1. July 11, 2011 SHRM Poll: The Hiring of 2011 Graduates

2. The Hiring of 2011 Graduates ©SHRM 2011 Key Findings 2  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.

3. The Hiring of 2011 Graduates ©SHRM 2011 Key Findings (continued) 3  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.

4. The Hiring of 2011 Graduates ©SHRM 2011 4 Has your organization hired full-time, part-time and/or temporary/contract staff in the last three months? 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. (n = 348) (n = 483)

5. The Hiring of 2011 Graduates ©SHRM 2011 Has your organization hired full-time, part-time and/or temporary/contract staff in the last three months? 5 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). Large organizationsSmall organizationsDifferences based on organization staff size 100 to 499 employees (95%) 500 to 2,499 employees (88%) 2,500 to 24,999 employees (89%) 1 to 99 employees (60%)Larger organizations > smaller organizations

6. The Hiring of 2011 Graduates ©SHRM 2011 6 In the last three months, has your organization hired one or more 2011 university/college undergraduate(s) to start working before or after graduation? 2011 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.

7. The Hiring of 2011 Graduates ©SHRM 2011 Organizations that hired or will hire 2011 university/college undergraduates Large organizationsSmall organizationsDifferences based on organization staff size 500 to 2,499 employees (48%) 2,500 to 24,999 employees (51%) 1 to 99 employees (34%) 100 to 499 employees (34%) Larger organizations > smaller organizations 7 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). Publicly owned for-profit organizations Privately owned for-profit organizations Differences based on organization sectors 17%7% Publicly owned for-profit > privately owned for-profit 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. Large organizationsSmall organizationsDifferences based on organization staff size 500 to 2,499 employees (14%) 2,500 to 24,999 employees (20%) 1 to 99 employees (4%) 100 to 499 employees (4%) Larger organizations > smaller organizations 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).

8. The Hiring of 2011 Graduates ©SHRM 2011 8 In the last three months, has your organization hired one or more 2011 university/college postgraduate(s) to start working before or after graduation? 2011 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.

9. The Hiring of 2011 Graduates ©SHRM 2011 Organizations that hired or will hire 2011 university/college postgraduates Larger organizationsSmaller organizationsDifferences based on organization staff size 500 to 2,499 employees (12%) 2,500 to 24,999 employees (17%) 1 to 99 employees (8%) 100 to 499 employees (4%) Larger organizations > smaller organizations 9 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. Government agencies Privately owned for-profit organizations Differences based on organization sector 14%3%Government > privately owned for-profit

10. The Hiring of 2011 Graduates ©SHRM 2011 Are positions that 2011 university/college undergraduates and postgraduates were hired for mostly full-time, part-time or temporary positions? 10 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.

11. The Hiring of 2011 Graduates ©SHRM 2011 11 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.

12. The Hiring of 2011 Graduates ©SHRM 2011 12 To what extent will your company target new 2011 university/college graduates as the economy turns around and hiring resumes? n = 22n = 32 Large extent Some extent Small extent Will not hire 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.

13. The Hiring of 2011 Graduates ©SHRM 2011 Given the current economic climate, are 2011 university/college graduates in a more or less advantageous position compared with other types of job seekers? 13

14. The Hiring of 2011 Graduates ©SHRM 2011 Why are 2011 graduates at an advantage compared with other job seekers? 2011 (n = 49) 2010 (n = 43) They are more likely to be viewed as highly tech savvy34%42% They are seeking entry-level positions—and that is what we are hiring for30%35% They are less likely to be overqualified for the jobs they apply for30%28% They are more likely to accept lower pay24%28% The economic climate has made it easy to hire graduates from top colleges/universities 22%19% They have better opportunities for networking through university career programs and official graduate recruiting channels 14%23% Other8%7% 14 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.

15. The Hiring of 2011 Graduates ©SHRM 2011 Why are 2011 graduates at a disadvantage compared with other job seekers? 2011 (n = 127) 2010 (n = 226) The economic climate has increased the competition for jobs among 2011 graduate job seekers 69%72% They are more likely to be underqualified for the jobs they apply for37%35% They are seeking entry-level positions, and we are not hiring for these30%20% Companies have limited resources to train recent college graduates21%22% They have fewer networking opportunities8%12% Other10%-- 15 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.

16. The Hiring of 2011 Graduates ©SHRM 2011 Demographics: Organization Industry 16 n = 308

17. The Hiring of 2011 Graduates ©SHRM 2011 Demographics: Organization Sector 17 n = 305

18. The Hiring of 2011 Graduates ©SHRM 2011 Demographics: Organization Staff Size 18 n = 312

19. The Hiring of 2011 Graduates ©SHRM 2011 Demographics: Other 19 U.S.-based operations only77% Multinational operations23% Single-unit company: A company in which the location and the company are one and the same 41% Multi-unit company: A company that has more than one location 59% Multi-unit headquarters determines HR policies and practices 50% Each work location determines HR policies and practices 3% A combination of both the work location and the multi-unit headquarters determine HR policies and practices 47% Is your organization a single-unit company or a multi-unit company? Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? Does your organization have U.S.- based operations (business units) only or does it operate multinationally? n = 315 n = 191 Corporate (companywide)62% Business unit/division20% Facility/location18% n = 190 HR department/function for which you responded throughout this survey

20. The Hiring of 2011 Graduates ©SHRM 2011 SHRM Poll: Staff Levels and the Use of Contingent and Part-time Workers  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 20 Methodology For more poll findings, visit www.shrm.org/surveyswww.shrm.org/surveys Follow us on Twitter: http://twitter.com/SHRM_Researchhttp://twitter.com/SHRM_Research