demand, including accounting and business administration/management. A large percentage of government and miscellaneous manufacturers also plan to target top bachelor’s majors. FIGURE 33 Who Is Hiring, by Industry (Bachelor’s Degree Level) Major Most Interested Industries% of Industry Respondents Finance Finance, Insurance & Real Estate 100.0% Government 80.0% Retail Trade 80.0% Accounting Government 100.0% Finance, Insurance & Real Estate 86.7% Misc. Mfg. 66.7% Mechanical Engineering Misc. Mfg. 94.4% Chemical (Pharmaceutical) Mfg. 80.0% Computer & Electronics Mfg. 66.7% Computer Science Information 100.0% Misc. Prof. Services 83.3% Retail Trade 80.0% Business Administration/Mgmt. Finance, Insurance & Real Estate 86.7% Government 80.0% Misc. Mfg. 55.6% When it comes to the majors most in demand at the bachelor’s degree level, respondents in the Plains region have the highest percentage of employers that plan to target the three business majors, while those in the Rocky Mountain/Far West region hold the most interest in the technical degrees. (See Figure 34.) 2019 NACE JOB OUTLOOK 26 FIGURE 34 Who Is Hiring, by Region (Bachelor’s Degree Level) Major Most Interested Regions % of Region’s Respondents Finance Plains 90.9% New England 85.7% Rocky Mountain/Far West 77.8% Mideast 64.3% Great Lakes 57.1% Southwest 53.3% Southeast 52.9% Accounting Plains 81.8% Rocky Mountain/Far West 77.8% Mideast 64.3% Southeast 58.8% New England 57.1% Great Lakes 53.6% Southwest 53.3% Mechanical Engineering Rocky Mountain/Far West 66.7% Great Lakes 64.3% Plains 63.6% Southwest 53.3% Southeast 52.9% Mideast 50.0% New England 28.6% Computer Science Rocky Mountain/Far West 77.8% New England 71.4% Southwest 66.7% Southeast 64.7% Plains 63.6% Mideast 57.1% Great Lakes 28.6% Business Administration/ Mgmt. Plains 81.8% New England 71.4% Mideast 57.1% Rocky Mountain/Far West 55.6% Southwest 53.3% Great Lakes 46.4% Southeast 41.2% 2019 NACE JOB OUTLOOK 27 2013 RECRUITING YEAR PERCENT OF RESPONDENTS 20142015 2016 2017 2019 2018 40% 35% 30% 25% 20% 15% 10% 5% 0% 28.1% 33.8% 34.2% 32.8% 27.5% 28.3% 23.4% International student hiring recovers Last year, the percentage of employers that had plans to hire international students dropped to its lowest level in the past five years at just 23.4 percent. This year, however, more than 28 percent of respondents indicate plans to hire international students. (See Figure 35.) Among the small group of respondents (n=14) that provided their specific hiring numbers for international students, the news is also good: These particular employers plan an overall increase in international student hiring of 23.2 percent. Two-thirds of respondents in the information industry plan to hire international students from the Class of 2019. (See Figure 36.) This is a substantial improvement over last year, when just 36.4 percent of information employers had plans to do so. Retail employers are showing more interest in these graduates this year, with 50 percent having plans to hire international students, which is up from 25 percent last year. Construction firms (40 percent this year; 20 percent last year) and miscellaneous manufacturers (21.1 percent this year; 12 percent last year) are also showing stronger interest this year. FIGURE 35 International Student Hiring Plans 2019 NACE JOB OUTLOOK 28 FIGURE 36 International Student Hiring Plans, by Industry FIGURE 37 International Student Hiring Plans, by Region Industry % of Respondents That Plan to Hire International Students Information 66.7% Retail Trade 50.0% Construction 40.0% Computer & Electronics Mfg. 33.3% Finance, Insurance, & Real Estate 33.3% Misc. Prof. Services 33.3% Misc. Mfg. 21.1% Chemical (Pharmaceutical) Mfg. 16.7% Engineering Services 16.7% Region % of Respondents That Plan to Hire International Students Plains 54.5% Mideast 33.3% Great Lakes 26.7% New England 25.0% Southeast 23.8% Rocky Mountain/Far West 23.5% Southwest 22.2% Of the seven geographic regions in this report, more than half of respondents located in the Plains region and one-third of Mideast respondents have plans to hire international students. (See Figure 37.) In comparison, last year’s regional outlook for international students was the best in the West region, with 37 percent of respondents planning to hire international students. 2019 NACE JOB OUTLOOK 29 How Employers View Candidates FIGURE 38 Screen Candidates by GPA, by Percentage of Respondents 2013 RECRUITING YEAR PERCENT OF RESPONDENTS 2014 20152016 2017 2019 2018 80% 78% 76% 74% 72% 70% 68% 66% 64% 62% 60% 78.3% 67.1%68.1%69.3% 70.1% 73.3% 67.5% The percentage of employers that will screen candidates by GPA has reached its highest level since the 2013 recruiting year. (See Figure 38.) Nearly three-quarters of respondents will screen Class of 2019 candidates by GPA; the typical GPA cutoff will be 3.0 this year. The three industries with the largest hiring increases planned for Class of 2019 graduates— chemical (pharmaceutical) manufacturers, computer and electronics manufacturers, and oil and gas extraction firms—are also three of the top industries most likely to screen candidates by GPA. (See Figure 39.) All respondents in the chemical (pharmaceutical) ma nufacturing and oil and gas extraction industries plan to screen their job candidates by GPA, and 85.7 percent of computer and electronics manufacturers will do so. Other industries reported having at least 60 percent of respondents that will perform GPA screening. 2019 NACE JOB OUTLOOK 30 FIGURE 39 Screen Candidates by GPA, by Industry Industry % of RespondentsGPA Cutoff (Reported Median) Chemical (Pharmaceutical) Mfg. 100.0%3.0 Oil & Gas Extraction 100.0%3.0 Finance, Insurance, & Real Estate 92.3%3.0 Computer & Electronics Mfg. 85.7%3.0 Engineering Services 80.0%3.0 Food & Beverage Mfg. 75.0%3.0 Misc. Mfg. 75.0%3.0 Information 66.7%3.1 Misc. Prof. Services 60.0%3.0 Resume attributes In addition to working hard to obtain a high GPA, graduates may want to focus on presenting a well-written resume, as more than 80 percent of employers will seek proof of solid written communication skills on a candidate’s resume. (See Figure 40.) Last year’s survey also had slightly more than 80 percent of respondents that were paying attention to written communication skills, but more were in search of problem-solving skills and the ability to work in a team. These two attributes fall second and third on this year’s “wish list.” Initiative is selected as a top-four attribute this year by almost three-quarters of respondents; last year, just 67.5 percent of respondents reported seeking initiative. Another change this year is in leadership skills, which were top four last year, with 72.6 percent seeking them. However, only 67.4 percent of survey respondents are looking for leadership skills this year. 2019 NACE JOB OUTLOOK 31 FIGURE 40 Attributes Employers Seek On a Candidate’s Resume Attribute % of Respondents Communication skills (written) 82.0% Problem-solving skills 80.9% Ability to work in a team 78.7% Initiative 74.2% Analytical/quantitative skills 71.9% Strong work ethic 70.8% Communication skills (verbal) 67.4% Leadership 67.4% Detail-oriented 59.6% Technical skills 59.6% Flexibility/adaptability 58.4% Computer skills 55.1% Interpersonal skills (relates well to others) 52.8% Organizational ability 43.8% Strategic planning skills 38.2% Tactfulness 25.8% Creativity 23.6% Friendly/outgoing personality 22.5% Entrepreneurial skills/risk-taker 16.9% Fluency in a foreign language 11.2% 2019 NACE JOB OUTLOOK 32 FIGURE 41 Influence of Attributes Attribute 2019 Average Influence Rating* 2018 Average Influence Rating* 2017 Average Influence Rating* Has completed an internship with your organization 4.6 4.6N/A Has internship experience in your industry 4.54.4N/A Major 4.03.84.0 Has held leadership position 184.108.40.206 Has general work experience 3.73.7N/A Has been involved in extracurricular activities (clubs, sports, student government, etc.) 3.5 3.33.6 Has no work experience 3.43.4N/A High GPA (3.0 or above) 220.127.116.11 School attended 18.104.22.168 Has done volunteer work 22.214.171.124 Is fluent in a foreign language 126.96.36.199 Other 2.12.2N/A Has studied abroad 2.02.22.0 *5-pointscale,where1=Noinfluenceatall,2=Notmuchinfluence,3=Somewhatofaninfluence,4=Verymuchinfluence,and5=Extremeinfluence. Candidate A = Candidate B. How do employers choose? Often, employers will narrow down their hiring decision to two (or more) equally qualified candidates. Knowing what makes them choose one over another is key insight in the job-search process. Internship experience appears to be the answer. (See Figure 41.) Having completed an internship with the hiring organization has the most influence in selecting one candidate over another, with both this year’s and last year’s respondents reporting that particular attribute as having extreme influence. In addition, internship experience within the industry is also extremely influential. Other attributes of influence are a student’s major and having held a leadership position, as well as general work experience and involvement in extracurricular activities. In a negative sense, no work experience is also somewhat influential in that it may even negate a GPA of 3.0 or above. 2019 NACE JOB OUTLOOK 33 FIGURE 42 Employers Rate the Essential Need of the Career Readiness Competencies Competencies Weighted Average Rating* Critical Thinking/Problem Solving 4.66 Teamwork/Collaboration 4.48 Professionalism/Work Ethic 4.41 Oral/Written Communications 4.30 Digital Technology 3.84 Leadership 3.65 Career Management 3.38 Global/Multi-cultural Fluency 2.78 *5-pointscale,where1=Notessential,2=Notveryessential,3=Somewhatessential,4=Essential,5=Absolutelyessential Career readiness Little change is seen year to year in the ratings that employers give to the eight NACE career readiness competencies in terms of essential need. Critical thinking/problem solving is once again rated as most essential by this year’s respondents. (See Figure 42.) The top four most essential competencies have also not changed in terms of order with teamwork/collaboration, professionalism/work ethic, and oral/written communications falling second through fourth on the list, as they did last year. In addition, all of the four top-rated competencies are rated above “essential.” However, competencies that are rated between “somewhat essential” and “essential” have changed order. This year, digital technology is the fifth most essential competency, according to respondents, and leadership is sixth. This is interesting since, earlier in this report, we found that leadership skills were also lower on this year’s list of attributes that employers look for on a student’s resume. The two lowest-rated competencies—career management and global/multi-cultural fluency— remain in the same order, but their average ratings fell. 2019 NACE JOB OUTLOOK 34 In terms of proficiency, employers gave students slightly higher marks in all eight competencies this year, but all ratings still fall in the range between “somewhat proficient” and “very proficient.” Employers feel that recent graduates are most proficient in teamwork/collaboration, digital technology, and critical thinking/problem solving. Through their proficiency ratings, employers kept the top six competencies in the same order as they were last year. However, students are rated more proficient in global/multi-cultural fluency than career management this year. (See Figure 43.) FIGURE 43 Employers Rate Recent Graduates on the Eight Career Readiness Competencies Competencies Weighted Average Rating* Teamwork/Collaboration 3.83 Digital Technology 3.76 Critical Thinking/Problem Solving 3.64 Oral/Written Communications 3.49 Professionalism/Work Ethic 3.47 Leadership 3.31 Global/Multi-cultural Fluency 3.13 Career Management 3.05 *5-pointscale,where1=Notatallproficient,2=Notveryproficient,3=Somewhatproficient,4=Veryproficient,5=Extremelyproficient. In examining the need vs. proficiency ratings of all eight career readiness competencies, the findings show that skill gaps remain in certain areas. (See Figure 44.) Among the four top-rated competencies in terms of need—critical thinking/problem solving, teamwork, professionalism/work ethic, and oral/written communications—the difference between the need and proficiency ratings are the greatest. They range from 27.7 percent for teamwork to 50.3 percent for professionalism. Also, just 56.8 percent of respondents consider students proficient in critical thinking/problem solving, yet 100 percent of employers rated the competency as very or extremely essential. There are, however, two competencies for which students are meeting or exceeding employers’ expectations. While 68.8 percent of respondents consider digital technology to be essential, an almost equal percentage (66.3 percent) consider students to be proficient. In addition, global/multi-cultural fluency is rated highly in terms of essential need by just 22.6 percent of respondents, but more than 31 percent of employers rated students as proficient. 2019 NACE JOB OUTLOOK 35 FIGURE 44 Need vs. Proficiency on Career Readiness Competencies, by Percent of Respondents * The percentages corresponding to “considered essential” represent, among all responding employers, the percentage who, on a five-point scale, indicated that the respective competency was either “essential” ( 4) or “absolutely essential” (5) for college graduates to enter their work force. The percentages corresponding to “rated proficient” represent, among all responding employers, the percentage who, on a five-point scale, rated recent graduates either “very” (4) or “extremely” (5) proficient in the respective competency. Considered essential Rated proficient COMPETENCY Global/ Multi-cultural Fluency Career Management Digital Technology Leadership Teamwork/ Collaboration Critical Thinking/ Problem Solving Oral/Written Communications Professionalism/ Work Ethic PERCENT OF RESPONDENTS 120% 100% 80% 60% 40% 20% 0% 22.6% 41.3%68.8% 55.9%97.8% 100% 90.3% 94.5% 31.8% 26.1% 66.3% 32.2% 70.1% 56.8% 44.8% 44.2% 2019 NACE JOB OUTLOOK 36 Compensation & Signing Bonuses FIGURE 45 Employers With Plans to Increase Starting Salaries to Bachelor’s Degree Graduates GRADUATING CLASS PERCENT OF RESPONDENTS 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% 2014 59.1% 2015 65.5% 2016 60.8% 2017 51.6% 2018 65.6% 2019 61.4% Starting salaries Even though the percentage of respondents that plan to increase bachelor’s degree starting salaries has dipped somewhat compared to last year, more than 60 percent still have plans to do so for the Class of 2019. (See Figure 45.) Among respondents to this survey, the average salary increase for bachelor’s degree graduates is expected to be 3.4 percent, with a median increase of 3 percent. Slightly more than one-third of respondents have bachelor’s degree increases planned that exceed 3 percent. Information employers are most likely to raise bachelor’s degree starting salaries, with 80 percent of respondents planning increases. (See Figure 46.) At least half of responding finance, insurance, and real estate employers and miscellaneous manufacturers plan to increase salaries for new college hires with bachelor’s degree. 2019 NACE JOB OUTLOOK 37 FIGURE 46 Employers With Plans to Increase Starting Salaries, by Industry Industry # of Respondents With Plans to Increase Bachelor’s Salaries # of Respondents by Industry % of Respondents by Industry Information 4580.0% Finance, Insurance & Real Estate 5 955.6% Misc. Mfg. 61250.0% Computer & Electronics Mfg. 2 540.0% Government 1520.0% FIGURE 47 Employers With Plans to Increase Starting Salaries, by Region Region # of Respondents With Plans to Increase Bachelor’s Salaries # of Respondents by Region % of Respondents by Region Great Lakes 131872.2% Southeast 91464.3% Plains 3560.0% Southwest 71353.8% Mideast 51050.0% Rocky Mountain/Far West 3650.0% By region, employers in the Great Lakes are most likely to increase bachelor’s degree salaries. Nationwide, at least half of respondents by region have plans to do so. (See Figure 47.) Signing bonuses The group of employers with plans to offer signing bonuses has climbed to almost 60 percent— the highest percentage since the 2012-13 recruiting year. (See Figure 48.) Additionally, last year, almost 57 percent of respondents intended to offer signing bonuses, and nearly 60 percent actually provided them, showing that the upward trend continues. Although more bonuses will be offered in 2018-19, they will only go to selected graduates. Nearly 60 percent of respondents report that they will only offer signing bonuses to selected majors, consisting primarily of engineering, computer science, and certain business majors. 2019 NACE JOB OUTLOOK 38 FIGURE 48 Employers Offering Signing Bonuses Planned Acutal RECRUITING YEAR 2012-132013-14 2014-152015-162016-17 2017-18 2018-19 PERCENT OF RESPONDENTS 70% 60% 50% 40% 30% 20% 10% 0% 48.4% 47.1%51.0% 51.8%55.2% 56.8% 59.6% 48.0% 48.8%52.9%54.2% 57.3% 59.6% By industry, all responding chemical (pharmaceutical) manufacturers pl an to offer signing bonuses. Employers in the miscellaneous manufacturing, information, comp uter and electronics manufacturing, and engineering services industries also have at least 60 percent of respondents planning to offer signing bonuses. (See Figure 49.) Employers in the Plains region are also the most likely to offer signing bonuses, while only the Southeast region has less than half of its respondents offering sign ing bonuses to 2018-19 graduates. (See Figure 50.) 2019 NACE JOB OUTLOOK 39 FIGURE 49 Percent of Employers Offering Signing Bonuses to 2018-19 Graduates, by Industry Industry % offering Signing Bonuses # of Respondents Chemical (Pharmaceutical) Mfg. 100.0%5 Misc. Mfg. 72.2%18 Information 66.7%6 Computer & Electronics Mfg. 62.5%8 Engineering Services 60.0%5 Finance, Insurance & Real Estate 53.3%15 Misc. Prof. Services 50.0%6 FIGURE 50 Percent of Employers Offering Signing Bonuses to 2018-19 Graduates, by Region Region % offering Signing Bonuses # of Respondents Plains 80.0%10 Great Lakes 66.7%27 Mideast 61.5%13 New England 57.1%7 Rocky Mountain/Far West 55.6%9 Southwest 53.3%15 Southeast 44.4%18 Despite more employers offering signing bonuses this year, data on bonus amounts are extremely limited, as just five major categories are reported at the bachelor’s level this year. (See Figure 51.) While increases are seen in four of the five categories, the data should be used with caution, as limited numbers are greatly affected by any outlie rs. At the master’s level, even fewer data are reported, but bonus amounts are provided for M.B.A. and computer science degrees. (See Figure 52.) 2019 NACE JOB OUTLOOK 40 FIGURE 51 Average Signing Bonus, by Major (Bachelor’s Degrees)* Major 2018-19 Average Bonus (Projected) # of Respondents 2018-19 2017-18 Average Bonus (Projected) # of Respondents 2017-18 Accounting $5,4005$2,375 5 All majors $3,6254$4,900 5 Business $4,0004$3,357 7 Computer Science $7,5005$6,000 9 Engineering (not specified) $5,600 10$4,083 6 *Where4ormoredatapointswereprovided. *Where4ormoredatapointswereprovided. FIGURE 52 Average Signing Bonus, by Major (Master’s Degrees)* Major 2018-19 Average Bonus (Projected) # of Respondents 2018-19 2017-18 Average Bonus (Projected) # of Respondents 2017-18 M.B.A. $22,5005$15,500 5 Computer Science $10,167 4$10,375 5 2019 NACE JOB OUTLOOK 41 Appendix FIGURE 53 Respondents by Size of Department/Business Unit Less than 500 500 – 1,000 1,001 – 2,500 2,501 – 5,000 5,001 – 10,000 More than 10,000 29.8% 19.0% 19.8%9.1% 10.7% 11.6% 2019 NACE JOB OUTLOOK 42 FIGURE 54 Respondents by Industry Industry # of respondents% of respondents Oil & Gas Extraction 84.7% Utilities 42.3% Construction 74.1% Food & Beverage Mfg. 42.3% Chemical (Pharmaceutical) Mfg. 105.8% Computer & Electronics Mfg. 179.9% Motor Vehicle Mfg. 63.5% Misc. Mfg. 2212.8% Wholesale Trade 52.9% Retail Trade 84.7% Transportation 31.7% Information 95.2% Finance, Insurance & Real Estate 3118.0% Accounting Services 31.7% Engineering Services 84.7% Management Consulting 31.7% Misc. Prof. Services 105.8% Social Services 31.7% Recreation & Hospitality 21.2% Misc. Support Services 21.2% Government 74.1% 2019 NACE JOB OUTLOOK 43 FIGURE 55 States Included in Each Region Region States New England CT, ME, MA, NH, RI, VT Mideast DE, DC, MD, NJ, NY, PA Great Lakes IL, IN, MI, OH, WI Plains IA, KS, MN, MO, NE, ND, SD Southeast AL, AR, FL, GA, KY, LA, MS, NC, SC, TN, VA, WV Southwest AZ, NM, OK, TX Rocky Mountain/Far West CO, ID, MT, UT, WY, AK, CA, HI, NV, OR, WA 2019 NACE JOB OUTLOOK 44 Participating Organizations Below is a list of the organizations that responded to the Job Outlook 2019 survey. (Pleasenote:Although172organizationsresponded,thelistbelowincludes87,as85 organizationspreferrednottobelisted.) Activision Blizzard Amtrak Andersen Corporation ArcelorMittal USA Arizona Public Service Austin Commercial Avery Dennison Corporation BOK Financial Corporation California State Auditor Capital Group CGI Federal Charter Manufacturing Company, Inc. City and County of Denver Talent Acquisition ConocoPhillips Company Continental AG Daikin Industries/Goodman Manufacturing Dick’s Sporting Goods Dot Foods E. & J. Gallo Winery Echo Global Logistics ellucian Enterprise EOG Resources, Inc. Equinix GE Appliances, a Haier company General Dynamics Electric Boat Genworth Financial Georgia Tech Research Institute GlaxoSmithKline Great Lakes Dredge & Dock Company Hallmark Cards Harley-Davidson Inc. Highmark Health HNTB Companies Hubbell Incorporated INEOS Info Tech Ingredion Intuit Inc. ITW John Hancock Financial Kimberly-Clark Corporation Kohl’s Department Stores Liberty Mutual Insurance Company Linde Engineering North America Inc. Link-Belt Construction Equipment Co. M&T Bank Corporation Macy’s, Inc. 2019 NACE JOB OUTLOOK 45 MAVERICK Technologies McAfee, Inc. MGM Resorts International National Instruments NetApp Nokia Occidental Petroleum Corp. Olin Corporation Owens Corning Parsons Corporation Philips Lighting Phillips 66 PPL Corporation Principal Financial Group Protiviti Inc. Raytheon Company Regions Financial Corporation Selden Fox LTD Shaw Industries, Inc. Simpson Gumpertz & Heger Inc. Sonoco Products Company Southern Company Speedway LLC Stryker Corporation T-Mobile USA, Inc. Textron Inc. The Aerospace Corporation The Clorox Co. The Kleingers Group The MITRE Corporation The Travelers Companies, Inc. The Walsh Group Thermo Fisher Scientific Inc. TimkenSteel Corporation Turner Construction Company U.S. Cellular Corporation United Launch Alliance Verso Corp. W. L. Gore & Associates, Inc. National Association of Colleges and Employers 62 Highland Avenue, Bethlehem, PA 18017 | www.naceweb.org | 610.868.1421
To begin, identify your target job title: _________________________________________________________ STEP 1: Go to bls.gov. In the search bar, type in your desired job title or industry and start looki
Job Outlook 2019 SPRING UPDATE APRIL 2019 National Association of Colleges and Employers 62 Highland Avenue, Bethlehem, PA 18017 | www.naceweb.org | 610.868.1421 NACE JOB OUTLOOK 2019 SPRING UPDATE 2 Table of Contents ABOUT THE SURVEY ……………………………………………………………… ………………………………….. 3 COLLEGE HIRING UP 10.7 PERCENT …………………………………………………………….. ……………. 4 Figure 1: Job Outlook hiring projections, 2011 – 2019 Figure 2: Hiring plans Figure 3: Total change in hiring, by industry FALL RECRUITING FOR THE CLASS OF 2020 ……………………………………………………………… .. 7 Figure 4: Hiring expectations for fall 2019 APPENDIX …………………………………………………………….. …………………………………………………. 8 Figure 5: Respondents by type of organization Figure 6: Respondents by size of company Figure 7: Respondents by industry Survey Respondents NACE JOB OUTLOOK 2019 SPRING UPDATE 3 About the Survey The Job Outlook 2019 Spring Update survey was conducted from February 27 – March 29, 2019. It was sent to 921 NACE employer members; 155, or 16.8 percent responded. The survey updates hiring projections for the Class of 2019; those projections were collected from NACE employer members from August 1 – October 8, 2018, and were reported in the Job Outlook 2019 survey, published in November 2018. By region, 4.5 percent of respondents are from the New England region, 18.2 percent are from the Mideast region, 26.6 percent are from the Great Lakes region, 9.1 percent are from the Plains region, 16.9 percent are from the Southeast region, 14.9 percent are from the Southwest region, and 9.7 percent are from the Rocky Mountains/ Far West region. For additional information about the respondents, see the Appendix. Data are calculated based on the number of respondents to each specific question. Totals may not equal 100 percent due to rounding. Research Team Edwin W. Koc Director of Research, Public Policy, and Legislative Affairs Joshua Kahn Assistant Director of Research and Public Policy Andrea J. Koncz Research Manager Angelena Salvadge Research Associate Anna Longenberger Research Assistant ©2019 National Association of Colleges and Employers. All rights rese rved. NACE JOB OUTLOOK 2019 SPRING UPDATE 4 Job Outlook 2019 Spring Update College Hiring Up 10.7 Percent Although the final hiring projection for the Class of 2019 is slightly lower than originally anticipated, the result—an increase in college hiring of nearly 11 pe rcent over last year—is still very encouraging. Earlier in the recruiting season, employers reported they would hire 16.6 percent more new college graduates for U.S. positions from the Class of 2019 than they did from the Class of 2018. In this most recent update on college hiring projections, employers now plan to hire 10.7 percent more Class of 2019 graduates than they did from the Class of 2018 for positions in the United States. (See Figure 1.) FIGURE 1 Job Outlook Hiring Projections, 2011 – 2019* *Please note: The projections for the Classes of 2014 – 2019 are for U.S. locations only. Prior years’ projections are shown for informational purposes only and should not be compared to projections for 2014 – 2019. 2012 2011 20132014 2015 2016 201720182019 25% 20% 15% 10% 5% 0% -5% 4.0% -1.3% 16.6% 10.7% 5.0% 5.8% 5.2% 11.0% 9.6% 8.3% 13.0% 2.1% 10.2% 19.3% 8.6% 7.8% 9.5% 13.5% Fall Spring Update NACE JOB OUTLOOK 2019 SPRING UPDATE 5 While the current hiring projection is nearly 6 percent lower than the original, both fall and spring increases are in the double-digits, making this the first time since 2011 that this has occurred. Another sign of the positive results this year: Just one year ago, respo ndents to the Job Outlook 2018 Spring Update were planning an overall decrease in college hiring of 1.3 percent. An examination of the overall hiring plans by respondents reveals that more than half will maintain their numbers of college hires, and slightly more than 40 percent will increase their numbers. The remaining 7.2 percent of respondents will decrease their hiring numbers. This is up slightly from the fall when 4 percent indicated plans to decrease hiring numbers. When taking a longer view, the current percentage is almost 30 percent less than three years ago when 37.1 percent of respondents to the Job Outlook 2016 Spring Update survey planned to decrease their number of college hires. (See Figure 2.) FIGURE 2 Hiring Plans Job Outlook Percent Increasing Hires Percent Maintaining Hires Percent Decreasing Hires Total Number of Respondents Spring Update 2019 40.1%52.6% 7.2% 152 Job Outlook 2019 (Fall 2018) 38.6%57.4% 4.0% 172 Spring Update 2018 42.6%50.7% 6.8% 148 Job Outlook 2018 (Fall 2017) 43.7%46.7% 9.6% 135 Spring Update 2017 37.3%54.0% 8.7% 150 Job Outlook 2017 (Fall 2016) 36.3%52.1%11.6% 146 Spring Update 2016 40.9%22.0%37.1% 132 Added evidence of the strong college job market is that, of the 13 industries that provided their individual hiring numbers, just one is reporting a decrease. (See Figure 3.) Employers in the wholesale trade industry are showing that their hires will be reduced by 7.6 percent for the Class of 2019, although, with just nine total respondents in this group, the data are limited. NACE JOB OUTLOOK 2019 SPRING UPDATE 6 In comparison to the Job Outlook 2018 Spring Update survey, when nearly half of the 15 reporting industries were showing overall decreases in hiring, the industry analysis in this year’s report is much improved. More specifically, the two industries driving last year’s overall decrease (retail trade and insurance) appear to have recovered. Retail trade employers are now indicating a 9 percent increase compared to their plan for a drop in hiring of 33 percent last year. Insurance firms that fall into the overall employment sector of finance, insurance, and real estate reveal a hiring increase of 25.1 percent this year compared to last year’s stated decrease of 42 percent. However, there are two respondents in the sector—not insurance companies—that are reducing their hiring numbers this year. This is keeping hiring within the industry flat; without these respondents, hiring within the sector would increase by almost 9 percent. FIGURE 3 Total Change In Hiring, By Industry Industry # of 2018 Actual Hires # of 2019 Projected Hires Percent Change # of Respondents Misc. Professional Services 76199330.5% 7 Motor Vehicle Mfg. 74492223.9% 5 Accounting Services 3,7764,59921.8% 5 Management Consulting 1,1161,26513.4% 5 Engineering Services 54661312.3% 11 Computer & Electronics Mfg. 4,0844,55511.5% 14 Retail Trade 5115579.0% 5 Chemical (Pharmaceutical) Mfg. 7908497.5% 7 Information 2,1302,2716.6% 8 Construction 1,2331,2763.5% 8 Misc. Mfg. 4014102.2% 16 Finance, Insurance & Real Estate 3,7903,8080.5% 18 Wholesale Trade 327302-7.6% 9 NACE JOB OUTLOOK 2019 SPRING UPDATE 7 It appears that employers are preparing for a robust recruiting season this fall. Nearly all respondents indicate that they will be on campus in the fall to hire for either internships, co-ops, and/or full-time, entry-level positions. (See Figure 4.) More than eight in 10 will hire for both full-time and intern/co-op positions, and less than 1 percent of total respondents will only be on campus to maintain a presence, since they are not hiring in fall 2019. There were no respondents that indicated they will not be on campus because th ey are not hiring at all in 2018-19. FIGURE 4 Hiring Expectations for Fall 2019 Number of 2019 Respondents Percent of 2019 Respondents Full-time only 106.5% Intern/co-op only 1610.4% Both full-time and intern/co-op 12782.5% Maintain presence—not hiring in fall 2019 10.6% Not on-campus—not hiring in 2018-19 00.0% Later this summer, the first look at hiring projections for the Class of 2020 will be obtained through the NACE Job Outlook 2020 survey. Fall Recruiting for the Class of 2020 NACE JOB OUTLOOK 2019 SPRING UPDATE 8 Appendix FIGURE 5 Respondents by Type of Organization Organization Type Percent of Respondents For Profit, Publicly Held 52.3% For Profit, Private 41.3% Nonprofit 3.2% Government Agency 3.2% FIGURE 6 Respondents by Size of Company 1 – 50 employees 51 – 100 employees 101 – 250 employees 251 – 500 employees 501 – 1,000 employees 1,001 – 5,000 employees 5,001 – 10,000 employees More than 10,000 employees 0.6% 22.6% 3.2% 2.6% 3.2% 1.3% 46.5% 20.0% NACE JOB OUTLOOK 2019 SPRING UPDATE 9 FIGURE 7 Respondents by Industry Industry Number of Respondents Percent of Respondents Oil & Gas Extraction 42.6% Utilities 31.9% Construction 85.2% Food & Beverage Manufacturing 53.2% Chemical (Pharmaceutical) Manufacturing 85.2% Computer & Electronics Manufacturing 159.7% Motor Vehicle Manufacturing 63.9% Misc. Manufacturing 1711.0% Wholesale Trade 95.8% Retail Trade 74.5% Transportation 21.3% Information 106.5% Finance, Insurance, & Real Estate 1912.3% Accounting Services 53.2% Engineering Services 117.1% Management Consulting 63.9% Misc. Prof. Services 95.8% Social Services 21.3% Recreation & Hospitality 10.6% Misc. Support Services 31.9% Government 42.6% Total 154100.0% NACE JOB OUTLOOK 2019 SPRING UPDATE 10 Survey Respondents The following organizations took part in NACE’s Job Outlook 2019 Spring Update survey. (Note: Although 155 organizations responded, the list below includes 11 3, as 42 organizations preferred not to be listed.) 84.51˚ Activision Blizzard Aerojet Rocketdyne Alion Science & Technology Allscripts Anheuser-Busch Companies, Inc. Arizona Public Service Asurion Corporation Avery Dennison Corporation Barry-Wehmiller Design Group BASF Corporation Bechtel Global Corporation Bechtel Plant Machinery Inc. Becton Dickinson & Company Belk Bemis Company, Inc. Burlington Stores C&S Companies California State Auditor Catalent Pharma Solutions Charter Manufacturing Company, Inc. Chartwells Higher Ed Cheniere Energy Chevron Corporation ClarkDietrich ConocoPhillips Company Continental AG COUNTRY Financial CSL Behring Danaher Corporation Ecolab Inc. Edward Jones Edwards Lifesciences Elliott Davis ellucian Emerson Climate Technologies EOG Resources, Inc. ERM EthosEnergy Fluor FM Global Fujitsu Network Communications Inc. GE Appliances, a Haier company Great Lakes Dredge & Dock Company GROWMARK, Inc. Hanley, Flight & Zimmerman Harris Corporation Honeywell International Inc. Hormel Foods Corporation Hubbell Incorporated Ingredion Intuit Inc. ITW JE Dunn Construction Kiewit Corporation Kimberly-Clark Corporation NACE JOB OUTLOOK 2019 SPRING UPDATE 11 Korn Ferry KPMG LLP Land O’Lakes Inc. M&T Bank Corporation Macy’s, Inc. Marriott Vacations Worldwide McAfee, Inc. Meijer, Inc. Moog Inc. Moss Adams LLP National Instruments NAVSEA-Naval Surface Warfare Center, Crane NetApp Nokia Office of Legislative Audits ONEOK, Inc. Pariveda Solutions Inc. Parsons Corporation Phillips-Medisize Corporation Polaris Industries, Inc. PPL Corporation Principal Financial Group Protiviti Inc. Raytheon Company Regal Beloit Corporation Seagate Technology Selden Fox LTD Shaw Industries, Inc. Speedway LLC Sun Life Financial Swagelok Symantec Corporation T-Mobile USA, Inc. TE Connectivity Terracon Texas Tissue Converting LLC Textron Inc. The Aerospace Corporation The Bozzuto Group The Johns Hopkins University – Applied Physics Laboratory The Kleingers Group The MITRE Corporation The Schwan Food Company The Travelers Companies, Inc. The Vanguard Group The Walsh Group Topco Associates Tucson Unified School District Turner Construction Company U.S. Cellular Corporation U.S. Comptroller of the Currency UnitedHealth Group Valero Energy Corporation Viasat, Inc. White Lodging Zurich North America National Association of Colleges and Employers 62 Highland Avenue, Bethlehem, PA 18017 | www.naceweb.org | 610.868.1421