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Corporate Recruiters Survey 2018

Corporate Recruiters Survey Report 2018

In partnership with:

Market Intelligence


The Corporate Recruiters Survey Report 2018 is a product of the Graduate Management Admission Council (GMAC), a global, nonprofit association of 223 leading graduate business schools. Founded in 1953, we are actively committed to advancing the art and science of admissions by convening and representing the industry and offering best-in-class products and services for schools and students. GMAC owns and administers the Graduate Management Admission Test® (GMAT®) exam, used by more than 7,000 graduate programs worldwide. Other GMAC assessments include the NMAT by GMAC™ exam, for entrance into graduate management programs in India and South Africa, and the Executive Assessment, specifically designed for Executive MBA programs around the world. The Council is based in the United States with offices in the United Kingdom, India, and Hong Kong.


Introduction

Executive Summary

Key Findings

Hiring Trends and Projections

• 2018 Outlook

• MBA

• Master in Management

• Master of Accounting

• Master of Finance

• Master of Data Analytics

• Hiring Trends for US Regions

Demand for Other Business Master’s Talent

Job Levels and Functions

• Job Levels

• Job Functions

• Job Roles

Compensation

• Change in Compensation

• Starting Base Salaries

• Signing Bonuses

• Benefits

• Education/Talent Development Assistance

International Hiring and Placement

• International Hiring

• Global Hiring Placement

Internships

Methodology, Definitions, and Respondent Profile

• Methodology

• Regional Locations of Survey Respondents

• Respondent Characteristics

• Contact Information

Contents


The Corporate Recruiters Survey provides an overview of current employer hiring demand for MBA and business master’s graduates and examines hiring practices and trends by industry and world region.

The Graduate Management Admission Council® (GMAC®), together with survey partners EFMD and MBA Career Services and Employer Alliance (MBA CSEA), conducted the Corporate Recruiters Survey in February and March 2018, in association with career services offices at 96 participating graduate business schools worldwide. RelishMBA also assisted with recruitment of survey participants.

Analysis in the 2018 Corporate Recruiters Survey Report is based on responses received from 1,066 employers in 42 countries worldwide who work directly with participating business schools, including 20 percent in the Fortune Global 100.

Featured topics in this report include:

▪ 2017 hiring results and 2018 hiring projections overall, by region, industry, company size, and company type

▪ Employer hiring demand by job levels and function

▪ Median starting base salaries

▪ International hiring and student mobility

Interactive Benchmark Report

Participating graduate business schools and responding employers receive access to the 2018 Corporate Recruiters Interactive Benchmark Report.

Business School Participation in GMAC Research

GMAC Research offers graduate business schools opportunities to gather data and generate insights about the business school pipeline.

Schools can sign up to participate in the GMAC Application Trends Survey, Corporate Recruiters Survey, and Alumni Perspectives Survey on our survey sign-up page:

gmac.com/surveysignup.

Introduction

1,066 Employers Worldwide Responded to the Corporate

Recruiters Survey in 2018

4

http://www.gmac.com/surveysignup


While hiring projections for recent graduate business school degree earners are somewhat softer in 2018 than in recent years, overall more companies plan to hire recent business school graduates in 2018 than did so in 2017.

Overall, 81 percent of responding companies report plans to hire recent MBA graduates in 2018, compared with 70 percent that hired them in 2017. Though larger companies are more likely than smaller companies to have 2018 MBA hiring plans, start-up companies have the largest increase between their 2017 MBA actual hiring rate (55%) and 2018 projected hiring rate (77%).

Data analytics continues to be in high demand. Overall, 71 percent of employers plan to place recent business school graduates into data analytics roles in 2018. For the first time, the survey collected trending data for Master of Data Analytics hiring. Thirty-five percent of companies hired Master of Data Analytics graduates in 2017 and 52 percent of companies plan to hire them in 2018.

Most companies plan to increase starting base salaries for new business school hires compared with last year. Around the world, MBA graduates continue to command a salary premium relative to direct-from-industry hires and bachelor’s degree hires.

Employer plans to hire international business school graduates has softened in 2018. For example, 47 percent of US companies plan to or are willing to hire international talent in 2018, down from 55 percent that had such plans in 2017. Though employers most often place new hires in the company’s home region, other placement opportunities exist for recent business school graduates. For example, about a quarter of US companies plan to place new hires in roles based in East and Southeast Asia (27%) and Central and South Asia (22%). As one employer stated, “We usually have job openings in the students' home country and expect them to start in their home country verses requiring sponsorship.”

Internships continue to be an avenue to jobs for many business school graduates. MBA internships are offered by most employers in Asia Pacific and the United States, while business master’s internships are offered by most employers in Europe.

Findings from the 2018 Corporate Recruiters Survey highlight the hiring intentions of companies and placement opportunities for new hires. These findings provide business school graduates with insights into the labor market and provide companies with a tool to benchmark their plans against other organizations and industries.

Executive Summary

Employer Hiring Plans for Recent Business School Graduates

Have Moderated Slightly

5


Overall, 81 percent of responding companies plan to

hire MBA graduates in 2018, despite slight declines in

projected hiring among US and European employers.

• The hiring outlook for MBA talent has moderated

slightly among US and European employers, whose

hiring projections are slightly lower in 2018 compared

with recent years. Demand for MBA talent is strongest in

Asia Pacific, where 90 percent of employers plan to

make MBA hires in 2018--the same share as last year.

• Consistent with past years, larger companies are more

likely than smaller companies to have 2018 MBA hiring

plans. However, start-up companies have the largest

increase between their 2017 MBA actual hiring rate

(55%) and 2018 projected hiring rate (77%).

• MBA hiring demand is strongest among companies in

the health care, technology, and energy/utilities

industries.

The majority of companies outside the United States

plan to hire Master in Management (MiM) graduates

in 2018.

• Around 7 in 10 companies in Asia Pacific (73%), Europe

(72%), and Latin America (69%) plan to hire MiM

graduates in 2018. Among US companies, 39 percent

plan to hire MiM graduates.

• MiM hiring demand is strongest among companies in

the health care, consulting, products/services, and

manufacturing industries.

Hiring demand for Master of Accounting and Master

of Finance graduates is mixed across world regions.

• Overall, 41 percent of employers plan to hire Master of

Accounting graduates in 2018, including 44 percent of

European companies, 43 percent of US companies, 40

percent of Latin American companies, and 37 percent of

Asia-Pacific companies.

• Two-thirds of Latin American companies (67%) plan to

hire Master of Finance talent in 2018—the greatest share

of any world region. Fifty-seven percent of European

companies, 46 percent of Asia-Pacific companies, and 38

percent of US companies plan to make such hires.

About half of responding companies (52%) plan to

hire Master of Data Analytics graduates in 2018.

• Hiring demand is strongest among Asia-Pacific

employers, of whom 62 percent plan to hire Master of

Data Analytics graduates in 2018. About half of

employers in the United States (52%), Europe (50%),

and Latin America (47%) plan to make such hires.

Key Findings

6


Overall, more than 7 in 10 responding companies

plan to hire talent from a variety of other business

master’s program types.

• There is considerable regional variation. For example,

most European (54%) and Latin American (51%)

employers plan to hire recent Master of Economics

graduates in 2018. Among Asia-Pacific employers,

nearly half plan to hire Master of Marketing graduates in

2018 (47%).

• Among US employers, the other business master’s

program types most frequently identified as being a part

of their 2018 hiring plans are Master of Information

Technology/Systems (31%) and Master of Supply Chain

Management (25%).

Consistent with past years, mid-level positions are

the most common placement for new business school

graduates in 2018.

• Overall, 3 in 4 companies (75%) plan to place new

business school graduates into mid-level positions.

Sixty-two percent plan to place graduates into entry-level

positions.

• Mid-sized companies are more likely than larger

companies to plan to place new hires into senior and

executive level positions.

Business development, data analytics, and marketing

are the top three job functions employers plan to fill

with new business school graduates in 2018.

• Functional demand varies considerably by employer

world region, industry, company type, and size.

• While the majority of MBA and MiM talent will be hired

into specialist roles at companies, MBA graduates are

slightly more likely than MiM graduates to fill generalist

positions.

• The majority of MBA graduates will be placed in

strategic positions, while the majority of MiM graduates

will be placed in operational positions.

Median starting base salaries differ considerably by

degree type and employer world region.

• US companies will offer a median starting base salary of

US$105,000 to MBA graduates in 2018. This compares

favorably against the median starting base salaries

offered to direct-from-industry (US$85,000) and

bachelor’s degree (US$65,000) new hires.

• European companies will offer a median starting base

salary of US$65,000 to MBA hires and US$25,000 to

MiM hires. Asia-Pacific companies will offer a median

starting base salary of US$35,000 to MBA hires and

US$35,000 to MiM hires.

Key Findings (continued)

7


Most US companies will offer signing bonuses to new

business school hires in 2018. Signing bonuses are

less common among non-US employers.

• Fifty-six percent of US companies will offer signing

bonuses to new business school hires. The median bonus

will be US$10,500.

• Thirty-six percent of Asia-Pacific companies, 30 percent

of Latin American companies, and 20 percent of

European companies will offer signing bonuses. The

median bonuses will be US$3,500, US$3,000, and

US$9,500, respectively.

Most companies report that they have increased their

budget for employee education and talent

development compared with five years ago.

• Most US companies (61%) offer educational assistance

for employee education and talent development. Of

those companies, 66 percent report that they have

increased the amount budgeted per employee compared

with five years ago.

• Fewer than half of Asia Pacific (43%), European (44%),

and Latin American (46%) companies offer education

assistance, but the majority have increased their budget

compared with five years ago.

Employer plans to hire international business school

graduates have softened in 2018.

• Forty-seven percent of US companies plan to or are

willing to hire international talent in 2018, down from 55

percent that had such plans in 2017.

• About the same percentage of European employers plan

to or are willing to hire international talent in 2018

(65%) as 2017 (64%).

• Among US employers, 66 percent of technology

companies and 63 percent of consulting firms plan to or

are willing to hire international talent—the highest rates

across industries.

Most employers will bring on MBA interns in 2018.

• MBA internships are most prevalent in Asia Pacific and

the United States, where 65 percent and 62 percent of

employers plan to offer them, respectively.

• Business master’s internships are most prevalent in

Europe, where 60 percent of employers plan to offer

them.

Key Findings (continued)

8


79%73%

57%

69%

15%21%

21%

22%

6% 6%

22%

9%

Asia Pacific Europe Latin America United States

% o

f re

spondents

Company Direction in 2018, by World Region

Expand/grow Maintain Overcome challenges

64% 68%60%

66%

31%30%

30%

30%

5% 3%10%

4%


% o

f re

spondents

Expected Company Headcount 2018, by World Region

Increase Maintain Decrease

Overall, 69 percent of responding companies report plans for growth and expansion in 2018 and 65 percent of companies expect to increase their organizational headcount.

2018 Outlook

Across World Regions, Most Companies Plan to Expand and

Increase Their Headcount in 2018

10


75%59%

74% 72% 78% 69%

40%65%

19%33% 21% 21% 13% 20%

38%

24%

6% 8% 5% 7% 10% 11%22%

11%

Consulting Energy/Utilities

Finance/Accounting

Health Care Technology Manufacturing Nonprofit/Government

Products/Services

% o

f re

spondents

Industry

73%60% 63% 71%

87%67% 72% 72% 67%

21%29% 27% 17% 6%

21%21% 18% 24%

6% 11% 10% 12% 7% 12% 7% 10% 9%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned

A start-up Fewer than100

100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents

Expand/grow Maintain Overcome challenges

Company Type Company Size

2018 Outlook: Company Direction

Across All Company Types, Sizes, and Industries, Most Plan to

Grow in 2018—With the Exception of Nonprofit/Government

11


81%

49%65% 56%

68% 63% 53% 59%

18%41%

29% 35%29% 34%

44% 34%

0% 10% 5% 8% 3% 3% 4% 6%


Finance/Accounting


Products/Services

% o

f re

spondents

Industry

54% 54% 55%68%

85%73% 72% 68%

56%

38% 38% 38%30% 15% 25% 27%

26%37%

8% 7% 7% 2% 0% 2% 1% 6% 7%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents

Increase Maintain Decrease


2018 Outlook: Company Headcount

Smaller Companies, Startups, and Consulting Firms Are the

Most Likely to Be Planning 2018 Headcount Increases

12


70%

45%36%

42%

81%

53%41%

46%

MBA Master in Management Master of Accounting Master of Finance

% o

f re

spondents

Overall Hiring Projections for 2018 vs. Actual Hiring 2017, by Candidate Type

2017 (actual) 2018 (projected)

35%

87% 85%

52%

91% 90%

Master of Data Analytics Bachelor's Experienced direct-from-industry hires

% o

f re

spondents

Overall, a greater share of responding companies plan to hire MBA and business master’s talent in 2018 compared with the share that hired them in 2017. But, as demonstrated on the next few pages, hiring projections for 2018 have moderated compared with recent years in some regions for specific degree types.


More Companies Plan to Hire B-School Talent in 2018, but

Projections Have Moderated Compared With Recent Years

13


82%

54%63%

77%90%

64%

81% 85%


% o

f re

spondents

Hiring Projections for MBAs, 2018 vs. Actual Hiring 2017, by Region


55%

85%

33%

64%

38%

90%

2009 2010 2011 2012 2013 2014 2015 2016 2017 2018

% o

f re

spondents

MBA Hiring Projections, by World Region,2009 to 2018

US Europe APAC

The hiring outlook for MBA talent has moderated slightly among US and European employers, whose hiring projections are slightly lower in 2018 compared with recent years.

Nine in 10 (90%) companies in Asia Pacific plan to hire MBAs in 2018—the highest share of any world region and steady compared with 2017. Eighty-five percent of US companies, 81 percent of Latin American companies, and 64 percent of European companies plan to hire MBAs in 2018.

Consistent with past years, larger companies are more likely than smaller companies to have 2018 MBA hiring plans. More than 9 in 10 Fortune 100, 500, and publicly traded companies plan to hire recent MBA graduates in 2018.

Start-up companies have the largest increase between their 2017 MBA actual hiring rate (55%) and 2018 projected hiring rate (77%).

MBA hiring demand is strongest among companies in the health care, technology, and energy/utilities industries. Hiring projections from nonprofit/government employers is down compared with past years.

14

Hiring Trends and Projections: MBA

Four in 5 Companies Plan to Hire MBA Graduates in 2018,

Despite Slight Declines in Projected Hiring in the US and Europe

*Latin American data not displayed due to insufficient sample in past survey years.


68%75% 71%

82% 84%71%

45%

69%82% 85%

76%

93% 89%80%

69%78%


Finance/Accounting


Products/Services

% o

f re

spondents

Industry

MBA Hiring Projections 2018 vs. Actual Hiring 2017

92%85% 89%

55% 55%

31%

63%

77%

91%96%90% 94%

64%77%

47%

75%87%

94%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents

2017 (actual) 2018 (projected)Company Type

Company Size

Hiring Trends and Projections: MBA

MBA Talent Is Sought by Most Companies Regardless of Type and

Industry; Start-Up Demand Up, Nonprofit/Gov’t Demand Down

15


67% 63%49%

33%

73% 72% 69%

39%


% o

f re

spondents

Hiring Projections 2018 vs. Actual Hiring 2017, by Region


30%

39%

67% 72%

58%

73%

2012 2013 2014 2015 2016 2017 2018

% o

f re

spondents

Master in Management Hiring Projections, by World Region, 2012 to 2018

US Europe APAC

The hiring outlook for MiM talent has moderated among US and Asia-Pacific employers, as hiring projections are slightly lower in 2018 compared with recent years. European employers’ MiM hiring plans are flat compared with last year.

The majority of companies outside the United States plan to hire MiM talent in 2018. Around 7 in 10 companies in Asia Pacific (73%), Europe (72%), and Latin America (69%) plan to hire MiM graduates in 2018. Among US companies, 39 percent plan to hire MiM graduates.

Consistent with past years, larger companies are more likely than smaller companies to have plans to hire MiM talent in 2018. Most Fortune 100, 500, and publicly traded companies plan to make MiM hires this year.

MiM hiring demand is strongest among companies in the health care, consulting, products/services, and manufacturing industries.

16

Hiring Trends and Projections: Master in Management

The Majority of Companies Outside the United States Plan to

Hire Master in Management Graduates in 2018



62% 60%

47%

33% 33%21%

47% 51%62%

72% 70%

56%

36%42%

25%

56% 60%69%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents



Master in ManagementHiring Projections 2018 vs. Actual Hiring 2017

45% 42% 44% 43%52%

45%32%

48%57%

45% 45%

60%54% 56%

38%

56%


Finance/Accounting


Products/Services

% o

f re

spondents

Industry

Hiring Trends and Projections: Master in Management

Fortune Global 100 and 500 Companies Are the Most Likely to

Have 2018 MiM Hiring Plans

17


33%39%

25%

39%37%44%

40% 43%


% o

f re

spondents



18%

43%

19%

44%

39%37%

2011 2012 2013 2014 2015 2016 2017 2018

% o

f re

spondents

Master of Accounting Hiring Projections, by World Region, 2011 to 2018

US Europe APAC

While the hiring outlook for Master of Accounting talent has improved among US employers and held steady among European employers, hiring projections among Asia-Pacific employers are notably down in 2018.

Forty-four percent of European companies, 43 percent of US companies, 40 percent of Latin American companies, and 37 percent of Asia-Pacific companies plan to hire recent Master of Accounting graduates in 2018.

By world region, Latin American companies have the largest increase between their 2017 actual hiring rate (25%) and 2018 projected hiring rate (40%).

Consistent with past years, larger companies are more likely than smaller companies to have plans to hire Master of Accounting talent in 2018. Sixty-three percent of companies with 10,000 or more employees plan to hire these graduates this year.

More than half of companies in the finance (55%) and manufacturing (52%) industries have plans to hire Master of Accounting talent in 2018. About a third of companies in other industries have Master of Accounting hiring plans.

Hiring Trends and Projections: Master of Accounting

Master of Accounting Hiring Plans Decline in Asia-Pacific, Hold

Steady in Europe, and Rise in US

18



58%

45% 43%

23%13% 12%

37% 35%

58%66%

49%42%

26%17% 14%

43% 42%

63%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents

Company Type


Company Size

28% 25%

46% 39% 43% 44%

25%36%36% 36%

55%38% 39%

52%

34% 38%


Finance/Accounting


Products/Services

% o

f re

spondents

Industry

Master of AccountingHiring Projections 2018 vs. Actual Hiring 2017

Hiring Trends and Projections: Master of Accounting

Finance/Accounting and Manufacturing Companies Are the

Most Likely to Seek Master of Accounting Talent in 2018

19


46%53% 49%

36%46%

57%67%

38%


% o

f re

spondents



41% 38%42%

57%50%

46%

2013 2014 2015 2016 2017 2018

% o

f re

spondents

Master of Finance Hiring Projections, by World Region, 2013 to 2018

US Europe APAC

The hiring outlook for Master of Finance talent is flat among European employers compared with last year, and down slightly among Asia-Pacific and US employers.

Two-thirds of Latin American companies (67%) plan to hire Master of Finance talent—the greatest share of any world region. Most European companies also plan to hire Master of Finance graduates this year (57%).

Consistent with past years, larger companies are more likely than smaller companies to have plans to hire Master of Finance talent in 2018. A majority of Fortune Global 100, 500, and publicly traded companies have 2018 Master of Finance hiring plans.

Hiring demand for Master of Finance graduates is strongest among companies in the finance/accounting (59%), manufacturing (53%), and energy/utilities (50%) industries.

Hiring Trends and Projections: Master of Finance

Master of Finance Hiring Projections Soften in Asia-Pacific and

US; Hold Steady in Europe

20



68%56% 55%

22% 17% 14%

37% 43%

68%71%63% 57%

28% 24% 17%

41%48%

70%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents Company Type


Company Size

35% 35%

53% 53%46% 46%

23%

40%38%50%

59%48% 43%

53%

32%42%


Finance/Accounting


Products/Services

% o

f re

spondents

Industry

Master of FinanceHiring Projections 2018 vs. Actual Hiring 2017

Hiring Trends and Projections: Master of Finance

Most Fortune Global 100, 500, and Publicly Traded Companies

Plan to Hire Master of Finance Talent in 2018

21


38% 36%25%

38%

62%50% 47% 52%


% o

f re

spondents



This year’s survey is the first time trending data on the hiring outlook for Master of Data Analytics talent was collected. Overall, 52 percent of responding companies plan to hire Master of Data Analytics talent in 2018, compared with 35 percent that hired them in 2017.

Hiring demand is strongest among Asia-Pacific employers—62 percent plan to hire Master of Data Analytics graduates in 2018. About half of employers in the United States (52%), Europe (50%), and Latin America (47%) plan to make such hires.

As is the case with other program types, larger companies are more likely than smaller companies to have plans to hire Master of Data Analytics talent in 2018. A majority of Fortune Global 100, 500, and publicly traded companies have 2018 Master of Data Analytics hiring plans.

Hiring demand for recent Master of Data Analytics graduates is strongest among employers in the technology (70%), health care (61%), manufacturing (55%), and consulting (54%) industries.

Master of Data Analytics2018 Hiring Projections, Overall

52% Plan to Hire

in 2018

Hiring Trends and Projections: Master of Data Analytics

About Half of Global Companies Plan to Hire Master of Data

Analytics Talent in 2018

22


63%48% 50%

14% 18%8%

24%33%

66%80%

65% 67%

34% 30%14%

45%60%

79%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

f re

spondents Company Type


Company Size

32%22%

39% 43%56%

30%

12%

33%

54%

35%

53%61%

70%

55%

33%43%


Finance/Accounting


Products/Services

% o

f re

spondents

Industry

Master of Data AnalyticsHiring Projections 2018 vs. Actual Hiring 2017

Hiring Trends and Projections: Master of Data Analytics

Four in 5 Companies in the Fortune Global 100 Plan to Hire

Master of Data Analytics Talent in 2018

23


77

%

73

%

82

%

79

%

88

%

80

%

89

%

88

%

Nort

heast

South

Mid

west

West

MBA


36

%

30

%

29

%

37

%

44

%

38

%

29

% 43

%

Nort

heast

South

Mid

west

West

Master in Management

37

%

44

%

37

%

35

%

42

%

47

%

41

%

38

%

Nort

heast

South

Mid

west

West

Master of Accounting

44

%

35

%

38

%

29

%49

%

37

%

29

%

36

%

Nort

heast

South

Mid

west

West

Master of Finance

40

%

31

%

41

%

45

%61

%

43

% 58

%

53

%

Nort

heast

South

Mid

west

West

Master of Data Analytics

90

%

92

%

94

%

91

%

93

%

95

%

98

%

95

%

Nort

heast

South

Mid

west

West

Bachelor’s

93

%

87

%

90

%

86

%

95

%

91

%

94

%

95

%

Nort

heast

South

Mid

west

West

Industry Direct

Hiring Trends for US Regions

US Employer Demand for Business School Talent Remains

Strongest for MBAs; Demand for Master of Data Analytics Up

24


4%

5%

6%

9%

10%

11%

14%

15%

21%

22%

26%

27%

29%

30%

33%

Hospitality

Educational Leadership

Real Estate

Public Admin.

Entrepreneurship

Health Admin.

Communications

Risk Mgmt.

International Business

Engineering Mgmt.

Human Resources

Economics

Supply Chain Mgmt.

Marketing

Info/Sys

% of respondents

Percentage of Employers Who Plan to Recruit Other Business Master’s Talent in

2018

Overall, 72 percent of companies plan to hire recent business school graduates from a variety of other business master’s program types in 2018. The next page details regional variations in company hiring plans for other business master’s graduates.

Most European (54%) and Latin American (51%) employers plan to hire recent Master of Economics graduates in 2018. Among Asia-Pacific employers, nearly half plan to hire Master of Marketing graduates in 2018 (47%). Among US employers, the other business master’s program types most frequently identified as being a part of their 2018 hiring plans are Master of Information Technology/Systems (31%) and Master of Supply Chain Management (25%).

Demand for other business master’s talent also varies by industry. For example, most employers in the health care industry plan to make 2018 hires from Master of Health Administration programs (56%). Most employers in the manufacturing industry plan to make 2018 hires from Master of Supply Chain Management programs (51%).


More Than 7 in 10 Companies Plan to Hire Talent From a

Variety of Other Business Master’s Program Types

26


Specific program types targeted for recruitment (% of respondents)*


Marketing 47% Economics 54% Supply Chain Mgmt. 51% Info/Sys 31%

Supply Chain Mgmt. 40% International Business 44% Economics 51% Supply Chain Mgmt. 25%

Human Resources 36% Info/Sys 40% International Business 44% Marketing 23%

Info/Sys 33% Marketing 40% Marketing 43% Human Resources 21%

Economics 30% Engineering Mgmt. 37% Info/Sys 41% Engineering Mgmt. 16%

Engineering Mgmt. 25% Human Resources 33% Engineering Mgmt. 35% Economics 16%

International Business 24% Supply Chain Mgmt. 30% Human Resources 35% Health Admin. 13%

Communications 19% Communications 21% Risk Management 30% International Business 11%

Risk Management 16% Risk Management 20% Communications 14% Communications 11%

Entrepreneurship 16% Entrepreneurship 15% Real Estate 9% Risk Management 11%

*Percentages in columns do not sum to 100 due to multiple selections.

Percentage of Respondents Recruiting from Other Business Master’s Programs in 2018, by Region


There Is Regional Variation in Hiring Demand for Graduates of

Other Business Master’s Program Types

27


Percentage of Respondents Recruiting from Other Business Master’s Programs in 2018, by Industry


ConsultingEnergy/

Utilities

Finance/

AccountingHealth Care Technology Manufacturing

Nonprofit/

Government

Products/

Services

Info/Sys

(34%)

Engineering Mgmt. (36%)

Economics

(40%)

Health Admin. (56%)

Info/Sys

(46%)

Supply Chain Mgmt. (51%)

Economics

(29%)


Economics

(33%)


Info/Sys

(32%)

Info/Sys

(30%)



Public Admin. (29%)

Marketing

(42%)

International Business (27%)

Human Resources (28%)

Risk Mgmt. (28%)

Marketing

(28%)


Marketing

(38%)


Info/Sys

(30%)


Info/Sys

(26%)

Marketing

(18%)


Marketing

(30%)


Edu. Leadership (26%)


Marketing

(26%)

Marketing

(18%)


Public Admin. (24%)


Info/Sys

(33%)

Info/Sys

(25%)

Economics

(23%)


Economics

(15%)



Economics

(23%)


Communications (22%)




Entrepreneurship

(11%)Engineering Mgmt. (13%)


Economics

(24%)

Marketing

(22%)


Health Admin. (18%)

Risk Mgmt. (10%)


Economics

(11%)





Risk Mgmt. (16%)

Public Admin. (3%)

Real Estate (10%)


Entrepreneurship

(10%)

Risk Mgmt.

(11%)

Health Admin. (19%)

Entrepreneurship

(12%)


Entrepreneurship

(3%)Engineering Mgmt. (10%)


Risk Mgmt.

(9%)

Entrepreneurship

(7%)Risk Mgmt.

(16%)

Risk Mgmt.

(11%)



A Majority of Companies in Each Industry Plans to Make 2018

Hires From Other Business Master’s Program Types

28


Percentage of Respondents Recruiting from Other Business Master’s Programs in 2018, by Company Type & Size



FortuneGlobal 100

Fortune Global 500

Publicly Traded

Start-UpFamily-Owned

Fewer than 100

100 to

999

1,000 to 9,999

10,000 or more

Supply Chain (39%)

Info/Sys (40%)

Info/Sys (38%)

Marketing (37%)

Marketing (34%)

Economics (26%)

Marketing (36%)

Info/Sys (35%)

Info/Sys (40%)

Info/Sys (37%)

Supply Chain (35%)

Supply Chain (36%)

Info/Sys (35%)

Supply Chain (31%)

Marketing (25%)

Info/Sys (35%)

Supply Chain (30%)

Supply Chain (38%)

Marketing (36%)

Marketing (33%)


Economics (31%)

Info/Sys (27%)


Supply Chain (29%)


Marketing (32%)

Economics (32%)


Marketing (26%)

Int'l Business (21%)


Info/Sys (17%)

Economics (28%)

Marketing (26%)





Supply Chain (20%)




Economics (25%)

Economics (29%)



Economics (20%)


Economics (19%)






Economics (26%)








Risk Mgmt. (15%)

Risk Mgmt. (15%)

Risk Mgmt. (12%)

Entrepreneurship

(18%)Communications

(14%)Entrepreneurship

(12%)Risk Mgmt.

(17%)Communications

(15%)Risk Mgmt.

(16%)


Health Admin. (12%)



Risk Mgmt. (13%)

Supply Chain (12%)


Risk Mgmt. (15%)

Health Admin. (15%)

Entrepreneurship

(11%)Communications


(9%)Health Admin.


(7%)Risk Mgmt.

(10%)Public Admin.

(10%)Health Admin.

(9%)Communications

(13%)



Hiring Demand for Other Business Master’s Talent Varies by the

Type and Size of the Company

29


Job Levels and Functions


62

% 75

%

37

%

16

%

56

%

77

%

38

%

17

%

68

%

71

%

43

%

15

%

53

%

81

%

67

%

48

%64

% 76

%

31

%

11

%

Entry level Mid-level Senior level Executive level

% o

f re

spondents

Job Levels for Recent Business Graduates, by Region, 2018

Overall Asia Pacific Europe Latin America United States

56

%

64

%

34

%

12

%

68

%

76

%

47

%

19

%

72

%

76

%

47

%

24

%

58

% 79

%

28

%

12

%

Entry level Mid-level Senior level Executive level

% o

f re

spondents

Company Size

Less than 100 100 to 999 1,000 to 9,999 10,000 or more

Three in 4 companies (75%) plan to place new business school graduates into mid-level positions. Sixty-two percent plan to place graduates into entry-level positions.

Companies in Latin America are more likely than those in other regions to plan to place new business school graduates into senior and executive level positions.

Mid-sized companies are more likely than smaller and larger companies to plan to place new business school graduates into senior and executive level positions.

Similar placement opportunities are reported across industries.

Job Levels

Consistent With Past Years, Mid-Level Positions Are the Most

Common Placement for New Business School Graduates in 2018

31


45%

56%

60%

61%

62%

65%

65%

69%

70%

71%

74%

Investment banking

Consulting

Operations

IT/MIS

Human resources

General management

Accounting

Finance

Marketing

Data analytics

Business development

% of respondents

Job Functions in Which Employers Plan to Place Recent Graduate Business Hires, Global, 2018

In 2018, 7 in 10 employers plan to hire business school graduates to fill business development, data analytics, marketing, and finance roles.

The following are the top job functions that companies plan to fill by industry.

• Consulting: Consulting, business development, and data analytics

• Energy: Business development, finance, and accounting

• Finance: Finance, investment banking, and accounting

• Health care: Marketing, business development, and finance

• Technology: Marketing, business development, and data analytics

• Manufacturing: Operations, marketing, and accounting

• Nonprofit: Human resources, accounting, and data analytics

• Products: Marketing, business development, and finance

Job Functions

Business Development, Data Analytics Top Job Functions

Employers Seek to Fill With Business School Graduates

32


Job Function Asia Pacific Europe Latin America United States

Business development 80% 73% 93% 71%

Data analytics 74% 71% 86% 69%

Marketing 71% 69% 88% 66%

Finance 74% 70% 82% 68%

General management 73% 63% 77% 62%

Accounting 65% 63% 81% 63%

Human resources 74% 61% 79% 58%

IT/MIS 61% 63% 82% 58%

Operations 68% 55% 81% 58%

Consulting 66% 60% 71% 50%

Investment banking 54% 46% 83% 38%


Job Functions in Which Employers Plan to Place Recent Graduate Business Hires in 2018, by Region*

Job Functions

Business Development Is the Top Function Sought Across All

Regions, but Functional Demand Varies by Employer World Region

33


ConsultingEnergy/

Utilities

Finance/


Nonprofit/

Government

Products/

Services

Consulting (90%)

Business Dev. (88%)

Finance (80%)

Marketing (81%)

Marketing (82%)

Operations (88%)


Marketing (85%)

Business Dev. (72%)

Finance (82%)

Investment Banking (76%)

Business Dev. (79%)

Business Dev. (79%)

Marketing (81%)

Accounting (62%)

Business Dev. (77%)

Data Analytics (68%)

Accounting (77%)

Accounting (73%)

Finance (74%)


Accounting (78%)


Finance (72%)

IT/MIS (54%)

Operations (75%)


General Mgmt. (73%)


Finance (77%)

Business Dev. (60%)


General Mgmt. (53%)


Business Dev. (67%)


IT/MIS (73%)

Business Dev. (74%)

Finance (56%)

Accounting (71%)



Marketing (64%)

IT/MIS (68%)

Finance (71%)

General Mgmt. (74%)

General Mgmt. (54%)

General Mgmt. (68%)

Finance (49%)

IT/MIS (63%)

Consulting (64%)


General Mgmt. (70%)


IT/MIS (52%)

Operations (67%)

Accounting (48%)

General Mgmt. (62%)

General Mgmt. (63%)

Operations (63%)

Operations (66%)


Operations (47%)


Marketing (48%)

Marketing (50%)

IT/MIS (63%)

Accounting (62%)

Accounting (62%)

IT/MIS (59%)


IT/MIS (59%)

Operations (46%)

Consulting (41%)


Consulting (46%)

Consulting (51%)


Marketing (40%)




Operations (37%)



Consulting (29%)

Consulting (36%)

Consulting (39%)


Job Functions in Which Employers Plan to Place Recent Graduate Business Hires in 2018, by Industry*

Job Functions

Functional Demand Varies by Industry

34



FortuneGlobal 100

Fortune Global 500

Publicly Traded


Fewer than 100

100 to

999

1,000 to 9,999

10,000 or more

Business Dev. (91%)

Finance (83%)

Business Dev. (85%)

Marketing (75%)

Marketing (71%)

Business Dev. (57%)

Accounting (75%)


Business Dev. (86%)

Finance(91%)

Business Dev. (83%)

Finance (84%)


Business Dev. (67%)

Marketing (56%)


Business Dev. (73%)

Finance (86%)


Marketing (80%)

Marketing (79%)Business Dev.

(71%)Accounting

(66%)Data Analytics

(49%)Business Dev.

(72%)Accounting

(71%)Data Analytics

(82%)

Marketing (85%)

General Mgmt. (74%)


General Mgmt. (66%)

General Mgmt. (65%)

Consulting (47%)

Finance (69%)

Finance (70%)

Marketing (81%)

Operations (82%)


Operations (73%)


IT/MIS (61%)

General Mgmt. (46%)

General Mgmt. (69%)

Marketing (67%)

Operations (78%)

Accounting (76%)

Operations (70%)


IT/MIS (54%)

Operations (60%)


IT/MIS (69%)

General Mgmt. (65%)


General Mgmt. (75%)


General Mgmt. (68%)

Consulting (53%)

Finance (59%)

Accounting (42%)

Marketing (67%)

IT/MIS (64%)

General Mgmt. (73%)


Accounting (68%)

IT/MIS (68%)

Finance (51%)


Finance (38%)


Operations (60%)

Accounting (71%)

IT/MIS (72%)

IT/MIS (64%)

Accounting (68%)

Accounting (50%)


IT/MIS (36%)

Operations (62%)


IT/MIS (71%)


Consulting (49%)

Consulting (50%)

Operations (48%)

Consulting (46%)

Operations (32%)

Consulting (60%)

Consulting (59%)

Consulting (59%)

Consulting (64%)










Job Functions in Which Employers Plan to Place Recent Graduate Business Hires in 2018, by Company Type & Size*

Job Functions

Functional Demand Varies by Company Type and Size

35


48%40%

52%60%

MBA Master in Management%

of

resp

ondents

Generalist or Specialist Roles, MBA and Master in Management Talent

Generalist Specialist

52%46%48%

54%

MBA Master in Management

% o

f re

spondents

Strategic or Operational Roles, MBA and Master in Management Talent

Strategic Operational

Employers were asked to evaluate the type of roles recent MBA and MiM graduates will fill in their organization: Do they seek talent for generalist or specialist roles? Strategic or operational roles?

While the majority of MBA and MiM talent will be hired into specialist roles at companies, MBA graduates are slightly more likely than MiM graduates to fill generalist positions.

The majority of MBA graduates will be placed in strategic positions while the majority of MiM graduates will be placed in operational positions.

There are variations in the job roles of MBA and MiM talent by employer region, industry, and size.

Job Roles

MBA Hires More Likely to Be Placed Into Strategic Roles Than

MiM Hires; Both Tend to Be Placed Into Specialist Roles

36


56%

40%30%

50%44%

60%70%

50%


% o

f re

spondents

Generalist or Specialist Roles, MBA Talent


57% 56% 55% 51%43% 44% 45% 49%


% o

f re

spondents

Strategic or Operational Roles, MBA Talent


51%

35% 39% 38%49%

65% 61% 62%


% o

f re

spondents

Generalist or Specialist Roles, Master in Management Talent


54%43%

56%

41%46%57%

44%

59%


% o

f re

spondents

Strategic or Operational Roles, Master in Management Talent


Job Roles

Asia-Pacific Companies Are More Likely Than Others to Place

MBA and MiM Hires Into Generalist and Strategic Roles

37


ConsultingEnergy/

Utilities

Finance/


Nonprofit/

Government

Products/

Services

MBA

Generalist 50% 55% 43% 53% 40% 53% 46% 47%

Specialist 50% 45% 57% 47% 60% 47% 54% 53%

Strategic 56% 50% 40% 55% 54% 49% 30% 61%

Operational 44% 50% 60% 45% 46% 51% 70% 39%


Generalist 38% 33% 51% 35% 35% 61% 31% 33%

Specialist 62% 67% 49% 65% 65% 39% 69% 67%

Strategic 51% 33% 41% 50% 56% 50% 25% 42%

Operational 49% 67% 59% 50% 44% 50% 75% 58%

Roles in Which Employers Plan to Place Recent Graduate Business Hires in 2018, by Industry

Job Roles

MBA and MiM New Hires Tend to Be Placed Into Different Job

Roles Based on the Industry of the Hiring Company

38



FortuneGlobal 100

Fortune Global 500

Publicly Traded


Fewer than 100

100 to

999

1,000 to 9,999

10,000 or more

MBA

Generalist 53% 42% 58% 39% 53% 38% 39% 44% 54%

Specialist 47% 58% 42% 61% 47% 62% 61% 56% 46%

Strategic 63% 58% 58% 68% 51% 50% 44% 55% 54%

Operational 37% 42% 42% 32% 49% 50% 56% 45% 46%


Generalist 51% 41% 49% 15% 25% 24% 35% 40% 48%

Specialist 49% 59% 51% 85% 75% 76% 65% 60% 52%

Strategic 59% 54% 39% 65% 29% 37% 41% 52% 48%

Operational 41% 46% 61% 35% 71% 63% 59% 48% 52%

Roles in Which Employers Plan to Place Recent Graduate Business Hires in 2018, by Company Type & Size

Job Roles

Larger Companies Are More Likely to Place MBA and MiM New

Hires Into Generalist Roles

39


Compensation


16% 19% 15% 15% 19% 15% 14% 14% 15% 17%

36% 34%35% 38% 34% 39%

34% 32% 33% 32%

48% 46% 50% 47% 47% 45%52% 54% 51% 51%

MBA

Mast

er

in M

anagem

ent

Mast

er

of Acc

ounting

Mast

er

of Fin

ance

Mast

er

of D

ata

Analy

tics

Mast

er

in I

nfo

rmation T

ech

nolo

gy

Mast

er

of M

ark

eting

Mast

er

in S

upply

Chain

Managem

ent

Bach

elo

r's

Direct

-fro

m-indust

ry

Increase above the rate of inflation Increase with the rate of inflation Stay the same as 2017

Change in Compensation

Most Companies Plan to Increase Starting Base Salaries for

New Business School Hires Compared With Last Year

41


12% 15%

4%

22% 20%

20%

31%

27%

24% 29%

67%

54%

69%

54% 51%

MBA

Mast

er

in M

anagem

ent

Mast

er

of M

ark

eting

Bach

elo

r's

Direct

-fro

m-indust

ry

Asia Pacific

25% 27% 23% 26% 24%15%

19% 21% 19%

27% 24%23% 18% 21%

26%13%

19% 22%

48% 49%54% 56% 55% 59%

69%60% 59%

MBA

Mast

er

in M

anagem

ent

Mast

er

of Acc

ounting

Mast

er

of Fin

ance

Mast

er

of D

ata

Analy

tics

Mast

er

in I

nfo

rmation

Tech

nolo

gy

Mast

er

of M

ark

eting

Bach

elo

r's

Direct

-fro

m-indust

ry

Europe

26% 23%19%

26%

41%42% 49%

40%

33% 35% 32% 34%

MBA

Mast

er

in M

anagem

ent

Bach

elo

r's

Direct

-fro

m-indust

ry

Latin America



About 1 in 4 European and Latin American Companies Plan to

Raise Starting Base Salaries Above the Rate of Inflation

42


15% 14% 9% 7%

22%

10% 9% 10% 14% 14%

40% 41%39% 43%

36%

47% 49%38% 36% 35%

45% 45%52% 50%

42% 44% 42%52% 51% 51%

MBA

Mast

er

in M

anagem

ent

Mast

er

of Acc

ounting

Mast

er

of Fin

ance

Mast

er

of D

ata

Analy

tics

Mast

er

in I

nfo

rmation

Tech

nolo

gy

Mast

er

of M

ark

eting

Mast

er

of Supply

Chain

Managem

ent

Bach

elo

r's

Direct

-fro

m-indust

ry

United States



Most US Companies Plan to Increase Starting Base Salaries for

New Business School Hires Compared With Last Year

43


$35 $25

$15 $25 $25 $25 $25

$15 $25

$65

$25 $25 $25 $35 $35

$25 $25 $35

$115

$55

$35

$55 $55 $55 $45

$35

$65

MBA

(N =

50)

Mast

er

inM

anagem

ent

(N =

50)

Mast

er

of

Acc

ounting

(N =

27)

Mast

er

of

Fin

ance

(N =

41)

Mast

er

of

Data

Analy

tics

(N =

32)

Mast

er

inIn

form

ation

Tech

nolo

gy

(N =

41)

Mast

er

of

Mark

eting

(N =

41)

Bach

elo

r's

degre

e(N

= 7

4)

Direct

-fro

m-

indust

ry(N

= 6

4)

US D

olla

rs (

in t

housa

nds)

European Companies

25th percentile Median 75th percentile

$25

$15 $15 $15 $15

$25

$15

$5 $5 $5

$35 $35

$25 $25

$15

$25

$45 $45

$15

$35

$65

$45

$35 $35 $35

$55

$75

$85

$35

$55

MBA

(N =

58)

Mast

er

inM

anagem

ent

(N =

34)

Mast

er

of

Mark

eting

(N =

32)

Mast

er

of

Supply

Chain

Managem

ent

(N =

25)

Bach

elo

r's

degre

e(N

= 4

4)

Direct

-fro

m-

indust

ry(N

= 4

6)

MBA

(N =

32)

Mast

er

inM

anagem

ent

(N =

25)

Bach

elo

r's

degre

e(N

= 4

3)

Direct

-fro

m-

indust

ry(N

= 3

7)

US D

olla

rs (

in t

housa

nds)

Asia-Pacific Companies Latin American Companies

Salary reported for programs where 25 or more companies responded.

Starting Base Salaries

Median Starting Base Salaries Differ Considerably by Degree

Type and Employer World Region

44


$85

$65 $65 $65

$75

$65 $65 $65

$55 $55

$105

$85

$75

$85

$95

$85

$75

$85

$65

$85

$125

$105

$85

$105

$115

$105

$95 $95

$75

$115

MBA

(N =

299)

Mast

er

in M

anagem

ent

(N =

59)

Mast

er

of

Acc

ounting

(N =

68)

Mast

er

of

Fin

ance

(N =

51)

Mast

er

of

Data

Analy

tics

(N =

76)

Mast

er

in I

nfo

rmation

Tech

nolo

gy

(N =

83)

Mast

er

of

Mark

eting

(N =

73)

Mast

er

of

Supply

Chain

Managem

ent

(N =

62)

Bach

elo

r's

degre

e(N

= 3

14)

Direct

-fro

m-indust

ry(N

= 2

37)

US D

olla

rs (

in t

housa

nds)

US Companies

25th percentile Median 75th percentile



MBA New Hires Tend to Receive a Salary Premium Compared

With Other New Hires in the United States

45


$1

15

,00

0

$1

05

,00

0

$1

05

,00

0

$1

05

,00

0

$6

5,0

00

$6

0,0

00

$5

5,0

00

$5

5,0

00

$1

05

,00

0

$9

5,0

00

$6

5,0

00

$9

0,0

00

Northeast Midwest South West

US D

olla

rs

US Region

Median Starting Base Salary Among US Employers, by US Region

MBA Bachelor's degree Direct-from-industry



Median Starting Base Salaries Are Highest Among US

Employers in the Northeast

46


$1

25

,00

0

$1

20

,00

0

$1

15

,00

0

$1

05

,00

0

$1

05

,00

0

$6

5,0

00

$6

0,0

00

$6

5,0

00

$6

5,0

00

$5

5,0

00

$1

05

,00

0

$9

5,0

00

$1

05

,00

0

$9

5,0

00

$6

5,0

00

Consulting Finance/Accounting Technology Manufacturing Products/Services

US D

olla

rs

Median Starting Base Salary Among US Employers, by Industry

MBA Bachelor's degree Direct-from-industry



Among US Employers, Consulting Firms Offer the Highest

Median Starting Base Salary for New MBA Hires

47



• 36% offer signing bonus

• Median bonus = US$3,500Asia Pacific


• Median bonus = US$9,500Europe


• Median bonus = US$3,000Latin America


• Median bonus = US$10,500United States

Signing Bonuses

Most US Companies Offer Signing Bonuses to New Business

School Hires; Bonuses Less Common Among Non-US Employers

48


9%

5%

31%

55%

91%

50%

73%

94%

89%

10%

10%

21%

24%

29%

39%

60%

80%

73%

3%

17%

14%

34%

30%

43%

67%

64%

76%

8%

8%

24%

42%

28%

47%

59%

82%

85%

Educational loan repayment

Childcare vouchers

Stock plans

Paid parental leave

Retirement plans

Work from home

Professional development

Health benefits

Work/life balance

% of respondents


Benefits

Employee Benefit Packages Differ Considerably by World

Region; US Companies Offer Greatest Diversity of Benefits

49


85% 82%

68% 66%

13% 18%

26% 27%

3% 0%6% 7%


% o

f re

spondents

off

ering e

duca

tional ass

ista

nce

Budget for Employee Education/Talent Development Compared With Five Years Ago

Increased Maintained the same budget Decreased


43% 44% 46% 61%

Education/Talent Development Assistance

US Companies Are the Most Likely to Offer Financial Assistance

for Employee Continuing Education

Percentage of Companies Offering Educational Assistance to Employees, by World Region

50


International Hiring and Placement


Plan to hire in 2018 Willing to hire, but no plans

No, we do not hire such candidates

23%

35%

42%

Asia Pacific

25%

40%

35%

Europe

38%

30%

32%

Latin America

25%

22%

53%

United States

Percentage of Employers With Plans to Hire International Graduates in 2018, by World Region Overall, 42 percent of responding

employers hired international talent in 2017, down from 49 percent in 2016. The downward trend is similar across all world regions.

• Asia Pacific: 28 percent hired in 2017, down from 40 percent in 2016

• Europe: 41 percent hired in 2017, down from 47 percent in 2016

• Latin America: 54 percent hired in 2017, down from 57 percent in 2016

• United States: 45 percent hired in 2017, down from 51 percent in 2016

Plans for hiring international candidates in 2018 have softened slightly, but employers maintain high level of interest for international hiring.

• Asia Pacific: 58 percent in 2018, down from 67 percent in 2017

• Europe: 65 percent in 2018, about the same as 2017 (64%)

• Latin America: 68 percent in 2018, down from 72 percent in 2017

• United States: 47 percent in 2018, down from 55 percent in 2017

International Hiring

Employer Plans to Hire International Business School

Graduates Have Softened in 2018

52


37

%

22

%

11

%

39

%

16

%

14

%

22

%26

%

20

%

14

%

27

%

24

%

14

%

22

%

37

%

58

%

75

%

34

%

60

%

72

%

55

%

Consulting Finance Health care Technology Manufacturing Nonprofit/ Gov't Products/Services

% o

f re

spondents

US Employer International Hiring Plans, by Industry*

Plan to hire in 2018 Willing to hire, but no plans No, we do not hire such candidates

*Insufficient data for Energy/Utilities, N < 25.


Among US Employers, Technology and Consulting Firms Are the

Most Likely to Have 2018 International Hiring Plans

53


39

%

27

%

42

%

21

%

16

%

30

% 36

%

32

%

21

% 26

%

59

%

40

%

29

%

25

%

26

%

39

%

42

%

33

%

30

%

14

%

Too expensive Legal paperwork We can find talentdomestically

Limited visas Language barriers

% o

f re

spondents


32

%

14

%

8%

5% 1

1%

13

%

19

%

6% 8%

6%

19

%

15

%

7% 1

5%

13

%

17

%

15

% 25

%

12

%

5%

Uncertainty aboutcommitment level of new

hires

Additional time required Uncertainty about futurechanges in policy/law

Security issues Cultural differences

% o

f re

spondents

Reasons Companies Might Not Hire International Candidates, by Region


Employers in Different World Regions Cite Different Reasons

for Not Planning to Hire International Candidates

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Placement Location

Recruiter Location


Africa 14% 27% 16% 14%

Australia and Pacific Islands 16% 27% 18% 18%

Canada 13% 29% 27% 21%

Central and South Asia 48% 36% 20% 22%

East and Southeast Asia 58% 37% 18% 27%

Eastern Europe 25% 50% 25% 18%

Latin America 19% 29% 82% 24%

Middle East 20% 29% 18% 16%

Western Europe 38% 84% 25% 35%

United States 47% 48% 52% 98%

Percentages in columns do not sum to 100 due to multiple selections.

World Regions Employers Plan To Place Recent Graduate Business Hires in 2018

Global Hiring Placement

Employers Most Often Place New Hires in the Company’s

Home Region, but Other Placement Opportunities Exist

55


Internships


55%

65%

35%

40%

62%

31% 30%

60%

23%25%

Global Asia Pacific Europe Latin America United States

% o

ffering inte

rnsh

ips

MBA Business Master's

MBA internships are most prevalent in Asia Pacific and the United States. Internships for business master’s students are most prevalent in Europe. Latin America lags slightly in offering internships to graduate business students.

Internships

Overall, Most Employers Will Bring On MBA Interns in 2018; 1

in 3 Will Bring on Business Master’s Interns

57


52% 57% 52%

72% 67% 62%

33%

51%

33%21%

36% 35%28% 29% 30% 29%


Finance/Accounting


Products/Services

% o

ffering inte

rnsh

ips Industry

MBA Business Master's

86%

63% 67%

34%46%

28%38%

47%

76%

30% 27% 24%31% 27%

33% 30% 33% 30%

FortuneGlobal 100

FortuneGlobal 500

Publiclytraded

Family-owned


100 to 999 1,000 to9,999

10,000 ormore

% o

ffering inte

rnsh

ips


Internships

Larger Companies Are the Most Likely to Offer MBA

Internships

58


Methodology, Definitions, and Respondent Profile


Methodology

The main findings in this report are based upon results of the 2018 Corporate Recruiters Survey, GMAC’s annual survey of employers who recruit from and hire MBA and other business master’s graduates of business schools around the world.

This study does not represent a census of all employers of graduate business students worldwide, nor is it necessarily a representative sample of such employers. The readers should note that the terms “respondent,” “employer,” and “company” are used interchangeably in this report and refer to survey respondents.

GMAC conducted this survey in consultation with associates from EFMD and MBA Career Services and Employer Alliance (MBA CSEA) between February 8 and March 17, 2018. These organizations recruited 96 business schools worldwide who then created a sample framework of employers who recruit MBA and business master’s students. RelishMBA also assisted with recruitment of survey participants.

A total of 1,066 employers located in 42 countries worldwide responded to the survey, including adequate sample sizes to report details for Asia Pacific*, Europe, Latin America, and the United States.

*For purposes of this report, Asia Pacific includes East and Southeast Asia, Central and South Asia, and Australia and Pacific Islands.

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Regional Locations of Survey Respondents

Asia Pacific: Afghanistan, Australia, Bangladesh,

China, India, Japan, Kazakhstan, Nepal, New Zealand,

Pakistan, Philippines, Singapore, South Korea, and

Thailand.

Canada: Canada

Europe: Albania, Belgium, Czech Republic, Denmark,

France, Germany, Greece, Hungary, Ireland, Italy,

Liechtenstein, Netherlands, Norway, Portugal,

Romania, Russian Federation, Spain, Sweden,

Switzerland, and United Kingdom of Great Britain and

Northern Ireland.

Latin America: Brazil, Chile, Colombia, Costa Rica,

Ecuador, Guatemala, Mexico, Nicaragua, Panama, and

Venezuela.

Middle East & Africa: Kenya, Nigeria, Saudi Arabia,

South Africa, and United Arab Emirates.

United States: United States

US regions are based on employer locations using

regional classifications of the US Census Bureau:

US Northeast: Connecticut, Delaware, Massachusetts,

New Jersey, New York, Pennsylvania, and Vermont.

US Midwest: Illinois, Indiana, Iowa, Kansas,

Michigan, Minnesota, Missouri, Nebraska, North

Dakota, Ohio, and Wisconsin.

US South: Arkansas, District of Columbia, Florida,

Georgia, Kentucky, Louisiana, Maryland, North

Carolina, Oklahoma, South Carolina, Tennessee, Texas,

Virginia, and West Virginia.

US West: Alaska, Arizona, California, Colorado,

Nevada, Oregon, Utah, Washington, and Wyoming.

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Respondent Characteristics

Demographic Profile of Corporate Recruiters Survey Respondents, 2018

N = 1,066

World Region Percentage Company Type Percentage*

Africa/Middle East 2% Fortune Global 500 17%

Canada 2% Fortune Global 100 20%

Central and South Asia 6% Publicly traded 20%

East and Southeast Asia 5% Start-up 8%

Europe 19% Family-owned 13%

Latin America 8% Industry Percentage

United States 58% Consulting 20%

Company Size Percentage Energy/Utilities 4%

Fewer than 100 employees 20% Finance/Accounting 16%

100 to 999 employees 20% Health care 7%

1,000 to 9,999 employees 20% Technology 12%

10,000 or more employees 40% Manufacturing 10%

Nonprofit/Government 8%

Products/Services 24%

*Percentages for company type do not sum to 100 due to none of the above option.

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Contact Information

Contributors

The following individuals from the GMAC Research Department made significant contributions to the publication of this report: Gregg Schoenfeld, Senior Director, Research, questionnaire development, analysis and interpretation of data, and drafting of the manuscript for intellectual content; Maryam Bastani, Research Assistant, sample development, administrative work, manuscript review; Tacoma Williams, Research Senior Coordinator, quality assurance; Matt Hazenbush, Research Communications Senior Manager, manuscript review.

Acknowledgements

• Thank you to MBA Career Services and Employer Alliance (MBA CSEA) and EFMD for their efforts to increase survey participation among business schools and for directly inviting member employers to participate in the survey.

• Thank you to RelishCareers for their efforts in recruiting employer members of their respective organizations to participate in the survey, and for contributing employer skill preferences for the development of the skills questions in the 2018 Corporate Recruiters Survey Questionnaire.

• GMAC especially thanks the 96 business schools who facilitated this survey and the 1,066 employers who completed the questionnaire. Without your assistance and feedback this report would not have been possible.

For questions or comments regarding the study findings, methodology, or data, please contact the GMAC Research Department at:

[email protected]

63

http://www.mbacsea.org/

http://www.efmd.org/

https://www.relishcareers.com/

mailto:[email protected]?subject=RE: 2018 Corporate Recruiters Survey Report


©2018 Graduate Management Admission Council® (GMAC®). All rights reserved.

No part of this publication may be reproduced, stored in a retrieval system, distributed or transmitted in any form by any means, electronic, mechanical, photocopying, recording or otherwise, without the prior written permission of GMAC. For permission contact the GMAC legal department at [email protected].

NMAT by GMAC™ is a trademark and GMAT®, Graduate Management Admission Council®, and Graduate Management Admission Test® are registered trademarks of the Graduate Management Admission Council in the United States and other countries.

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