The condition of the job market is a reality that must be faced by most new college graduates. Will jobs be available? Where are they? What skills and capabilities are employers seeking? These and other concerns weigh heavily on the minds of new graduates.  

The annual Recruiting Trends Survey of 477 businesses, industries, and governmental agencies highlights the issues, concerns, and perspectives of employers nationwide. This report, conducted by Michigan State University, provides up-to-date information for new graduates on what they can expect upon entering the job market. Employers were asked to comment on their hiring goals and recommended preparation to ensure that new graduates experience a successful transfer from school to work.  

According to Michigan State University's Recruiting Trends Survey, there is good news concerning the job market for job seekers with college degrees. Another increase in hiring of new college graduates is expected by surveyed employers this year. Approximately 27.5% more new college graduates will be required to fill the positions available in the surveyed organizations. Job growth for new college graduates has now been positive for five consecutive years. The following chart shows the continual growth, which means more job opportunities for new graduates. 

An expanding job market for new college graduates affords greater opportunities for acquiring entry-level assignments with college degrees. Therefore, more new college graduates should not be surprised by the job offers they receive this year. In the past, job offers were not bad, but they should be better this year. 
Preparation remains a key to success for new college graduates in this year's job market. Surveyed employers commented that new graduates equipped with academic training demanded by the marketplace and real-world work experiences should be competitive. 

Factors Affecting Job Opportunities This Year 

How exactly does the job market affect a new graduate? Employers will explain that there are certain factors that will affect the number of job opportunities in a given year. Hiring goals of employers offering jobs to new college graduates this year (1997-98) will be influenced by several factors, according to employers. Current economic conditions and general business expansion were responses common to several employers. 

Continuing growth of the economy: The economic boom of the late 1990s has been characterized by steady financial growth and low inflation rates. These factors have supported excellent job opportunities for new college graduates. The current bright economic prospects are expected to continue.  

However, a small number of employers warned against too much optimism. They caution that the economy may not remain stable. 

Unemployment rate: Of the respondents, three cited unemployment as a factor affecting job opportunities. During the last year from October 1996 to October 1997, the unemployment rate in the United States declined to 4.7 percent, as reported the Bureau of Labor Statistics of the U.S. Department of Labor.1 The unemployment rate in October was 0.7 percent below a year earlier. From April through September, the rate ranged from 4.8 to 5.0 percent. It makes sense that the lower the unemployment rate, the greater the chance is for new college graduates to obtain jobs. However, not all new graduates may get positions that require a college degree. 

Total employment: In October 1997, total employment in the United States was 129.9 million.2 During the past year, total employment increased by 2.0 million people. New college graduates acquired some of these new positions. In addition, growth in total employment created a greater probability of new graduates obtaining jobs requiring college degrees. Six employers mentioned increased job growth as a factor that is positively influencing employment prospects for new graduates. 

Demand for technical graduates: Demand for technically-trained new college graduates remains very high, particularly for new graduates with computer skills. According to 11 employers, it is a seller's market for technical graduates. There is especially intense competition for talented new technical graduates. In addition, job opportunities for graduates in high-tech fields are experiencing sustained growth. The result: demand is outpacing supply for technical graduates.  

New technical graduates requested most frequently by several employers are academic majors in computer and information sciences; engineering; business management and administrative services; and the health professions and related sciences. 

Year 2000: Employers are searching for information systems staffs who can help them fix year-2000 problems.3 The focus has been on Cobol, C and C++ source code. There are terrible predictions of complete shutdowns of businesses and government agencies on January 1, 2000. Since computers were invented, programmers have designated only two digits for the year in a date. In many cases, these programs will not work correctly with dates after December 31, 1999. The challenge for programmers and employers, who have begun recruiting many new staff for this project, is to find and redefine programming variables to accommodate four-digit dates and modify logic to properly calculate dates after January 1, 2000. 

New technologies: Computers, robotics, and other advanced technologies are playing an important role in the growth of productivity and prosperity experienced by organizations through the U.S. New graduates prepared for these assignments will reap the benefits. Other new technologies mentioned by several surveyed employers included high-tech manufacturing, software and computer-related services, communication services, wholesale and retail trade of high technology goods, and biotechnology. 

New business growth: Increased business growth is leading to additional employment opportunities for new college graduates in numerous surveyed organizations. Signs of business growth include increased volumes of new work, new products, recent acquisitions, reduced competition, and growing profits. Other instances of growth are expansion of business opportunities, backlogs in production facilities, new contracts, increased sales, rising retail sales, gains in target markets, and new products released. 

Bachelor's graduates decreasing: Employers were indicating that there were not enough graduates applying for their job openings. An analysis of the data on anticipated new graduates suggests that this may be true. Fewer new bachelor's degree graduates may be available to employers. 

For the first time in many years, the number of new bachelor's degree graduates will decline. In 1996-97, it is estimated that colleges and universities throughout the United States granted approximately 1, 183,000 bachelor's degrees.4 In 1997-98, 1,169,000 bachelor's graduates are expected to receive degrees. This anticipated decrease of 1.2% in bachelor's degree recipients would inevitably have an influence on the job market for new college graduates. Fewer new bachelor's degree graduates will yield more job openings for each new graduate. 

This decline in new bachelor's graduates is expected to continue through 1999-2000, when 1,138,000 new bachelor's recipients are anticipated.  

Master's degree graduates are expected to increase in 1997-98 to approximately 414,000. This is an increase of 1.0% from approximately 410,000 new master's degree recipients in 1996-97. 

For doctoral degree graduates, an increase of 0.7% is expected in 1997-98. Approximately 44,500 new doctoral degree graduates are expected. In 1996-97, approximately 44,200 doctoral degrees were granted. 

Multicultural workforce: Personnel employed by most organizations in the future will become much more multicultural and more gender equal, according to survey respondents. The results will be increased pressure on colleges and universities to prepare new graduates representing all ethnic groups and each gender. Likewise, according to two respondents, recruiters visiting college campuses will be seeking multicultural representation and gender equity among the new college graduates hired by their organizations. 

Global investments: The era of growth in global business investments is continuing, as many additional corporations in the U.S. are becoming multinational. This is creating more work for more employees on the payrolls of several U.S. corporations. The challenge for new graduates is accurately determining which organizations and markets are adapting best and fastest to this new situation. 

Competencies and Skills in Highest Demand 

After reviewing the recruitment efforts of their organizations on college and university campuses last year (1996-97), 67 surveyed employers summarized the job competencies and skill areas that were hardest to find. Most significant among the abilities and talents listed by employers were engineering, computer-related occupations, and a few business and management assignments. 

The engineering majors mentioned most frequently by surveyed employers were: computer engineering, chemical engineering, mechanical engineering, manufacturing engineering, electrical engineering, radio frequency engineering, hydraulic engineering, software engineering, welding engineering, geo-science engineering, petroleum engineering, analog design for electrical engineering, project engineers, and structural engineering. 

The computer-related occupations were computer programmers, systems analysts, information technology majors, visual basic computer programming language, management information systems majors, computer science, UNIX programmers, C++ programmers, COBOL programmers, computer aided design (CAD), and networking managers. 

The business and management majors mentioned by employers were accounting, sales and marketing, materials science majors, MBAs with experience in manufacturing or human resources, and insurance majors. 

The academic skill areas and job performance competencies cited by employers were writing skills, speaking and presentation skills, telephone communication skills, supervisory and management skills, and warehouse management skills. Areas of personal focus noted by employers were the desire for a long-term commitment, a strong work ethic, risk takers, solid self-motivation, and new graduates with common sense. 

Importance of Overseas Educational Experiences 

The importance of overseas educational experiences for college students was accentuated most notably by surveyed organizations with global commitments in worldwide locations. Of the 147 employers responding, 0.5% reported that overseas educational experiences had extremely high importance in their organizations when college students were recruited for full-time positions. Generally speaking, according to employers rating overseas educational experiences as very high, these experiences make people more flexible, cooperative, and easier to work with in culturally diverse work environments. 

With more organizations expanding into worldwide locations, college graduates can expect increased emphasis on overseas educational experiences by employers. Most notable among recruiters with global placement opportunities was an increase in demand for second language skills, especially French, Spanish, and Chinese. 

In some organizations, overseas educational experiences can be a deciding factor in the selection process, if all other job competencies are satisfied. 

Key Factors Considered in Hiring 

When surveyed organizations were conducting interviews with new college graduates on college campuses, certain key factors were considered as very important during the evaluation process. The most significant elements of a successful interview were: 

Real-world work experiences: For new college graduates who want to land the top career opportunities available with prospective employers after graduation, it is very important that they obtain pre-professional work experiences, relevant cooperative education assignments, entrepreneurships, internships and /or volunteer positions that test their potential. Employers are very interested in college students, who have thoroughly investigated their career alternatives, and spent significant time on tasks with their preferred career interests. 

Technical Skills: A breadth of technical competence was high on the list of factors examined by employers. Another dimension of this factor was knowledge of the automated technologies profession and technical wisdom. New graduates who have the ability to relate their educational and internship experiences to the employers' world are highly desired. In addition, an ability to manage different technical tasks was essential. 

Grade Point Averages: One measure of academic abilities possessed by graduating students is the grade point average attained. Employers want high grade point averages or growth during a student's college career. Without other quantities to consider, employers are limited to use of grade point averages as standards for success during college and potential for achievement on the job. 

Academic Preparation: Especially meaningful to employers is the academic training received by college students. Degrees obtained in academic fields related to the employer's job openings are important. Another key matter is the graduate's raw knowledge. 

Leadership Qualities: The leadership roles held by college students with extra-curricular clubs and campus activities are clues to job performance potential for employers. New graduates who have been in leadership positions and can list their successful accomplishments are more appealing to employers. Experiences with student publications are favored. 

Percent of college expenses paid: Graduating students who have worked their way through college are winners, as far as employers are concerned. From the employer's perspective, this factor is a demonstration of the graduate's work ethic and self-motivation. 

Personal Presentation: The way new graduates reveal themselves to employers during the interview is important. Personality, maturity, professionalism, personal impact and hygiene were other examples of personal factors cited by employers. 

Attitude: The confidence and positive attitude displayed by the new graduates are significant too. Employers report these factors as self-confidence, poise, and self-esteem. 

Communication Skills: The applicant's ability to converse during the interview is critical. Also important for successful job performance in most organizations are the abilities to communicate effectively with others, to perform satisfactorily as a public speaker, to write well, to listen attentively, and to positively influence others toward achievement of group goals. 

Computer Skills: Technical abilities are investigated by employers throughout the pre-employment process. During the interviewing phase of recruitment, employers frequently ask questions related to the graduate's prior experiences with computers, email, software, and hardware applications. 

Problem Analysis and Analytical Thinking: Another measure used by employers is a graduate's initiative. Employers want a proven skill, so graduates need to cite examples. Critical thinking is also measured with problem-solving situations as an element of interviews. 

Customer Service Orientation: It is important for new graduates to search their prior work experiences for assignments where their attention to customer needs was tested and successful. Employers know that customers expect a friendly greeting and a higher level of satisfaction. Otherwise, the customers will take their business elsewhere. 

Adaptability, Drive and Initiative: Enthusiastic, bright, and energetic, but humble, were other words used by employers to describe the new graduates they are seeking. Employers want new graduates who will fit within their corporate culture. 

Proven Track Record: Employers are searching the answers given by new graduates in interviews for documented evidence of the applicant's previous conduct on the job, successful work performance behaviors, and abilities to get excellent work results. 

Ability to Learn: Employers considered incidents cited by new graduates about prior work situations that demonstrated an ability to learn important. According to recruiters, new hires in their organizations will encounter numerous predicaments in the normal flow of their work activities, which will require an enthusiastic eagerness to acquire new knowledge or master additional understanding. 

Preparation for Interviewing: If new graduates expect to be successful when interviewing, they must be prepared. An ample knowledge about the organization conducting the interview is a necessity. Be on time for the interview. Be familiar with the work performed by the employers, dress the part, ask for the job, and ask good, intelligent questions. 

Passion for Work: A convincing work ethic is desired. Employers wish to determine if new graduates want to work or just get paid. Employers are requesting new graduates who enjoy working, thinking, listening, and expressing themselves.  

Career Interests: Employers plead for new graduates who are organized and not lost. New graduates ought to have a serious interest in the career opportunities offered by employers. The employers want new hires, who are highly motivated, because they want the new graduates to develop successful careers in their chosen professions. Realistic expectations are desirable too. Employers want new graduates who are goal driven and interested in the career offerings provided by the employers. 

Changes in Recruitment Caused by the Internet 

Several changes have occurred in the campus recruitment efforts of surveyed organizations because of information obtained from the Internet  

Because of the Internet and web sites, brochures and campus information sessions are less important, although employers have more visibility on campuses. Graduating students can go to an organization's web site for most information. Prior to campus interviews, graduating students are more knowledgeable about an organization, which maintains a web site. According to employers, the Internet is an excellent resource for helping graduating students understand an organization. Thus, more advertising money is directed at the web, and less is focused on the print media. The web site and email addresses for organizations are provided on all information given to graduating students.  

Works Cited 

Scheetz, L. Patrick, Ph.D. Recruiting Trends 1997-98. A Study of Businesses, Industries, and Governmental Agencies Employing New College Graduates, 27th Edition. Collegiate Employment Research Institute: Michigan State University, 1997.  
  

1. Bureau of Labor Statistics. 1997. Economy at a Glance. http://stats.bls.gov: 80/eag.table.shtml. 
2. Bureau of Labor Statistics. 1997. Employment Situation Summary. http://stats.bls.gov/newsrels.htm.  
3. Maney, Kevin. 1997. Lawyers Circling Over 2000 Time Bomb, USA Today. 1 December, p. B1. 
4. National Center for Education Statistics. 1997. Projections of Education Statistics to 2007. 26th Edition. Washington, DC: U.S. Department of Education, Office of Educational Research and Improvement (NCES 97-382).

Rebecca A. Gratz is a graduate student at Michigan State University completing a master's degree in Labor and Industrial Relations/ Human Resources.