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SHRM Poll: The Hiring of 2011 Graduates. July 11, 2011. Key Findings.
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SHRM Poll: The Hiring of 2011 Graduates July 11, 2011
Key Findings • Between February and April 2011, what percentage of organizations hired full-time, part-time and/or contract/temporary staff? 84% of organizations hired employees during this time period in 2011, slightly fewer than the 87% of organizations that hired during the same period in 2010. Larger organizations (100 to 24,999 employees) were more likely to have hired full-time, part-time and/or contract/temporary staff in the last three months compared with smaller organizations (1 to 99 employees). • Has the hiring of undergraduates and postgraduates changed in 2011 compared with 2010? The hiring of undergraduates has increased since 2010, rising from 30% to 41% in 2011. Postgraduate hiring also experienced an increase, with more than a quarter (26%) of organizations hiring postgraduates in 2011 compared with 20% in 2010. Larger organizations (500 to 24,999 employees) were more likely than smaller organizations (1 to 499 employees) to hire undergraduates and postgraduates in 2011. • What types of positions were 2011 undergraduates and graduates hired to fill? More than three quarters (76%) of the positions filled by 2011 undergraduates and graduates were primarily full-time positions in 2011 (compared with 74% in 2010). Six percent of HR professionals indicated that 2011 graduates were hired mostly for part-time or another 6% reported hiring them for contract/temporary positions.
Key Findings (continued) • What advantages do 2011 undergraduates and postgraduates have over other types of job seekers? Few HR professionals (16%) believe current undergraduates and postgraduates have an advantage over other job seekers, and 42% think that recent graduates are actually in a less advantageous position. Of those who do believe recent grads have an advantage, more than a third (34%) think it is because they are viewed as highly tech-savvy. This was also the number one advantage for new grads in 2010 (42% of respondents). Another advantage is that 2011 graduates commonly seek entry-level positions, which are precisely the kinds of positions organizations are currently hiring (30%). • What obstacles do 2011 job undergraduates and postgraduates face? More than two-thirds of organizations (69%) believe that the 2011 undergraduates and postgraduates will have difficulty finding employment due to the economic climate. Another disadvantage, as reported by 37% of respondents, is that new graduates are more likely to be underqualified for the jobs they are applying for.
Has your organization hired full-time, part-time and/or temporary/contract staff in the last three months? (n = 348) (n = 483) Note: Respondents answered this question based on the “last three months,” which refers to the time period between February 2010/2011 and April 2010/2011. Respondents who answered “not sure” where excluded from this analysis.
Has your organization hired full-time, part-time and/or temporary/contract staff in the last three months? Comparisons by organization staff size: Larger organizations (100-24,999 employees) were more likely to have hired staff in the last three months compared with small organizations (1-99 employees).
In the last three months, has your organization hired one or more 2011 university/college undergraduate(s) to start working before or after graduation? 2010 (n = 250) (n = 359) Note: The “Yes” option was spit into “Yes, hired to start work before graduation,” and “Yes, hired to start work after graduation.” This analysis is a combination of the “Yes” responses. The analysis excludes respondents who answered, “Will hire in the next three months.” Respondents answered this question based on the “last three months,” which refers to the time period between February 2010/2011 and April 2010/2011 .
Organizations that hired or will hire 2011 university/college undergraduates Comparisons by organization staff size: Larger organizations (500-24,999 employees) were more likely to have hired 2011 undergraduates within the last three months than were smaller organizations (1-499 employees). Larger organizations (500-24,999 employees) were more likely to hire 2011 undergraduates within the next three months than were smaller organizations (1-499 employees). Comparisons by organization sector: Publicly owned for-profit organizations were more likely to hire 2011 undergraduates within the next 3 months than were privately owned for-profit organizations.
In the last three months, has your organization hired one or more 2011 university/college postgraduate(s) to start working before or after graduation? 2010 (n = 219) (n = 335 ) Note: The “Yes” option was spit into “Yes, hired to start work before graduation,” and “Yes, hired to start work after graduation.” This analysis is a combination of the “yes” responses. The analysis excludes respondents who said that they will hire in the next three months. Respondents answered this question based on the “last three months,” which refers to the time period between February 2010/2011 and April 2010/2011.
Organizations that hired or will hire 2011 university/college postgraduates Comparisons by organization staff size: Larger organizations (500-24,999 employees) were more likely to hire 2011 postgraduates to start working before graduation compared with smaller organizations (1-499 employees). Comparisons by organization sector: Government agencies were more likely to hire 2011 postgraduates within the next 3 months than were privately owned for-profit organizations.
Are positions that 2011 university/college undergraduates and postgraduates were hired for mostly full-time, part-time or temporary positions? n = 95 Note: “Mostly” in this question referred to 75% or more. Only respondents that have hired one or more university/college graduates within the past three months were included in this analysis.
Compared with university/college graduates from previous years, are the 2011 undergraduates and graduates that your organization has hired (or made offers to) satisfied with their salary offers? n = 91 Note: Only respondents that have hired one or more university/college graduates within the past three months were included in this analysis. 2011 data do not equal 100% due to rounding.
To what extent will your company target new 2011 university/college graduates as the economy turns around and hiring resumes? Large extent Some extent Small extent Will not hire n = 22 n = 32 Note: Only respondents that have not hired one or more university/college graduates within the past three months were included in this analysis. 2011 data do not equal 100% due to rounding.
Given the current economic climate, are 2011 university/college graduates in a more or less advantageous position compared with other types of job seekers?
Why are 2011 graduates at an advantage compared with other job seekers? Note: Totals do not equal 100% due to multiple response options. Analysis only includes respondents who indicated that university/college job seekers are at an advantage.
Why are 2011 graduates at a disadvantage compared with other job seekers? Note: Totals do not equal 100% due to multiple responses. Analysis only includes respondents who indicated that university/college job seekers are at a disadvantage.
Demographics: Other • Is your organization a single-unit company or a multi-unit company? • Does your organization have U.S.-based operations (business units) only or does it operate multinationally? n = 315 n = 315 • Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? • HR department/function for which you responded throughout this survey n = 190 n = 191
SHRM Poll: Staff Levels and the Use of Contingent and Part-time Workers Methodology • Response rate = 12% • Sample composed of 348 randomly selected HR professionals from SHRM’s membership • Margin of error +/- 5% • Survey fielded April 28-May 16, 2011 For more poll findings, visit www.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Research
