The survey found that 20% of organizations hired 2015 college graduates to begin working after graduation and 15% hired before graduation. Two-thirds of positions were full-time. Compensation was about the same as 2014 for most graduates. Over two-thirds of organizations planned to hire graduates in the future. The most common reasons for not hiring were no openings and being too early. Collaborating with colleges and referrals were the most effective recruitment methods.

1. SHRM Survey Findings: The Hiring of 2015 College
Graduates
April 16, 2015

2. Definitions
The Hiring of 2015 College Graduates ©SHRM 2015 2
Introduction
The 2015 Hiring College Graduates Survey was administered by the Society for Human Resource
Management (SHRM) to identify the prevalence of organizations hiring new college graduates in 2015.
Among other topics, the survey also assessed reasons for not hiring new graduates, compensation
offered to new graduates and recruitment methods used. When possible, 2015 data are compared
with 2013 data.
Definition
For this survey, “2015 college graduates” refer to students earning an undergraduate degree (i.e., a
four-year degree) or a graduate degree (e.g., M.S., M.A., MBA, doctoral degree) in 2015.

3. Key Findings
 Have organizations hired 2015 college graduates as full-time, part-time or temporary/contract
employees? One-fifth of respondents (20%) indicated their organizations hired 2015 college graduates
to begin working after graduation, and 15% indicated they hired 2015 college graduates to begin working
before graduation; almost two-thirds (65%) had not hired any 2015 college graduates yet. In comparison,
more than two-fifths (41%) of respondents indicated hiring graduates in 2013, whereas more than half
(58%) had not hired graduates that year. Additionally, larger organizations (i.e., those with 500 or more
employees) were more likely to have hired 2015 college graduates to begin working after graduation
than smaller organizations (i.e., those with less than 500 employees).
 For what job categories are organizations hiring 2015 college graduates? More than two-thirds
(69%) of the positions filled by 2015 college graduates were full-time positions; less than one-quarter
were temporary/contract (11%) and part-time (17%).
 On average, in 2015 compared with 2014, has the total compensation package (salary plus
benefits) offered to 2015 college graduates been more, about the same or less? About four-fifths
(81%) of respondents indicated the compensation package offered to 2015 college graduates was
“about the same” compared to 2014. In contrast, 18% of organizations offered higher total compensation
to 2015 college graduates; very few (less than 1%) offered lower total compensation to 2015 college
graduates.
 This year, does your organization plan to hire any 2015 college graduates as full-time, part-time
or temporary/contract employees? Over two-thirds (71%) of organizations that had not yet hired 2015
college graduates planned to do so, an increase from just over one-half (53%) in 2013.
3The Hiring of 2015 College Graduates ©SHRM 2015

4. Key Findings (continued)
 What job factors are top priorities for 2015 college graduates? More than one-half of HR
professionals indicated that compensation/pay and career advancement opportunities were the top
priorities for 2015 college graduates (both 59%). Other priorities included opportunities for training and
development (50%), meaningful work (44%), overall organizational culture (35%), and flexibility to
balance work and life issues (34%).
 What are the reasons organizations have not yet hired and do not plan to hire 2015 college
graduates? The most common reason cited by HR professionals for not planning to hire 2015 college
graduates is due to “no current openings for recent graduates” being available (69%); other reasons
include “too early to hire for 2015” (24%) and graduates being “underqualified for open positions” (15%).
 Which recruitment methods were most effective in generating viable job candidates among 2015
college graduates? According to organizations that have actively recruited 2015 college graduates, the
most effective recruitment methods included collaborating with colleges and universities (68%),
employee referrals (31%), the organization’s corporate career website (25%), and social networking
websites (23%). Of respondents who indicated they used social networking websites to actively recruit
2015 college graduates, the vast majority reported they used LinkedIn (91%); about one-half reported
they used Facebook (48%) or a professional or association social networking site (46%).
4The Hiring of 2015 College Graduates ©SHRM 2015

5. Key Findings (continued)
 What skills do organizations believe 2015 college graduates are lacking? The most common skills
(both knowledge/basic and applied skills) organizations believe 2015 college graduates are lacking are
professionalism/work ethic (43%), writing in English (e.g., grammar, spelling) (29%), relationship
building/soft skills (29%), business acumen (28%), written communications (26%) and critical
thinking/problem-solving (26%).
 Do organizations have talent development strategies or training programs set in place that target
recent graduates or other employees with limited work experience? Almost one-half of
organizations have talent development strategies or training programs for recent graduates or other
employees with limited work experience (46%).
5The Hiring of 2015 College Graduates ©SHRM 2015

6. What Do These Findings Mean for the HR Profession?
 The job market has improved overall, and hiring processes should become more streamlined
and accessible as a result. Hiring has improved across virtually all sectors of the U.S. economy. In
the early years of the post-recession recovery, many companies may not have focused recruiting
efforts on college graduates due to a lack of openings and limited turnover within their organizations.
With a healthier labor force and opportunities increasing, young job seekers are also seeking
opportunities on social media outlets and are frequently using smartphones to apply for open
positions. HR professionals should explore the use of social media for recruiting as well as
technological improvements that simplify the hiring process.
 When recruiting college graduates, consider flexible work and development opportunities.
Research has shown that Millennials and other younger members of the workforce place a high value
on flexible work schedules, corporate culture and opportunities to grow within an organization. With
limited wage growth in most job sectors, HR professionals should consider promoting their
organizations’ benefits packages and development opportunities as a means of recruiting top talent
among college graduates.
 If it remains difficult to recruit college graduates, consider formal development programs and
partnerships with colleges and universities. Many HR professionals have experienced difficulty
recruiting college graduates for high-tech, scientific and skilled labor positions. Closer connections
with trade schools and standard four-year higher education institutions, perhaps through cooperative
curriculum development to meet the needs of the local private sector, can foster success in recruiting
college graduates.
6The Hiring of 2015 College Graduates ©SHRM 2015

7. Has your organization hired any 2015 college graduates as full-time, part-time or
temporary/contract employees?
7
The Hiring of 2015 College Graduates
The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 403. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not total 100% due to rounding.
58%
25%
16%
65%
20%
15%
No, we have not hired any 2015 graduates
Yes, to begin working after graduation
Yes, to begin working before graduation
2015 (n=403)
2013 (n=429)

8. The Hiring of 2015 College Graduates
7The Hiring of 2015 College Graduates ©SHRM 2015
Comparisons by Organization Sector
• Publicly owned for-profit organizations were more likely than nonprofit and government
organizations to have hired 2015 college graduates to begin working after graduation.
Comparisons by organization sector
Publicly owned for-profit (39%) >
Nonprofit (11%)
Government (13%)
Comparisons by organization staff size
500 to 2,499 employees (30%) > 1 to 99 employees (5%)
2,500 to 24,999 (39%) >
1 to 99 employees (5%)
100 to 499 employees (15%)
Comparisons by Organization Staff Size
• Organizations with 500 to 2,499 employees were more likely than organizations with 1 to 99
employees to have hired 2015 college graduates to begin working after graduation; organizations
with 2,500 to 24,999 employees were more likely than organizations with 1 to 99 or 100 to 499
employees to have hired 2015 college graduates to begin working after graduation.
Note: Only statistically significant differences are shown (p < .05).

9. 6%
11%
13%
71%
3%
17%
11%
69%
Roughly equal for each category
Part-time
Temporary/contract
Full-time
2015 (n =
131)
2013 (n =
175)
Note: n = 131. Only respondents whose organizations have hired 2015 college graduates to begin working before or after graduation were asked this question.
Respondents who answered “don’t know” were excluded from this analysis. Percentages may not total 100% due to rounding.
9
2015 College Graduates Hired by Job Category
The Hiring of 2015 College Graduates ©SHRM 2015

10. 12%
64%
24%
More than last year
About the same as last year
Fewer than last year
Note: n = 403. Respondents who answered “don’t know” were excluded from this analysis.
10
Change in the Number of Entry-Level Positions Available for
College Graduates in 2015 Compared with 2014
The Hiring of 2015 College Graduates ©SHRM 2015

11. Change in the Compensation Package (Salary Plus Benefits)
Offered to College Graduates in 2015 Compared with 2014
18%
81%
1%
Larger
About the same
Smaller
Note: n = 134. Only respondents whose organizations have hired 2015 college graduates to begin working before or after graduation were asked this question.
Respondents who answered “don’t know” were excluded from this analysis.
11The Hiring of 2015 College Graduates ©SHRM 2015

12. 12The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 187. Only respondents whose organizations have not hired 2015 college graduates to begin working before or after graduation were asked this
question. Respondents who answered “don’t know” were excluded from this analysis.
Organizations That Plan to Hire 2015 College Graduates
47%
53%
29%
71%
No
Yes
2015 (n = 187)
2013 (n = 138)

13. Comparisons by Organization Staff Size
Comparisons by organization staff size
1 to 99 employees (44%) <
100 to 499 employees (72%)
500 to 2,499 employees (82%)
2,500 to 24,999 employees (89%)
• Organizations with 1 to 99 employees were less likely than organizations with 100 to 499
employees, 500 to 2,499 employees, and 2,500 to 24,999 employees to plan to hire 2015 college
graduates.
Organizations That Plan to Hire 2015 College Graduates
12The Hiring of 2015 College Graduates ©SHRM 2015
Note: Only statistically significant differences are shown (p < .05).

14. Reasons Organizations Have Not Hired and Do Not Plan to Hire
2015 College Graduates
14
2015
(n = 163)
2013
(n =166)
There are no current openings for recent graduates 69% 68%
It is too early to hire for 2015 24% 14%
Graduates are underqualified for open positions 15% 10%
Graduates are overqualified for open positions 8% 11%
The organization has a hiring freeze in place 7% 8%
The organization is unable to successfully recruit 2015 college graduates 2% 2%
It is too late to hire for 2015 0% 0%
Other 10% 8%
The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 166. Only respondents whose organizations have not hired and do not plan to hire 2015 college graduates were asked this question. Percentages do
not total 100% due to multiple response options.

15. Organizations That Have Actively Recruited 2015 College
Graduates
Yes, 47%No, 53%
15The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 409. Respondents who answered “don’t know” were excluded from this analysis.

16. Organizations That Have Actively Recruited 2015 College
Graduates
15The Hiring of 2015 College Graduates ©SHRM 2015
Note: Only statistically significant differences are shown (p < .05).
Comparisons by organization staff size
100 to 499 employees (43%)
500 to 2,499 employees (57%)
2,500 to 24,999 employees (74%)
> 1 to 99 employees (22%)
2,500 to 24,999 employees (74%) > 100 to 499 employees (43%)
Comparisons by Organization Staff Size
• Organizations with 100 to 499, 500 to 2,499, and 2,500 to 24,999 employees were more likely than
organizations with 1 to 99 employees to have hired 2015 college graduates to begin working after
graduation; organizations with 2,500 to 24,499 employees were also more likely than organizations
with 100 to 499 employees to have hired 2015 college graduates to begin working after graduation.
Comparisons by Organization Sector
• Publicly owned for-profit organizations were more likely than privately owned for-profit and
government organizations to have actively recruited 2015 college graduates.
Comparisons by organization sector
Publicly owned for-profit (67%) >
Privately owned for-profit (45%)
Government (40%)

17. 14%
82%
4%
More difficult
About the same
Less difficult
17The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 286. Respondents who answered “don’t know” were excluded from this analysis.
Difficulty Experienced in Recruiting 2015 College Graduates
Compared with 2014

18. Job Category
Very
Easy
Somewhat
Easy
Somewhat
Difficult
Very
Difficult
Scientists (n = 39) 10% 13% 41% 36%
Skilled trades, such as electricians, carpenters,
machinists, mechanics, welders and plumbers (n = 105)
3% 20% 48% 30%
Engineers (n = 114) 5% 20% 45% 30%
High-skilled technical, such as technicians and
programmers (n = 164)
4% 24% 43% 29%
Managers and executives (n = 149) 3% 22% 50% 24%
Hourly laborers (n = 146) 27% 36% 18% 18%
Drivers (n = 70) 21% 37% 23% 19%
Production operators (n = 82) 16% 32% 35% 17%
Sales representatives (n = 99) 7% 44% 32% 16%
Accounting and finance professionals (n = 188) 12% 43% 36% 10%
HR professionals (n = 137) 6% 49% 37% 8%
Administrative support staff (n = 207) 22% 53% 21% 4%
Customer service representatives (n = 148) 22% 45% 29% 4%
Degree of Difficulty Filling Specific Types of Positions with
2015 College Graduates
18The Hiring of 2015 College Graduates ©SHRM 2015
Note: Respondents who answered “don’t know/not applicable” were excluded from this analysis. Percentages may not total 100% due to rounding. Data sorted by
“very difficult” column.

19. Methods Used to Recruit 2015 College Graduates
19
Recruitment Methods Used Percentage
Collaborating with colleges and universities 89%
Organization’s corporate career web page 60%
Employee referrals 54%
Social networking websites 52%
Mobile technology (e.g., mobile apps, mobile-optimized career sites, targeted
advertisements)
23%
Print-media advertising 18%
Recruitment agency 11%
Other 12%
The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 190. Only respondents whose organizations have actively recruited 2015 college graduates were asked this question. Respondents who answered “don’t
know” were excluded from this analysis. Percentages do not total 100% due to multiple response options.

20. 20
Most Effective Recruitment Methods Percentage
Collaborating with colleges and universities 68%
Employee referrals 31%
Organization’s corporate career web page 25%
Social networking websites 23%
Print-media advertising 6%
Mobile technology (e.g., mobile apps, mobile-optimized career sites, targeted
advertisements)
5%
Recruitment agency 5%
Other 6%
The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 190. Only respondents whose organizations have actively recruited 2015 college graduates were asked this question. Respondents who answered “don’t
know” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Most Effective Methods to Recruit 2015 College Graduates

21. 21
Social Networking Websites Used Percentage
LinkedIn 91%
Facebook 48%
Professional or association social networking site 46%
Twitter 24%
Google+ 6%
YouTube 3%
Foursquare 2%
Pinterest 2%
Other 6%
The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 90. Only respondents whose organizations have used social networking websites to actively recruit 2015 college graduates were asked this question.
Percentages do not total 100% due to multiple response options.
Social Networking Websites Used to Recruit 2015 College
Graduates

22. Top Priorities for 2015 College Graduates
Note: n = 135. Only respondents whose organizations have hired 2015 college graduates to begin working before or after graduation were asked this
question. Respondents who answered “Not sure” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
22
Top Priorities for Prospective Hires Percentage
Compensation/pay 59%
Career advancement opportunities 59%
Opportunities for training and development 50%
Meaningful work 44%
Overall organizational culture 35%
Flexibility to balance work and life issues 34%
Challenging work 30%
Benefits packages 24%
Location 23%
Job security 15%
Organizational leadership 5%
Other 1%
The Hiring of 2015 College Graduates ©SHRM 2015

23. Knowledge/Basic Skills 2015 College Graduate Jobs Seekers
Are Lacking
Knowledge/Basic Skill Percentage
Writing in English (e.g., grammar, spelling) 29%
Reading comprehension (in English) 11%
English language (spoken) 9%
Mathematics (computation) 8%
Foreign languages 6%
Government/economics 4%
Science 4%
History/geography 3%
Humanities/arts 2%
Other 10%
Not applicable—not lacking any knowledge/basic skills 28%
23The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 395. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not total 100% due to multiple response options.

24. Applied Skill Percentage
Professionalism/work ethic 43%
Relationship building/soft skills 29%
Business acumen 28%
Written communications 26%
Critical thinking/problem-solving 26%
Leadership 18%
Lifelong learning/self-direction 16%
Teamwork/collaboration 12%
Coaching skills 9%
Flexibility/openness to new experience 9%
24The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 395. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Applied Skills 2015 College Graduate Job Seekers Are
Lacking

25. Applied Skill Percentage
Ethics/social responsibility 9%
Data interpretation/analytical skills 9%
Cultural sensitivity 8%
Creativity/innovation 4%
Diversity 4%
Agility 3%
Information technology application 2%
Other 2%
Not lacking any applied skills 6%
25The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 395. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not total 100% due to multiple response options.
Applied Skills 2015 College Graduate Job Seekers Are
Lacking (continued)

26. Does your organization have talent development strategies or training programs set in place that
target recent graduates and/or other employees with limited work experience?
Yes, 46%No, 54%
26The Hiring of 2015 College Graduates ©SHRM 2015
Note: n = 374. Respondents who answered “don’t know” were excluded from this analysis.
Talent Development Strategies or Training Programs Targeting
Employees with Limited Work Experience

27. Comparisons by organization staff size
2,500 to 24,999 employees (61%) >
1 to 99 employees (34%)
100 to 499 employees (38%)
Comparisons by Organization Staff Size
• Organizations with 2,500 to 24,999 employees were more likely than organizations with 1 to 99
employees or 100 to 499 employees to have talent development strategies or training programs set
in place that target recent graduates and/or other employees with limited work experience.
Talent Development Strategies or Training Programs Targeting
Employees with Limited Work Experience
26The Hiring of 2015 College Graduates ©SHRM 2015
Note: Only statistically significant differences are shown (p < .05).

28. Demographics

29. Demographics: Organization Staff Size
24%
30%
21%
20%
5%
1 to 99
100 to 499
500 to 2,499
2,500 to 24,999
25,000+
29The Hiring of 2015 College Graduates ©SHRM 2015
n = 373

30. Demographics: Organization Sector
51%
20%
16%
13%
Privately owned for-profit
Nonprofit
Publicly owned for-profit
Government agency
30The Hiring of 2015 College Graduates ©SHRM 2015
n = 374

31. Demographics: Organization Industry
Industry Percentage
Manufacturing 19%
Health care and social assistance 19%
Professional, scientific and technical services 16%
Government agencies 12%
Educational services 10%
Finance and insurance 8%
Construction 6%
Administrative and support and waste management and remediation services 4%
Accommodation and food services 4%
Transportation and warehousing 4%
Real estate and rental and leasing 4%
Note: n = 381. Percentages do not total 100% due to multiple responses.
31The Hiring of 2015 College Graduates ©SHRM 2015

32. Demographics: Organization Industry (continued)
Industry Percentage
Wholesale trade 4%
Repair and maintenance 4%
Utilities 4%
Information 3%
Retail trade 3%
Arts, entertainment and recreation 3%
Agriculture, forestry, fishing and hunting 2%
Religious, grant-making, civic, professional and similar organizations 2%
Mining, quarrying, and oil and gas extraction 2%
Personal and laundry services 1%
Other 10%
32
Note: n = 381. Percentages do not total 100% due to multiple responses.
The Hiring of 2015 College Graduates ©SHRM 2015

33. U.S.-based operations only 73%
Multinational operations 27%
Single-unit organization: An organization in
which the location and the organization are one
and the same.
34%
Multi-unit organization: An organization that has
more than one location.
66%
Multi-unit headquarters determines HR
policies and practices.
48%
Each work location determines HR policies
and practices.
5%
A combination of both the work location and
the multi-unit headquarters determines HR
policies and practices.
47%
Is your organization a single-unit organization or
a multi-unit organization?
For multi-unit organizations, are HR policies and
practices determined by the multi-unit headquarters,
by each work location or by both?
Does your organization have U.S.-based
operations (business units) only, or does
it operate multinationally?
n = 388
n = 386
n = 260
Corporate (companywide) 68%
Business unit/division 20%
Facility/location 13%
n =261. Percentages may not total 100% due to rounding.
What is the HR department/function for which
you responded throughout this survey?
Demographics: Other
33The Hiring of 2015 College Graduates ©SHRM 2015

34. 34
• Response rate = 12%
• 452 HR professionals from a randomly selected sample of SHRM’s membership
participated in this survey
• Margin of error +/-5%
• Survey fielded March 5-24, 2015
SHRM Survey Findings: The Hiring of 2015 College
Graduates
Survey Methodology
34
Project leader:
Jeanessa Gantt, SHRM Research
Project contributors:
Evren Esen, SHRM-SCP, director, Survey Programs, SHRM Research
Karen Wessels, researcher, SHRM Research
Jennifer Schramm, SHRM-SCP, manager, Workforce Trends and Forecasting, SHRM Research
The Hiring of 2015 College Graduates ©SHRM 2015

35. Additional SHRM Resources
35The Hiring of 2015 College Graduates ©SHRM 2015
• Recent survey/poll findings: shrm.org/surveys
• For more information about SHRM’s Research Services:
 Customized Research Services: shrm.org/CustomizedResearch
 Engagement Survey Service: shrm.org/PeopleInSight
 Customized Benchmarking Service: shrm.org/Benchmarks
• Follow us on Twitter @SHRM_Research

36. About SHRM
36
Founded in 1948, the Society for Human Resource Management (SHRM) is the
world’s largest HR membership organization devoted to human resource
management. Representing more than 275,000 members in over 160 countries, the
Society is the leading provider of resources to serve the needs of HR professionals
and advance the professional practice of human resource management. SHRM has
more than 575 affiliated chapters within the United States and subsidiary offices in
China, India and United Arab Emirates. Visit us at shrm.org.
The Hiring of 2015 College Graduates ©SHRM 2015