Insights

Even with the thriving job market, sensible Gen Z’ers aren’t procrastinating when it comes to their job search. In our recent survey of over 1,100 graduates* from the class of 2019, 51% of our Class of 2019 respondents began their job search in or prior to October 2018, with the bulk of respondents selecting “August 2018” as the start of their job search. There’s a small spike of candidates that begin their search in January, and overall, 20% of Gen Z’ers began their search between January 2019 and March 2019. 20% of respondents waited until April, May or June to begin their job search.

Negotiating for a higher salary can make even the most seasoned professionals feel uncomfortable. So it’s no wonder that most entry-level candidates feel unprepared to negotiate for a better compensation package when evaluating a job offer.

According to a LinkedIn Emerging Jobs Report, Sales Development Representatives are among the top 10 fastest growing jobs in the U.S., while an Enterprise Account Executive ranks as the second most recruited job on LinkedIn. It’s clear the demand for sales talent is high, starting at the entry-level. So where are recruiters having the most success finding promising sales talent?

Which colleges and universities produce the most in-demand candidates? According to data from the 2018-2019 hiring season, candidates from Ivy Leagues and elite institutions (public and private) remain the most popular with university recruiters on our platform.

At which university can you find the most in-demand entry-level analysts? According to data from our platform, the University of Pennsylvania has secured the No. 1 spot for producing top candidates for entry-level analyst positions. The finding comes from analyzing the interactions between university recruiters and students that use our platform.

Where can you find top entry-level software engineers and software developers? Try Pittsburgh.

With a new generation entering the workforce, the rise in remote work, and innovative technologies reaching mainstream adoption, the landscape of work is changing at a rapid pace. For talent acquisition professionals, it’s more important than ever to stay on top of the trends that are shaping the recruitment and retention of talented candidates. We rounded up 4 essential facts and figures that should be on the radar of every employer concerned about building a better workforce:

Looking for a way to innovate your recruiting process? Try reworking the interview stage. This can be useful for attracting diverse talent, creating a more even playing field, and testing candidates' skills in new or different areas, among other benefits. According to LinkedIn’s Global Recruiting Trends 2018 report, 63% of recruiters surveyed agree that traditional interviews fail at truly assessing candidates soft skills like teamwork and flexibility. And 42% of recruiters surveyed believe that traditional interviews feed into the bias of the interviewers. Switching up the interview process can not only lead to a more enjoyable experience for the candidate, but will ultimately help bring on better talent. Here are a few companies that utilize unique tactics to create a more dynamic interview process.

Evaluating entry-level candidates for a role requires a different approach than evaluating candidates with several years of experience. While mid-level candidates have previous employment experience, entry-level candidates often lack full-time experience, leaving you to evaluate their potential from their internships, on-campus involvement, and often, GPA.