- Hiring managers still prize formal education, with 79 percent valuing a job candidate's degree completion and 82 percent for an employee's degree completion.
- Hiring managers are also more open to exploring relationships with educational institutions. The survey found a third (37 percent) want to partner with schools to build a local talent pipeline, nearly one-quarter want to work alongside schools to develop better candidate competencies and approximately 30 percent still turn mostly to schools to supply intern and entry-level talent.
- Review job descriptions carefully. Knowing hiring managers meet with six candidates on average to find someone with every qualification on their list, you need to come across as demonstrating as many of those traits as possible. Every trait in the job description should appear in some form on your resume.
- Demonstrate flexibility. One of the three most important critical skills identified by hiring managers is adaptability, especially in a business world that's continually changing and evolving. Show a hiring manager, in both the application materials and in the interview, that you are accustomed to change and unpredictability. This trait is highly differentiating at the entry level, and essential at the mid- and senior-levels.
- Trust is king. For six consecutive years, the Job Preparedness Indicator shows soft skills, including accountability, integrity and work ethic, outrank hard, job-specific skills. You must demonstrate during the interview process that you can be trusted and are accountable.
- Leverage educators for recruitment, retention and development. Whether you're looking for upskilling opportunities, qualified job candidates, or how to fully develop the talent of current employees, partnering with the higher education community can help you meet your business objectives.
"This also identifies an opportunity for employers to lean into higher education partners to help develop and retain their most valuable employees; not just to seek out new candidates," added Levit. "Many colleges and universities have programs and training that can help businesses close the skills gaps with their workforce."To read the research report and expert commentary, visit www.careeradvisoryboard.org About the Career Advisory Board Established in 2010 by DeVry University, the Career Advisory Board is comprised of leading representatives from business and academia who deliver valuable insights on today's most important career trends and provide actionable advice for job seekers. The Career Advisory Board generates original research and commentary, and creates tools, insights and resources to prepare job seekers for success. Its members include executives from DeVry University, Google, Apple, HP, IBM, and LinkedIn, as well as nationally recognized career experts. For more information, visit CareerAdvisoryBoard.org. Survey Methodology The 2016 Job Preparedness Indicator research was conducted online within the United States by DeVry University on behalf of the Career Advisory Board in November 2016. Survey respondents included 484 U.S.-based individuals (53 percent male, 47 percent female) with full-time positions at the director-level or above, in companies with more than 10 employees (mean company size was moderately large at 8,500). Most frequently in the education, financial services and healthcare industries, our respondents' primary job responsibilities include management of staff (84 percent), hiring of new employees (67 percent), firing/laying off of employees (55 percent), and HR management (30 percent). Fifty-nine percent of respondents hire entry-level professionals, 80 percent hire mid-level professionals, and 37 percent hire senior-level professionals/executives.