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Student Recruitment Report 2005

Product Type: Market Research Report
Published by: WetFeet
Published: July 2005
Product Code: R446-7
Description
Candidates in Demand: How to Find and Land Top Student Talent

Recruiters at top-tier undergrad and business schools will need to compete aggressively to land top students in 2005-2006. Today’s candidates are applying to fewer employers, they expect higher salaries, and they are making employment decisions much earlier in the recruiting cycle.

WetFeet’s 7th Annual Student Recruitment Report reveals critical information about the recruiting tactics of employers at top-tier undergrad and business schools and how they are responding to the increased competition and shift in demand for top talent.

We surveyed over 2,500 undergrads and MBA students about their recruiting experience and ultimately what led them to choose their employer. The results illuminate an increasingly competitive recruiting arena marked by confident candidates, higher numbers of hires, and renewed focus by recruiters on on-campus tactics.

The 150+ page report answers …
  • Which industries are most attractive to students, and which are losing favor?
  • Which employers do students most want to work for and why?
  • Which companies offer the most lucrative compensation?
  • How much do candidates expect to earn?
  • Which companies do the best job recruiting on campus and why?
  • Which campus recruiting tactics are most successful - and which should you avoid?
  • How is word-of-mouth influencing candidate decisions?
  • How many interns receive full-time offers - and accept them?
  • Which companies dramatically increased their hiring activity?
New in 2005 is an increased focus on compensation and offers. We take a detailed look at offers students received by industry and company, and provide a benchmark for compensation packages against those of leading competitors. Data includes base salaries and signing bonuses for full-time and internships.

The report also provides 2005 rankings of best employers, best recruiters on campus, and best websites. For the first time, the report also provides student preferences for specific employers in the financial services, management consulting and consumer products and pharmaceutical industries, as well as information about what makes the top employers so appealing.

Top Recruiters On Campus (2005)
  1. McKinsey & Co.
  2. Bain & Co.
  3. Boston Consulting Group
  4. Citigroup
  5. Lehman Brothers
  6. Goldman Sachs
  7. Target
  8. Booz Allen Hamilton (tied)
  9. JP Morgan Chase (tied)
  10. Johnson & Johnson
Table of Contents
TABLE OF CONTENTS

TABLE OF TABLES AND CHARTS




Introduction

The State of Campus Recruiting 2005

Methodology

About WetFeet




Executive Summary

Job Market Supply and Demand

Application Trends

Employer Rankings 2005

Reaching Student Candidates

Best Recruiting Practices

Internship

Compensation and Offers




Detailed Findings

Job Market Supply And Demand

Job Search Timing by Student Type

Applications, Interviews, and Offers by Student Type

Number of Offers Received (2001-2005) by Student Type

Job Market Attitudes

Location Will be Working by Student Type (2005)

Application Trends

Job Market Attitudes

Job Applications by Industry (2001-2005): All Candidates

Functional Areas of Interest (2005)

Top Employers (by Number of Hires) 2002-2005: All Candidates

Employer Rankings 2005

Top Companies Would Like to Work for (2005)

Top Consulting Firms to Work for (2005)

Top Factors that Make Consulting Firms Appealing (2005)

Top Financial Services Firms to Work for (2005)

Top Factors that Make Financial Firms Appealing (2005)

Top Consumer Product/Pharmaceutical Firms to Work for (2005)

Top Factors that Make Consumer Product/Pharmaceutical Firms Appealing (2005)

Reaching Student Candidates

Job Search Resources Used (2005)

Preferred Means of Contacting Employer (2005)

Top Company Recruiting Websites

Key Elements of Best Websites (2005)

Percentage of Companies that Require Online Applications

Involvement in Diversity Organizations (2005)

Best Recruiters of Diversity (2005)

Best Recruiting Practices

Job Market Attitudes

Top Recruiters On-Campus (2005)

Most Important Elements of Good Campus Recruiting (2005)

Stand-out Strategies

Negative Impressions

Internship

Job Market Attitudes

Internships by Student Type

Reasons for Not Accepting Job Offers (2005)

Compensation and Offers

Job Market Attitudes - Compensation

Compensation Expectations by Student Type

Offers Received 2005

Funny Stories




Undergraduates

Job Market Supply and Demand

Job Market Attitudes

Job Search Timing

Applications, Interviews, and Offers

Application Trends

Job Applications by Industry

Functional Areas of Interest - Undergrads (2005)

Top Employers (by Number of Hires) 2002-2005: Undergrads

Employer Rankings 2005

Employer Rankings 2005 - Undergrads

Reaching Student Candidates

Job Search Resources Used - Undergrads

Top Company Recruiting Websites - Undergrads

Key Elements of Best Websites - Undergrads (2005)

Best Recruiting Practices

Top Recruiters On-Campus - Undergrads

Most Important Elements of Good Campus Recruiting - Undergrads

Internships

Internships - Undergrads

Reasons for Not Accepting Job Offers (2005)

Compensation and Offers

Compensation Expectations - Undergrads




MBAs

Job Market Supply and Demand

Job Search Timing - MBAs

Applications, Interviews, and Offers

Application Trends

Job Applications by Industry - MBAs

Functional Areas of Interest - MBAs (2005)

Top Employers (by Number of Hires) 2002-2005: MBAs

Employer Rankings 2005

Top Companies Would Like to Work for - MBAs (2005)

Reaching Student Candidates

Preferred Means of Contacting Employer - MBAs (2005)

Top Company Recruiting Websites - MBAs

Key Elements of Best Websites - MBAs (2005)

Best Recruiting Practices

Top Recruiters On-Campus - MBAs

Most Important Elements of Good Campus Recruiting - MBAs

Internships

Internships - MBAs

Reasons for Not Accepting Job Offers - MBAs (2005)

Compensation and Offers

Compensation Expectations

Other WetFeet Research

Financial Services Student Recruiting 2005-2006

Management Consulting Student Recruiting 2005-2006

Consumer Products/Pharma Student Recruiting 2005-2006

Student Compensation Report 2005-2006

Corporate Recruiting Websites 2005




TABLE OF TABLES AND CHARTS




Introduction

Table 1: Survey Respondents: Student Type

Table 2: Survey Respondents: Undergraduates

Table 3: Survey Respondents: MBAs

Table 4: Survey Respondents: Non-MBA (Other) Graduate Respondents




Executive Summary

Table 5: Key Statistics




Detailed Findings

Job Market Supply And Demand

Figure 1: Job Search Status (2002-2005)

Figure 2: Applications to Offers (2005)

Table 6: Number of Offers Received (2000-2005)

Figure 3: Average Number of Offers Received (2000-2005)

Figure 4: Number of Offers Received (2001-2005)

Figure 5: Job Market Attitudes - Confidence (2005)

Table 7: Location of Job

Application Trends

Figure 6: Job Market Attitudes - On-Campus Recruiting (Strongly or Somewhat Agree)

Table 8: Job Applications by Industry (2001-2005)

Table 9: Job Applications by Industry by Student Type (2005)

Table 10: Functional Areas Pursued or Interested in

Table 11: Top Employers (2002-2005)

Table 12: Competitive Landscape - Hiring Firms (All Candidates)

Employer Rankings 2005

Table 7: Top Companies Would Most Like to Work For (2005)

Table 8: Top Companies Would Most Like to Work For (2004)

Table 9: Top Two Consulting Firms to Work for

Table 10: Top Factors that Make Consulting Firms Appealing

Table 11: Top Two Financial Services Firms to Work for

Table 12: Top Factors that Make Financial Services Firms Appealing

Table 13: Top Two Consumer Product/Pharmaceutical Firms to Work for

Table 14: Top Factors that Make Consumer Product/Pharmaceutical Firms Appealing

Reaching Student Candidates

Table 15: Job Resources Used

Table 16: Preferred Means of Contacting Potential Employer

Table 17: Top Company Recruiting Websites (2005) (All Candidates)

Table 18: Top Company Recruiting Websites (2004) (All Candidates)

Table 19: Elements that Make the Best Website

Figure 25: Percentage of Companies that Require Online Applications (2005)

Table 20: Involvement in Diversity Organizations

Table 21: Top 20 Diversity Recruiters 2005

Best Recruiting Practices

Figure 7: Job Market Attitudes - Trust for Recruiters (Strongly or Somewhat Agree)

Table 22: Top Recruiters On-Campus (2005) (All Candidates)

Table 23: Top Recruiters On-Campus (2004) (All Candidates)

Table 24: Most Important Elements of Good Campus Recruiting (2005)

Table 25: Best Practices of Top Recruiters - McKinsey

Table 26: Best Practices of Top Recruiters - Bain

Table 27: Best Practices of Top Recruiters - Lehman Brothers

Table 28: Best Practices of Top Recruiters - Johnson & Johnson

Table 29: Best Practices of Top Recruiters

Table 30: Worst Practices of Recruiters

Internship

Figure 8: Job Market Attitudes - Importance of Internship (Somewhat or Strongly Agree)

Figure 9: Internship Offers and Conversion

Table 31: Internships as a Source of Full-Time Offers (2002-2005)

Table 32: Reasons for Not Accepting Job Offers

Compensation and Offers

Figure 10: Job Market Attitudes - Compensation Expectations (Somewhat or Strongly Agree)

Table 33: Full-Time Compensation Expectations (2000-2005)

Table 34: Internship Compensation Expectations (2004-2005)

Table 35: 2005 Offers (Overall)

Table 36: 2005 Consulting Offers

Table 37: 2005 Financial Services Offers

Table 38: CPG/Pharmaceutical Offers

Table 39: 2005 Tech Offers

Table 40: 2005 Manufacturing Offers

Table 42: 2005 Energy Offers

Table 43: 2005 Government Offers

Table 44: 2005 Healthcare Offers

Table 45: 2005 Insurance Offers

Funny Stories




Undergraduates

Job Market Supply and Demand

Table 46: Job Market Attitudes - Confidence (Strongly or Somewhat Agree) by Gender and F/T vs. Intern (2005)

Table 47: Job Market Attitudes - Confidence (Strongly or Somewhat Agree) by Major (2005)

Figure 11: Job Search Status by Major (2005)

Table 48: Applications, Interviews and Offers by Undergraduate Status (2005)

Table 49: Applications, Interviews and Offers by Undergraduate Major (2005)

Application Trends

Table 50: Job Applications by Industry - Undergrads (2001-2005)

Table 51: Job Applications by Industry - Undergrads by Gender (2005)

Table 52: Job Applications by Industry - by Undergraduate Full-Time/Intern Status (2005)

Table 53: Job Applications by Industry - Undergrads by Major (2005)

Table 54: Job Applications by Industry - by Undergraduate Interns by Major (2005)

Table 55: Functional Areas Pursued - Undergrads by Major

Table 56: Functional Areas Pursued - Undergrads by Gender

Table 57: Top Employers Undergrads (2004-2005)

Employer Rankings 2005

Table 58: Top Companies to Work For - Undergrads (2005)

Table 59: Top 25 Companies to Work For - Undergrads (2004)

Reaching Student Candidates

Table 60: Job Search Resources Used by Undergraduate Gender and F/T vs. Intern (2005)

Table 61: Job Search Resources Used by Undergraduate Major (2005)

Table 62: Preferred Means of Contacting Potential Employer - Undergrads by Major

Table 63: Preferred Means of Contacting Potential Employer - Undergrads by Gender

Table 64: Top Company Recruiting Websites - Undergrads (2005)

Table 65: Top Company Recruiting Websites - Undergrads (2004)

Table 66: Elements that Make the Best Website - Undergrads by Gender

Table 67: Elements that Make the Best Website - Undergrads by Major

Best Recruiting Practices

Table 68: Top Recruiters on Campus - Undergrads (2005)

Table 69: Top Recruiters on Campus- Undergrads (2004)

Table 70: Most Important Elements of Good Campus Recruiting - Undergrads by Gender (2005)

Table 71: Most Important Elements of Good Campus Recruiting - Undergrads by Major (2005)

Internship

Table 72: Internship Conversion - Undergrads by Major (2005)

Table 73: Reasons for Not Accepting Job Offers - Undergrads by Major

Table 74: Reasons for Not Accepting Job Offers - Undergrads by Gender

Compensation and Offers

Table 75: Compensation Expectations - Undergrad F/T by Major (2005)

Table 76: Compensation Expectations - Undergrad Interns by Major (2005)

Table 77: Compensation Expectations - Undergrad F/T by Major (2004)

Table 78: Compensation Expectations - Undergrads by Major (2003)

Table 79: 2005 Offers Received - Undergrads by Industry




MBAs

Job Market Supply and Demand

Figure 12: Job Search Status - MBAs by F/T vs. Intern and Gender (2005)

Table 80: Applications, Interviews and Offers - MBAs by F/T-Intern Status (2005)

Table 81: Applications, Interviews, and Offers - MBAs by Gender (2005)

Application Trends

Table 82: Industry Job Applications - MBAs (2001-2005)

Table 83: Industry Job Applications - MBAs by Gender and Status (2005)

Table 84: Functional Areas of Interest - MBAs by Gender and Status (2005)

Table 85: Top Employers MBAs (2004-2005)

Employer Rankings 2005

Table 86: Top Companies to Work for - MBAs (2005)

Table 87:Top 25 Companies to Work for - MBAs (2004)

Reaching Student Candidates

Table 88: Preferred Means of Contacting Potential Employer - MBAs

Table 89: Best Employer Websites - MBAs (2005)

Table 90:Top 25 Company Recruiting Websites - MBAs (2004)

Table 91: Elements that Make the Best Website

Best Recruiting Practices

Table 92: Top Recruiters On-Campus - MBAs (2005)

Table 93: Top 25 Recruiters On-Campus - MBAs (2004)

Table 94: Most Important Elements of Good Campus Recruiting by Gender and MBA Status (2005)

Internships

Table 95: Internship Conversion - MBAs by Gender and Status (2005)

Table 96: Reasons for Not Accepting Job Offers - MBAs

Compensation and Offers

Table 97: Compensation Expectations by Gender - MBA (2005)

Table 98:Compensation Expectations by Gender - MBA (2004)

Table 99: Compensation Expectations - Other Grads by Gender - (2005)

Table 100:Compensation Expectations by Gender - Other Grads (2004)

Table 101: 2005 Offers Received - MBAs by Industry

Table 102: 2005 Offers Received - Other Grads by Industry

Other WetFeet Research

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