Job Outlook 2019 - ODU
NOVEMBER 2018 FREE TO NACE MEMBERS 54 NONMEMBER PRICEJob Outlook 2019National Association of Colleges and Employers62 Highland Avenue, Bethlehem, PA 18017 www.naceweb.org 610.868.1421
2018 National Association of Colleges and Employers. All rights reserved.
Table of ContentsABOUT THE JOB OUTLOOK 2019 SURVEY . 3U.S. COLLEGE HIRING TO INCREASE BY ALMOST 17 PERCENT . 4Ratings indicate strength of job marketPlans for reassessing hiring show little changeFall vs. spring recruitingHiring by industryHiring by regionWHO IS IN DEMAND? . 14Demand by degree levelTop majors in demandInternational student hiring recoversHOW EMPLOYERS VIEW CANDIDATES . 29Resume attributesCandidate A Candidate B. How do employers choose?Career readinessCOMPENSATION AND SIGNING BONUSES . 36Starting salariesSigning bonusesAPPENDIX . 41Participating organizations2019 N A C E J O B O U T LO O K2
About theJob Outlook 2019 SurveyThe Job Outlook survey is a forecast of hiring intentions of employers as they relate to newcollege graduates. Each year, the National Association of Colleges and Employers (NACE)surveys its employer members about their hiring plans and other employment-related issuesin order to project the market for new college graduates for the current class and to assessa variety of conditions that may influence that market.From August 1, 2018, through October 8, 2018, data were collected for the Job Outlook 2019survey. A total of 172 surveys were returned—an 18.5 percent response rate.Of those responding, 7.6 percent of respondents are from New England, 8.7 percent are fromthe Plains, 14 percent are from the Mideast, 14.5 percent are from the Southeast, 14.5 percentare from the Rocky Mountain/Far West, 15.1 percent are from the Southwest, and 25.6 percentare from the Great Lakes. For additional information about the respondents, see the Appendix.Totals throughout the report may not equal 100 percent due to rounding.NACE expects to provide a formal update of job market information once more duringthe 2018-19 academic year: The Job Outlook 2019 Spring Update survey (data collected inFebruary – March) will give NACE members a final update on hiring for 2018-19 graduates.Results will be available in early April.ResearchDirector of Research, Public Policy, and Legislative Affairs: Edwin W. KocAssistant Director of Research and Public Policy: Joshua KahnResearch Manager: Andrea J. KonczResearch Associate: Angelena SalvadgeResearch Assistant: Anna Longenberger2019 N A C E J O B O U T LO O K3
U.S. College Hiring to Increaseby Almost 17 PercentEmployers plan to hire 16.6 percent more new graduates from the Class of 2019 than theydid from the Class of 2018 for positions in the United States. (See Figure 1.) This comes aswelcome news, especially since employers reported an overall decrease in hiring for Classof 2018 graduates. This year marks the best initial hiring outlook since the Class of 2007.*FIGURE 1Job Outlook Hiring Projections, 2007 – 201925%HIRING .0%5.2% 9CLASS YEARFallSpring*Projections prior to 2014 were for both international and U.S. positions.2019 N A C E J O B O U T LO O K4
Over the past three recruiting years, the largest group of employers indicated plans to maintaintheir individual hiring numbers. The trend continues this year as 57.4 percent of employers planto keep their number of college hires the same. (See Figure 2.) While 38.6 percent of respondingemployers plan to increase their hires, perhaps the most encouraging finding is that just 4 percentof respondents will decrease their hires. This represents less than half of last year’s respondents(9.6 percent) that planned to decrease hires, and it is the smallest group with these plans in thepast seven years.FIGURE 2Employers’ Hiring ExpectationsPERCENT OF CRUITING YEARIncreaseMaintainDecreaseRespondents with plans to increase their new college hiring provided key factors for doing sothat yielded common themes. An improved economy, company growth, anticipated retirements,and a focus on early talent/succession planning were reasons cited almost universally amongthese respondents. In addition, several others in this group reported that they plan to concentrateon converting more interns to full-time hires, thus increasing their overall hiring numbers.Most of the respondents that are maintaining their new college hiring numbers indicated thatthe growth in their respective companies is steady, so they have no need to increase or decreasetheir numbers. Other respondents reported that they hired aggressively in the past few years, sothey will maintain college hiring at their current levels.2019 N A C E J O B O U T LO O K5
Among the small number of respondents that are decreasing their hiring numbers, not allcited negative factors. A few mentioned that they, too, had hired more graduates last year thanexpected, so they will cut back slightly this year. Others noted college recruiting programs that arecurrently on hold or being revamped, hence a decrease in hires. Meanwhile, just one respondentindicated that it will hire fewer new college graduates because it expects smaller growth in theorganization during the coming year.Ratings indicate strength of job marketThe ratings that employers give the 2018-19 job market underscore its strength. With theunemployment rate at a historic low, it is not surprising that nearly half of respondents rate thejob market as “very good.” This also bucks the trend seen over the last three years when mostemployers rated the job market as “good.” Additionally, the group of employers providing an“excellent” job market rating has jumped from 7.4 percent last year to almost 17 percent thisyear. Once again, no employers rated the job market as “poor.” (See Figure 3.)FIGURE 3Employers Rate the Job Market for 2018-19 Graduates60%53.5%PERCENT OF 7%30%20%16.8%8.1% y GoodGoodFair0.0%0.7%PoorJOB MARKET RATING2018-192017-182016-172015-162019 N A C E J O B O U T LO O K6
Plans for reassessing hiring show little changeIn this “very good” job market, employers appear to have their hiring needs under control and,for the most part, will continue to reassess these needs on a quarterly schedule, which isidentical to last year’s result. (See Figure 4.) Their counterparts that will reassess hiring needs oneither a monthly or an annual basis also remain nearly unchanged. There is, however, a drop inthe group reassessing needs on a weekly basis this year. Interestingly, most of the respondentsthat indicated “other” schedules for reassessing hiring needs either said they will not reassesstheir college hiring needs at all or they will do so on an “as-needed” basis.FIGURE 4Employers’ Plans to Reassess Hiring NeedsPERCENT OF RESPONDENTS40%36.4% 36.4%35%27.3% 92017-18Fall vs. spring recruitingWith hiring cycles continuously being pushed up, it stands to reason that the fall is the moreactive season for college recruiting. In fact, this is the fourth consecutive year respondents reportthey will be conducting approximately 70 percent of their college recruiting in the fall, with theremainder to be conducted in the spring. (See Figure 5.)Another potential trend to watch is that, this year, almost 15 percent of respondents are reportingthat they will do 100 percent of their college recruiting in the fall, up from 13 percent last year.2019 N A C E J O B O U T LO O K7
FIGURE 5Percentage of CollegeRecruiting ConductedIn Fall vs. Spring,2014-2019Job Outlook Survey %29%201566%34%201462%38%Among the respondents that plan to recruit in spring 2019, almost 70 percent indicate thatthey have firm or tentative plans in place. Just 1 percent of respondents that will be on campusin the spring will not be hiring, and 12.1 percent are unsure of their spring 2019 recruiting plans.With almost 20 percent conducting all recruiting in the fall, the group that is unsure of its spring2019 plans may be made up of those that only recruit in the spring to finish their collegerecruiting quotas. (See Figure 6.)FIGURE 6Spring 2019Recruiting PlansRecruiting PlansSpring 2019Spring 2018Firm recruiting plans37.4%37.1%Tentative plans in place30.3%32.6%All recruiting in fall19.2%18.2%Unsure12.1%10.6%1.0%1.5%Not hiring2019 N A C E J O B O U T LO O K8
Hiring by industryOf the 10 industries that provided hiring projections in this report, eight are showing overallincreases in college hiring; the remaining two report overall decreases. (See Figure 7.) Whilejust two of 13 industries responding to last year’s Job Outlook 2018 survey reported overalldecreases, the numerical percentage increases in hiring this year far outweigh the decreases.For instance, nearly all of the industries that are increasing overall hires this year show doubledigit bumps. This was not the case last year, when just four industries indicated double-digitpercentage increases.The three largest hiring increases this year are seen in the chemical (pharmaceutical)manufacturing, computer and electronics manufacturing, and oil and gas extraction industries.All three industries are reporting that they will hire at least 30 percent more new collegegraduates this year than they did last year.FIGURE 7Total Change in Hiring, by IndustryIndustry# of 2019Projected Hires# of 2018Actual Hires% Change# of RespondentsOil & Gas ical (Pharmaceutical) Mfg.68750336.6%93,4652,56235.2%13Misc. 819.1%272822800.5%7Misc. Professional Computer & Electronics Mfg.Finance, Insurance & Real EstateEngineering Services2019 N A C E J O B O U T LO O K9
Chemical (pharmaceutical) manufacturers, which reported an overall hiring increase of 36.6percent, have 80 percent of respondents with either firm or tentative plans in place for spring2019 recruiting. They also rated the job market within their industry just above the “very good”rating. (See Figures 8 and 9.)Also reporting a large increase in hiring, computer and electronics manufacturers have almost38 percent of their respondents doing all their recruiting this fall. Half of their respondents havefirm or tentative plans for spring 2019 recruiting. They rate the job market within their industrysomewhere between “good” and “very good.”FIGURE 8Spring 2019 Recruiting Plans, by IndustryIndustryFirm TentativeplansplansAll inFallNotHiringUnsure# ofRespondentsChemical er & Electronics Mfg.37.5%12.5%37.5%0.0%12.5%8Misc. 0.0%0.0%33.3%6Finance, Insurance, & RealEstate37.5%31.3%25.0%0.0%6.3%16Engineering Services0.0%20.0%40.0%0.0%40.0%5Misc. Prof. %20.0%0.0%20.0%52019 N A C E J O B O U T LO O K10
FIGURE 9Job Market Ratings, by Industry*IndustryAverage RatingNumber of RespondentsEngineering Services4.405Chemical (Pharmaceutical) Mfg.4.205Finance, Insurance, & Real Estate4.0016Misc. Prof. Services3.836Government3.605Computer & Electronics Mfg.3.339Misc. Mfg.3.3318Information3.336*5-point scale, where 1 Poor, 2 Fair, 3 Good, 4 Very Good, and 5 Excellent.Hiring by regionIn the Job Outlook 2018 survey, data were reported for just four geographic regions. This year,NACE included seven regions as defined by the Bureau of Economic Analysis.Increases in hiring are shown across all regions, with New England boasting the highest projectedgain of 31.2 percent. (See Figure 10.) The Southwest, Plains, and Rocky Mountain/Far Westregions also have double-digit projected increases, and in all cases, there are no respondentswith plans to decrease hiring. (See Figure 11.) While the Mideast also has an overall increasereported in the double-digits, slightly more than 14 percent of respondents in this region haveplans to decrease their hiring numbers.FIGURE 10Total Change in Hiring, by RegionRegion# of 2019Projected Hires# of 2018Actual Hires%Change# ofRespondentsNew eat 7205,2788.4%19Southwest1,6691,39020.0%22Rocky Mountain/Far West1,5891,39513.9%14Plains2019 N A C E J O B O U T LO O K11
FIGURE 11Hiring Expectations by Region, by Percent of RespondentsRegionIncreaseMaintainDecreaseNew England42.9%57.1%0.0%Mideast50.0%35.7%14.3%Great .4%64.7%5.9%Southwest53.3%46.7%0.0%Rocky Mountain/Far West44.4%55.6%0.0%In some regions, employers’ plans for spring 2019 recruiting differ slightly from their overallhiring projections and expectations. (See Figure 12.) In the Mideast region, for example, almost30 percent of respondents will do all their hiring in the fall with the remaining respondentshaving either firm or tentative plans for the spring. While there are no respondents here thatare not hiring or are unsure of their spring 2019 recruiting plans, 14.3 percent of Mideastrespondents are planning to decrease college hiring—the highest percentage of all seven regions.In contrast, in the Southwest region, almost 7 percent of respondents will not be on campusin spring 2019 because they are not hiring. Yet, this is the same region with a high percentageof employers (53.3 percent) that are increasing their college hires and with an overall hiringincrease of 20 percent.Only in the Plains region is there consistency in all three factors. The overall hiring increase is19.6 percent. Respondents increasing their hiring account for 54.5 percent of the region, withthe remaining 45.5 percent maintaining their hires. In addition, 100 percent of respondents inthe Plains region report either firm or tentative plans for spring 2019 recruiting.2019 N A C E J O B O U T LO O K12
FIGURE 12Spring 2019 Recruiting Plans, by RegionRegionFirm TentativeplansplansAll inFallNotHiringUnsure# ofRespondentsNew 8.6%0.0%0.0%14Great est26.7%13.3%26.7%6.7%26.7%15Rocky Mountain/Far West25.0%25.0%12.5%0.0%37.5%82019 N A C E J O B O U T LO O K13
Who Is in Demand?Demand by degree levelFully 100 percent of this year’s survey respondents plan to hire bachelor’s degree graduates fromthe Class of 2019. (See Figure 13.) This was also true for the Class of 2017, and, for the most part,for the Class of 2018.Not only does the composition of new hires at the bachelor’s level remain generally the same,but respondents are also keeping their new hire percentages steady at the associate and advanceddegree levels.FIGURE 13Hiring Expectations, by Degree LevelDegreeLevelAverage % ofNew CollegeHires in2018-19Number ofRespondentsHiring2018-19% of TotalRespondentsHiring in2018-19Average % ofNew CollegeHires in2017-18Number ofRespondentsThat Hired in2017-18% of TotalRespondentsThat Hiredin nal(J.D., M.D., etc.)0.5%67.2%0.4%119.4%2019 N A C E J O B O U T LO O K14
Demand by broad category is identical to last year, with business, engineering, and computerscience as the top disciplines. This holds true at the associate, bachelor’s, and master’s degreelevels, although not in the same order. Meanwhile, math and sciences are most in demand at thedoctorate level. (See Figures 14 and 15.)FIGURE 14Top Degrees in Demand, by Broad CategoryBroad CategoryNumber of RespondentsThat Will Hire% of TotalRespondents (N 101)Business8483.2%Engineering8382.2%Computer & Information Sciences6362.4%Math & Sciences3534.7%Communications1918.8%Social Sciences2120.8%Humanities65.9%Agriculture & Natural Resources65.9%Healthcare55.0%Education11.0%2019 N A C E J O B O U T LO O K15
FIGURE 15Top Degrees in Demand, by Degree Level and Broad oad CategoryNumber of RespondentsThat Will Hire% of Total Respondents(N 101)Business44.0%Computer & Information riculture & Natural Resources11.0%Healthcare11.0%Humanities11.0%Math & Sciences11.0%Social ess7978.2%Computer & Information Sciences6160.4%Math & Sciences3231.7%Social Sciences2019.8%Communications1918.8%Agriculture & Natural ion11.0%Business4645.5%Engineering3029.7%Computer & Information Sciences2726.7%Math & Sciences1716.8%Social Sciences44.0%Healthcare33.0%Agriculture & Natural cations00.0%Math & Sciences109.9%Engineering98.9%Computer & Information Sciences65.9%Business33.0%Healthcare22.0%Social Sciences11.0%Education11.0%Agriculture & Natural 19 N A C E J O B O U T LO O K16
Top majors in demandAt the bachelor’s degree level, employer demand by individual major has shifted back to a mixof both business and technical degrees. (See Figure 16.) Last year, finance and accounting werealso the top two bachelor’s degree majors in demand, but there were no engineering majorsamong the top 10.This year, mechanical engineering, electrical engineering, and computer engineering areinterspersed throughout the list. In addition, computer science is fourth on the list and informationscience is seventh (both held the same positions last year).FIGURE 16Top Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Total RespondentsThat Will HireFinance6564.4%Accounting6261.4%Mechanical Engineering5756.4%Computer Science5655.4%Business Administration/Mgmt.5554.5%Electrical Engineering5352.5%Information Science5251.5%Logistics/Supply Chain4948.5%Management Information Systems4948.5%Computer Engineering4645.5%Demand for individual majors within each of the seven broad categories is shown in Figures 17through 23. Results include: Nearly 80 percent of respondents hiring graduates with business degrees are seeking financeand accounting majors. These are also the top two overall bachelor’s degree majors in demandand will be targeted by at least 60 percent of total respondents. T he top three engineering fields in demand—mechanical, electrical, and computer engineering—also made the top 10 list of overall majors in demand at the bachelor’s degree level. More thanhalf of respondents hiring engineering graduates will hire these majors, and approximately halfof total respondents have plans to recruit them. More than 60 percent of employers that will hire computer sciences majors will hire all threereported individual majors—computer science, information sciences and systems, and softwareapplications.2019 N A C E J O B O U T LO O K17
T hree-quarters of respondents hiring graduates in math and sciences will specifically hiremathematics majors. Slightly more than one-third of these respondents will also recruitchemistry majors, but less than 20 percent of respondents are interested in the remainingscience fields—biology, environmental science, physics, construction science, and geology. While graduates earning social sciences degrees will be recruited by 19.8 percent of totalrespondents, 95 percent of those that plan to recruit them will hire economics majors.Political science/government and psychology majors will also be targeted, but by just35 percent of those respondents hiring graduates with social science degrees. Less than 6 percent of total respondents have plans to hire humanities majors. English andliberal arts/general studies will receive the most interest.FIGURE 17Top Business Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents HiringBusiness Degrees (N 79)Finance6582.3%Accounting6278.5%Business Administration/Mgmt.5569.6%Management Information Systems4962.0%Logistics/Supply 645.6%Human Resources3240.5%International Business2025.3%Actuary1519.0%810.1%Hospitality Management2019 N A C E J O B O U T LO O K18
FIGURE 18Top Engineering Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents HiringEngineering Degrees (N 82)Mechanical Engineering5769.5%Electrical Engineering5364.6%Computer Engineering4656.1%Software Engineering3947.6%Industrial Engineering3340.2%Chemical Engineering3137.8%Systems Engineering2226.8%Materials Engineering2125.6%Engineering Technology2024.4%Civil Engineering1923.2%Environmental Engineering1923.2%Aerospace/Aeronautical Engineering1113.4%Biomedical Engineering1012.2%Petroleum Engineering44.9%Nuclear Engineering22.4%FIGURE 19Top Computer and Information Science Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents HiringComputer & InformationScience Degrees (N 61)Computer Science5691.8%Information Sciences & Systems5285.2%Software Applications3963.9%2019 N A C E J O B O U T LO O K19
FIGURE 20Top Math and Science Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents Hiring Math& Science Degrees (N Environmental Science618.8%Physics618.8%Construction Science515.6%Geology39.4%FIGURE 21Top Communications Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents HiringCommunications Degrees (N 19)Communications19100.0%Public %FIGURE 22Top Social Sciences Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents HiringSocial Sciences Degrees (N 20)1995.0%Political Science/International al Work315.0%Economics2019 N A C E J O B O U T LO O K20
FIGURE 23Top Humanities Degrees in Demand (Bachelor’s Degree Level)Major# of RespondentsThat Will Hire% of Respondents HiringHumanities Degrees (N 6)English583.3%Liberal Arts/General Studies583.3%History350.0%Foreign Language & Literature350.0%Philosophy350.0%Visual & Performing Arts350.0%Area & Gender Studies350.0%Demand for individual majors at the master’s degree level continues to include a mix ofSTEM and business majors, with computer science and M.B.A.s as the majors most indemand. (See Figure 24.) This was also the case last year. Four engineering majors—computer,software, electrical, and mechanical engineering—are also included on the list, and accountingand finance majors field interest from almost 20 percent of employers hiring graduates withmaster’s degrees.FIGURE 24Top Degrees in Demand (Master’s Degree Level)Major# of RespondentsThat Will Hire% of Total RespondentsThat Will HireComputer Science2524.8%Business Administration/Mgmt. (M.B.A.)2423.8%Computer Engineering2322.8%Information Sciences & are Engineering1918.8%Electrical Engineering1716.8%Mechanical Engineering1716.8%Management Information Systems1615.8%2019 N A C E J O B O U T LO O K21
At the doctorate degree level, demand is totally focused on STEM majors. (See Figure 25.)Computer science majors top the list, with graduates in mathematics, engineering, and othercomputer-related fields also receiving interest.FIGURE 25Top Degrees in Demand (Doctorate Degree Level)Major# of RespondentsThat Will Hire% of Total RespondentsThat Will HireComputer Science65.9%Mathematics65.9%Computer Engineering44.0%Electrical Engineering44.0%Information Science & Systems44.0%Mechanical Engineering44.0%Software Applications44.0%Civil Engineering33.0%Materials Engineering33.0%Software Engineering33.0%Demand by region once again confirms that finance is the top bachelor’s degree in demand,as it tops the list in three of the seven regions. (See Figures 26 through 32.) Other top majorsare a combination of business, computer science, and engineering degrees.FIGURE 26Top Five Undergraduate Majors – New EnglandMajor# of New EnglandRespondentsThat Will Hire% of New EnglandRespondentsThat Will Hire% of TotalRespondentsThat Will HireFinance685.7%5.9%Information Science & Systems685.7%5.9%Business Administration/Mgmt.571.4%5.0%Computer Science571.4%5.0%Management Information Systems571.4%5.0%2019 N A C E J O B O U T LO O K22
FIGURE 27Top Five Undergraduate Majors – MideastMajor# of MideastRespondentsThat Will Hire% of MideastRespondentsThat Will Hire% of TotalRespondentsThat Will HireFinance964.3%8.9%Accounting964.3%8.9%Business Administration/Mgmt.857.1%7.9%Computer Science857.1%7.9%Information Science & Systems857.1%7.9%# of Great LakesRespondentsThat Will Hire% of Great LakesRespondentsThat Will Hire% of TotalRespondentsThat Will HireMechanical ng1553.6%14.9%Electrical Engineering1553.6%14.9%Logistics/Supply Chain1553.6%14.9%# of PlainsRespondentsThat Will Hire% of PlainsRespondentsThat Will Hire% of TotalRespondentsThat Will Hire1090.9%9.9%Accounting981.8%8.9%Business Administration/Mgmt.981.8%8.9%Logistics/Supply Chain981.8%8.9%Management Information Systems872.7%7.9%FIGURE 28Top Five Undergraduate Majors – Great LakesMajorFIGURE 29Top Five Undergraduate Majors – PlainsMajorFinance2019 N A C E J O B O U T LO O K23
FIGURE 30Top Five Undergraduate Majors – SoutheastMajor# of SoutheastRespondentsThat Will Hire% of SoutheastRespondentsThat Will Hire% of TotalRespondentsThat Will HireComputer Science1164.7%10.9%Information Science & Systems1164.7%10.9%Accounting1058.8%9.9%Electrical Engineering1058.8%9.9%952.9%8.9%# of SouthwestRespondentsThat Will Hire% of SouthwestRespondentsThat Will Hire% of TotalRespondentsThat Will Hire1066.7%9.9%Accounting853.3%7.9%Business hanical Engineering853.3%7.9%# of RockyMountain/Far WestRespondentsThat Will Hire% of RockyMountain/Far WestRespondentsThat Will Hire% of TotalRespondentsThat Will HireAccounting777.8%6.9%Computer Science777.8%6.9%Finance777.8%6.9%Mechanical Engineering666.7%5.9%Software Engineering666.7%5.9%FinanceFIGURE 31Top Five Undergraduate Majors – SouthwestMajorComputer ScienceFIGURE 32Top Five Undergraduate Majors – Rocky Mountain/Far WestMajor2019 N A C E J O B O U T LO O K24
By industry, finance, insurance, and real estate employers have the most interest in financemajors, with 100 percent of respondents reporting that they will hire these majors. (SeeFigure 33.) Respondents also show high interest in the other top business majors in demand,including accounting and business administration/management. A large percentage ofgovernment and miscellaneous manufacturers also plan to target top bachelor’s majors.FIGURE 33Who Is Hiring, by Industry (Bachelor’s Degree omputer ScienceBusinessAdministration/Mgmt.Most Interested Industries% of Industry RespondentsFinance, Insurance & Real Estate100.0%Government80.0%Retail Trade80.0%Government100.0%Finance, Insurance & Real Estate86.7%Misc. Mfg.66.7%Misc. Mfg.94.4%Chemical (Pharmaceutical) Mfg.80.0%Computer & Electronics Mfg.66.7%Information100.0%Misc. Prof. Services83.3%Retail Trade80.0%Finance, Insurance & Real Estate86.7%Government80.0%Misc. Mfg.55.6%When it comes to the majors most in demand at the bachelor’s degree level, respondents in thePlains region have the highest percentage of employers that plan to target the three businessmajors, while those in the Rocky Mountain/Far West region hold the most interest in the technicaldegrees. (See Figure 34.)2019 N A C E J O B O U T LO O K25
FIGURE 34Who Is Hiring, by Region(Bachelor’s Degree omputerScienceBusinessAdministration/Mgmt.Most Interested Regions% of Region’sRespondentsPlains90.9%New England85.7%Rocky Mountain/Far West77.8%Mideast64.3%Great ocky Mountain/Far West77.8%Mideast64.3%Southeast58.8%New England57.1%Great Lakes53.6%Southwest53.3%Rocky Mountain/Far West66.7%Great ideast50.0%New England28.6%Rocky Mountain/Far West77.8%New %Mideast57.1%Great Lakes28.6%Plains81.8%New England71.4%Mideast57.1%Rocky Mountain/Far West55.6%Southwest53.3%Great Lakes46.4%Southeast41.2%2019 N A C E J O B O U T LO O K26
International student hiring recoversLast year, the percentage of employers that had plans to hire international students droppedto its lowest level in the past five years at just 23.4 percent. This year, however, more than 28percent of respondents indicate plans to hire international students. (See Figure 35.) Among thesmall group of respondents (n 14) that provided their specific hiring numbers for internationalstudents, the news is also good: These parti
2019 NACE JOB OUTLOOK 3 About the Job Outlook 2019 Survey The Job Outlook survey is a forecast of hiring intentions of employers as they relate to new college graduates. Each year,
ODU Resources for Support and Retention Page 2-25 COVID Addendums Page 25 . Dr. Ed Neukrug Professor eneukrug@odu.edu Ms. Jennifer Simmons Lecturer Human Services Program Director jmsimmon@odu.edu Course Lead- HMSV 341, 444, and 448 Addictions Committee Dr. Mark Rehfuss Associate Professor Online Program Director mrehfuss@odu.edu .
Outlook 2013, Outlook 2016, or volume-licensed versions of Outlook 2019 Support for Outlook 2013, 2016, and volume-licensed versions of Outlook 2019 ends in December 2021. To continue using the Outlook integration after the end of 2021, make plans now to upgrade to the latest versions of Outlook and Windows. Outlook on the web
1. What is job cost? 2. Job setup Job master Job accounts 3. Cost code structures 4. Job budgets 5. Job commitments 6. Job status inquiry Roll-up capabilities Inquiry columns Display options Job cost agenda 8.Job cost reports 9.Job maintenance Field progress entry 10.Profit recognition Journal entries 11.Job closing 12.Job .
o Microsoft Outlook 2000 o Microsoft Outlook 2002 o Microsoft Outlook 2003 o Microsoft Outlook 2007 o Microsoft Outlook 2010 o Microsoft Outlook 2013 o Microsoft Outlook 98 o Microsoft PowerPoint 2000 o Microsoft PowerPoint 2002 – Normal User o Microsoft PowerPoint 2002 – Power User o Microsoft PowerPoint 2002 – Whole Test
Outlook 2003 with Exchange 2010 still gives an excellent email experience and the improvements made in Outlook 2007, Outlook 2010 and Outlook 2013 are relatively minor. Outlook 2003 was the first version of Outlook capable of connecting to an Exchange server over the Internet, as opposed to an Exchange server located on the same LAN.
Outlook Integration with Salesforce Page 1 of 19 Outlook Integration with Salesforce This guide will help you set up the Outlook Integration add-in, which replaces the Salesforce for Outlook app you may be familiar with, within Outlook and Outlook on the Web to connect to Salesforce, and show you how to log emails, events and meetings to Salesforce.
Outlook 2016 Setup Instructions Page 1 of 18 How to Configure Outlook 2016 to connect to Exchange 2010 Currently Outlook 2016 is the version of Outlook supplied with Office 365. Outlook 2016 will install and work correctly on any version of Windows 7, Windows 8 or Windows 10. Outlook 2016 won't install on Windows XP or Vista.
business model stakeholders and the resources they deploy. Although it has been emerging since the mid-1970s, a commonly accepted, unified science of design does not yet exist (Simon, 1996). Therefore, in our conceptual theory development, we draw on ideas from various design fields (e.g., architecture, Antecedents of Business Model Design
