Student recruiting trends in the USA

Recruiting Trends

Resources: Guide

USA Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for USA student recruiting trend in 2019 with employment data from Oleeo & Universum.

Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 3.8 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles in the US and levels of success
  • What candidates declare as their source for choosing to apply
  • If Ivy League universities have prominence among candidates hired by employers

Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration:

We reviewed anonymous application data from 3.8 million candidates applying to graduate programs in business across finance, government, professional services, advertising, engineering and retail. Here are three noteworthy findings and analysis:

The average number of applications for graduate programmes in the US is on the rise. Financial and professional services firms can expect an average of 250,000 while the other sectors had averages of 50,000. This is being driven by US students now considering an average of 29 employers to work for when applying to graduate schemes according to Universum data.

Another 50% of all applications are screened out before any further assessments or interviews – employers are setting tougher pre-screening criteria to make selection more agile.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. 

Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the report or talk to us today about how we can assist.

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