AfterCollege 2017-2018 Student Insight Survey

www.aftercollege.com

© AfterCollege, Inc. All rights reserved.

Contents

Survey Overview……………………………………………………. 3

Research Findings………………………………………………… 4

Good outlook for 2018 grads……………………………………………… 4

The job search process……………………………………………………… 11

Parents and teachers – a strong influence………………………. 18

What matters to job seekers…….………………………………………… 23

Participant Profiles…………………………………………….... 28

Recommendations For Employers………………….... 31

About AfterCollege……………………………………………..... 32

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Survey Overview About This Survey   AfterCollege conducts an annual survey to gauge how job seekers in the entry-level category, including students, recent graduates, and alumni, are undertaking the job search process. This survey, now in its 9th year, is designed to:   •  Track and analyze current job-search trends •  Get an accurate depiction of how entry-level job seekers

look for employment •  Chart the most useful and popular job-search channels

and compare them to those in previous years •  Measure the utility of social media and other new tools in the job-search process •  Gather feedback from job seekers to help employers attract top entry-level talent

  We are confident that this report will give you insights to help you improve your recruiting initiatives.   -The AfterCollege Team

Methodology   The 2017-2018 AfterCollege Career Insight Survey was conducted online between April 5 and July 30, 2017. We had 2,049 complete and unique respondents out of approximately 44,000 invited students. Invitations to take the survey were distributed via our social media channels, Facebook advertising, AfterCollege and via faculty and administrative contacts.

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32%

20% 21%

27%

Undergrad Students

College Seniors

Grad Students

Recent Grads

Mixed outlook for 2017-2018 grads •  Only 31% of college seniors and 27% of graduate students had a job lined up for after

graduation, despite a good economy and low unemployment. •  This may be intentional though, as graduates are taking their time to find the right job and

are not jumping in to jobs they don’t like. •  Most active job seekers (61%) reported having 1 or more job interviews in the past 6 months

and 47% of these reported having at least one job offer. •  Having internships didn’t necessarily lead to a job for this cohort of survey respondents.

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Job At Graduation Most college seniors did not have jobs lined up, with grad students and recent grads doing better than last year.

56%

44% College Seniors Grad Students Recent Grads

! Have a job lined up after graduation ! Have a job lined up after graduation ! Had a job lined up after graduation

5

69%

31%

73%

27%

Difficulty of Search Finding a job remains a difficult task for entry-level job seekers today, even in a good economy.

Most Difficult Part? – Choose multiple (Active job seekers)

Perceived Difficulty of Job/Internship Search

(Active job seekers)

6

7.7%

2.0%

14.8%

16.0%

19.3%

49.2%

Other

Salary Negotiation

Resume/Cover Letter Prep

Deciding where to Apply

Interview

Finding entry-level jobs 21%

31%

40%

8%

Very Difficult Difficult

Moderate Easy

Internships No correlation between internships and future employability when students start looking right before graduation.

College seniors looking for work who had 1+ internships

College seniors looking for work who had NO internships

Job lined up Upon graduation? (had internships)

Job lined up Upon graduation? (no internships)

7

10%

90%

Yes

No

16%

84%

Yes

No

Internships Most seniors had internships and the majority of these were paid.

Number of Internships

55% had at least one internship

Any Paid Internships? (Had 1+ internship)

8

2%

2%

6%

14%

31%

45%

5+

4

3

2

1

None

37%

63%

No

Yes

Job Interviews Over 61% of job seekers had interviews in the past 6 months – less than half of those who interviewed got offers.

Number of Interviews in Past 6 Months (Active job seekers)

Job Offers Received (Active job seekers w/1+ interview)

9

40%

19% 17%

9% 6%

9%

None 1 2 3 4 5+ 1%

1%

4%

13%

28%

53%

5+

4

3

2

1

None

Most Likely To Succeed A high GPA doesn’t necessarily increase chances of landing a job. Men were slightly more likely to be employed than women. Employers appear to be race-neutral in their hiring.

Have A Job Lined Up After Graduation (College Seniors and Graduate Students)

By Gender By GPA By Race

10 2%

11%

1%

11%

2%

54%

22%

6.76%

10.63%

2.42%

9.66%

1.93%

57.49%

18.84%

Other

Hispanic/Latino

Middle Eastern

African American/Black

Alaskan Native/American Indian

White/Caucasian

Asian/Other Pacific Islander

Had Job % of Respondents

Respondents with high GPAs made up a large part of survey, yet did not make up a higher proportion of those landing jobs, as one would expect.

2%

32%

66%

3%

38%

59%

Skipped

Male

Female

Had Job % of Respondents

1%

0%

1%

10%

33%

53%

2%

2%

0%

1%

7%

32%

55%

3%

Don't know

Below 2.0

2.0 - 2.5

2.6 - 3.0

3.1 - 3.5

3.6 - 4.0

Above 4.0

% of those who had job % of Respondents

Fifty-two percent of students find the job and internship search process to be very difficult or difficult. Forty percent find it to be moderate, a deterioration over last year when few job seekers were having challenges. They see company information sessions and career fairs as good for gathering information but not as good for getting an interview. Email and job postings are their preferred way to hear about opportunities from employers.

The job search process

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Time Frame Job search activity is more concentrated in the Summer before school starts and early Spring. Some start their search in the early Fall.

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30% 28%

23% 24%

30%

20%

17%

7%

Summer (before school

starts)

Early Fall Semester

Late Fall Semester

Winter/Holiday Break

Early Spring Semester

Late Spring Semester

Summer (after school ends)

Other (please specify)

Job Discovery Job seekers prefer to hear about opportunities via email and traditional postings on employer websites and job boards.

Preferred Communication Methods with Employers (select up to 3)

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74%

50% 46%

27% 27%

9% 2%

Career Services Students want schools to offer services that enable them to feel knowledgeable about and connected to the working world upon graduation.

Students Want School to Offer

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56% 54% 53%

32% 31% 30% 29% 28% 24%

A focus on getting a job along with

academics

Professors forwarding jobs

Networking opportunities

Teachers with business

background not just academic

Career fairs Alumni support Industry-related speaker

presentations in classes

Company info sessions

Entrepreneurship courses

How To Facilitate Job seekers want quicker communication from employers. They also want simple job descriptions and interview process.

15

67%

35% 34% 33%

12%

Respond to applicants more

quickly

Make job descriptions less

confusing

Simplify the interview process

Eliminate cover letters

Other

Ways Companies Can Make Application Process Easier

Interviews Job seekers prefer face to face vs. virtual interviews.

How would you prefer to interview?

16

5.3%

14.4%

80.3%

Over a video call

Over the phone

In-person on the job site

Get Ready to Work Students have a good perception of how college prepares them for the working world.

How much do you agree or disagree that colleges prepare students for the working world?

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0% 10% 20% 30% 40% 50% 60%

Strongly Agree

Agree Somewhat

Disagree Somewhat

Strongly Disagree

Not Sure Yet

When considering their job and career-related decisions, respondents are most likely to be influenced by family and teachers. Online job sites and employers’ web sites are considered the most effective by students for finding work.

Parents and teachers – a strong influence

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Key Influencers Parents and teachers have the most influence on job seekers’ career decisions.

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Influence on Job and Career Decisions

0

0.5

1

1.5

2

2.5

3

3.5

Weighted Average

Best Resources Job sites and employer websites are among the best way to find opportunities, followed by networking, talking to professors and friends. Career fairs and social media also ranked prominently

20

57%

49%

37% 36% 35% 34% 34% 33% 29% 27%

23%

4%

Most Effective Resources for Job Search

Social Media Job search activity on social media is limited to a few top sites including LinkedIn, school-specific networks, Facebook and YouTube.

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0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Reddit

Pinterest

Snapchat

Twitter

Google plus+

Instagram

YouTube

Facebook

School network

LinkedIn

Within Past Month Within Past Year Over a Year Never

Social Media Sites Used For Job Search

Face Time Fewer job seekers have attended company information sessions than career fairs; both resources are good for gathering info and asking questions. Career fairs can be improved by scheduling them around class time.

Career Fairs Information Sessions

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6%

7%

8%

14%

28%

39%

39%

40%

I've gotten an interview after attending

They're too long

They're boring

I know others who've gotten interviews after attending

Provide quality face time with potential employers

Good way to learn about companies of interest

Good opportunity to ask questions about company

Don't know – never been to one

15%

17%

30%

30%

32%

33%

33%

49%

I've gotten interviews after attending

Don't know - never been to one

So crowded I can't talk to companies of interest

Scheduled during class, and often can't attend

I know others who've gotten interviews after attending

Provide quality face time with potential employers

Companies I'm interested in don't attend

Good way to learn about new companies

The most important factors in considering a position after salary are career advancement, work/life balance and flexibility. They also value perks like working remotely, regular social activities and a casual dress code. We asked respondents to indicate whether or not they would be willing to consider job opportunities in the government sector. Sixty percent indicated that they would, citing stability, good pay and the ability to make a difference as top reasons.

What matters to job seekers

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Top Considerations Primary considerations during search process are factors that impact quality of life, including work/life balance, flexible schedule and office location. Advancement opportunities are also very important.

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68.78% 61.71%

54.59% 53.81% 51.66% 43.54% 40.17%

32.38%

13.98% 9.34% 8.84% 7.90% 4.97% 3.54%

Most Important Factors For New Position Aside from Salary

Organization Type Job seekers prefer the for-profit sector, as seen by their choice of private and public companies, followed by government and non-profits. Not many of the respondents are eager to work on their own or work for start-ups.

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80% 74%

60% 54%

36%

26%

Private company

Public company Government agency

Non-profit organization

Start-up company (pre-

IPO)

Self employment

Type of Employers Would Consider for Next Job

Perceptions of Government Work Job seekers prefer working for the federal government, followed closely by state and then local. A majority agree government offers stable employment and good compensation. Skill mismatch is the main reason job seekers would not work in government.

Reasons to Consider Govt. Work Reasons to NOT Consider Govt. Work

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4%

6%

8%

13%

19%

32%

32%

36%

42%

50%

55%

69%

Other

Appeals to political beliefs

Others in my family work in govt.

Appeals to sense of patriotism

Believe it's best use of my skills

Contribute to security of my country

Want to do exciting work

Challenging work

Potential for advancement

Feel like I make a difference

Offers good compensation

Stable secure employment

18%

9%

13%

14%

16%

20%

26%

29%

29%

50%

Other

Doesn't offer challenging work

Doesn't provide stable secure employment

Doesn't offer potential for advancement

Do not have a strong sense of patriotism

Would not feel like I'd make a difference

Doesn't offer good compensation

Don't have strong political beliefs

Doesn't offer exciting work

Not best use of my skills

Employer Policies to Lure Candidates Flexible work practices, such as one day of telecommuting, as well as a casual work environment have a positive impact on attracting job seekers.

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14%

40%

67%

68%

70%

77%

32%

16%

4%

4%

2%

2%

54%

44%

29%

28%

28%

21%

No social media access during work

Pet friendly office

Regular social activities - happy hours, meals, parties

Casual dress code

Free snacks/drinks provided

Ability to work at home one day a week

Very/Somewhat Positively Very/Somewhat Negative No Impact

Impact of Policies on Likelihood to Accept Position

Participant Profiles

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Participation Profile

Gender Ethnicity

Living Situation Size of College/University

29

2%

33%

65%

Other

Male

Female

5%

2%

2%

1%

13%

12%

19%

55%

Prefer not to answer Other

Alaskan Native/Middle Eastern

African American/Hispanic/Latino

Asian/Other Pacific White/Caucasian

2%

12%

15%

18%

25%

28%

Other With roommates I don't know yet With my parents

With my significant other On my own

4%

21%

16%

26%

33%

Less than 1,000 students

5,000 to 9,999 students

10,000 to 19,999

1,000 to 4,999 students

20,000 or more

Participant Profile (Cont.)

Type of School GPA

Area of Study

30

2%

36%

62%

Not sure

Private

Public

0%

1%

13%

36%

46%

3%

1%

Below 2.0 2.0 - 2.5 2.6 - 3.0 3.1 - 3.5 3.6 - 4.0

Above 4.0 Don't know

6% 5%

13%

20%

5% 3%

20%

6% 6%

16%

Allied Health Arts & Humanities

Business Engineering Life Sciences Mathematics Nursing Social Sciences Tech Other

Recommendations For Employers

Consider investing in your employer website and having a careers page. Entry-level job seekers are doing their research.

Recruiting is a year-round activity. Communicate with students on an ongoing basis to help them get to know about your company and opportunities.

Create relationships with the faculty and academic departments who influence the students you’re trying to attract.

Work/life balance and flexible schedule are important to college grads. If you have a flexible work culture, make sure to highlight it.

Don’t be a black hole. Improve communications flow during application process to let applicants know where they stand.

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Career fairs and information sessions are valued by students. Consider doing these as part of your college recruiting strategy to gain more exposure on campus.

About AfterCollege

We have a lofty vision: to help every college student and recent graduate discover their career path. Over the years, AfterCollege has become the largest career network for college students and recent graduates. Serving 400,000 entry-level jobs and internships from 25,000+ employers, AfterCollege helps millions of job seekers each year, working with 18,000 faculty, student group and academic contacts at over 2,400 colleges and universities. Our job-matching algorithms pair new job seekers with opportunities that fit their degree, school, skills and interests. If you’re an employer interested in learning more about how we can help you reach the students and recent graduates you want to hire: Call us: 1.877.725.7721 or email: talent@aftercollege.com If you’re a student or recent graduate looking for a job, go to www.aftercollege.com and set up a profile. If you’re in academia and want to help your students, contact our University Relations Team at ur@aftercollege.com or visit https://www.aftercollege.com/academia/

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