Our promote-from-within culture is a driving force behind our need to recruit so many innovative, college-educated individuals each year to feed our growth. This year we anticipate hiring nearly 9,000 college graduates into our Management Training program, representing a 5 percent increase in our hiring over last year. We also will hire 2,000 interns into our Management Internship program - which helps to feed that pipeline for future leaders.
Marie Artim, Vice President of Talent Acquisition at Enterprise Holdings
Our continued growth in our three primary practices-Audit, Tax and Advisory- as well as new practice offerings in D Cloud, Forensics and Federal Services, has fueled an over 40% increase in our entry level opportunities for campus hires. This growth, combined with our culture where people believe their careers have purpose, create exciting opportunities for our new hires.
Becky Sproul, National Managing Partner of University Relations and Recruiting for KPMG
We look for future potential in new grads and are committed to providing them with challenging and rewarding careers. In fact, many of our senior leaders came to Burns & McDonnell straight out of college – including our CEO. When we hire a new grad, they are treated as an owner of the firm, because they are one. Burns & McDonnell is celebrating its 30th anniversary of becoming employee-owned this year. It’s a model and recruitment tool that contributes to a turnover rate well below the national average – and a retirement package that is well above the median of employees who only have a 401K.
Renee Gartelos, human resources director, Burns & McDonnell
We have seen a steady increase in our entry level employees over the past few years. As we continue to build our pipeline for targeted succession planning, hiring the best entry level talent is the foundation to our success!
Michael K. Morales, University Relations, Sundt Construction
For more than 12 years, Carahsoft has fueled our incredible growth by hiring innovative, forward-thinking new college grads. In 2015 and 2016, we’re experiencing the best recruiting landscape in the past 10 years as candidates are now beginning their employment search many months before graduation and are bringing multiple internship experiences with them.
Kathy Kelly, VP of Recruiting at Carahsoft
CEB’s Global Talent Monitor indicates that employees know what they want in a job and are increasingly passive about switching. That’s why CEB strives to attract top-decile talent early in their career to create a competitive advantage for the company.
Jennifer Beyer, University Recruiting and Early Career Branding, CEB
Our tech job fair this past fall was the largest fair ever held on our campus. While this follows an increasing trend since 2009, it’s important to note that our employers are doing the bulk of their hiring in the fall, especially those seeking qualified tech students. Students who wait until spring to pursue entry level jobs or summer internships are scrambling to find a place for professional opportunities.
Scott Greenhalgh, Director, Employer Relations & Alumni Career Services at BYU University Career Services
In addition to an increase in recruitment activities, many organizations are increasing their activity in other very intentional ways. Not only are employers attending career fairs and hosting on-campus interviews, they also are serving on panels, co-hosting professional development workshops, and attending networking development programs designed for students from targeted and specific populations including military-connected, underrepresented, and disabled students.
Dr. Gail Rooney, Director, The Career Center at University of Illinois at Urbana-Champaign
What I find most striking about the hiring trends this year is we’re seeing an increase in hiring from multiple employment sectors, from financial and business services to leisure/tourism, government and technology. This is a welcome trend as we continue to see a slow but gradual rebound in the economy. Employers both large and small recognize the value of taking a multi-pronged approach to engaging candidates. Now more than ever employers recognize the importance of building a campus presence through on campus engagements while leveraging technology to connect with a wider audience. Which is why we’re seeing an increase in employer involvement with skills building courses, case competitions and online career fairs.
Wesley Thorne, Director of the UCLA Career Center