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Article: Recruiting Trends 2017-18
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Article: Recruiting Trends 2017-18 Brief I: Hiring Outlook


By Collegiate Employment Research Institute
MPACE Review: December 2017
Summary: Dale Stoker

The following summary reviews the article “Recruiting Trends 2017-18” by The Collegiate Employment Research Institute. The full article can be viewed at the following web address:  http://msutoday.msu.edu/_/pdf/assets/2017/2017-18-recruiting-trends-brief-1.pdf

Article Summary
This survey is conducted annually and the data from employers reveals trends for recruitment in the coming year. From approximately 3,370 employers, over 60% had less than 500 employees and over 90% were recruiting regionally or domestically. Overall, the market will see expanding job opportunities for all degrees: associates, bachelors, MBA, masters and PhD, with 18% of employers who were not actively hiring last year entering the college market this year.

The major factors contributing to the increase in hiring is organizational growth, turnover and retirement. Specifically with retirement baby boomers are the largest group that are affecting the labor market, especially in government, education, manufacturing and utilities. Turnover and growth will be the strongest in construction, finance and insurance services, manufacturing, mining and oil production, scientific services, real estate, and transportation, among others.

The challenges that prevent organizations from reaching their hiring goals vary in magnitude but the most common responses were:

  • Candidates lack right soft skills
  • Competition from other employers
  • Candidates lack work experience
  • Candidates lack needed technical skills
  • Candidates lack interest in the types of jobs offered
  • Candidates lack required credentials or certifications
  • Low number of candidates available

Through this information and additional data listed in the full report, there are strategies that both employers and career centers can utilized to address these trends.
Implications for Career Center Professionals
Since work experience is an issue for employers, boosting internship opportunities and placements will be even more valuable. Both technical and soft skills are serious challenges for employers so taking a holistic approach to students’ development will be important as career programs evolve. Interdisciplinary programs and majors that address both aspects will be sought after by employers. Career Centers can help students understand the changing needs in their future industry, such as government or oil, and prepare them for jobs that will be in higher demand.


Implications for Recruiting Professionals and Employers
Small employers, less than 500 employees, will need to maintain and leverage connections with faculty and alumni to be competitive with larger organizations that may have the ability to have a larger on-campus recruiting presence as well as invest in certification of college recruits. Midsize to large employers should invest in their internship programs to ensure they keep a pipeline of graduates into their organization.  Additionally, focus on investing in those major or programs that may not have an abundance of candidates, especially if they will need to be certified such as skilled trades, technicians, programmers and software developers.

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