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It summarizes employer and labor-market snapshots, contrasts job growth with large numbers of postings, and highlights retention challenges for new hires. The report details full-time recruiting plans for 2021-2022, including hiring intentions, plans by role and opportunity, and breakdowns by organizational size, industry sector, academic discipline, and location. 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It also describes conflicting impressions of the current labor market from multiple data sources.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How does the report frame job growth versus employers’ hiring demand?",{"text":117,"@type":113},"It notes that recent Bureau of Labor Statistics reports show modest job growth, while employers posted more than 11 million job openings. It highlights that employers still face significant challenges in obtaining and retaining talent.",{"name":119,"@type":110,"acceptedAnswer":120},"What topics are covered under full-time college recruiting plans for 2021-2022?",{"text":121,"@type":113},"The report covers hiring intentions and plans, full-time hiring and employment opportunities for the class of 2021-2022, and breakdowns by organizational size, industry sector, academic discipline, and location. 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All rights reserved. The electronic version is for individual use only. No part of this electronic report may be reproduced in any form by any electronic and mechanical means (including photocopying, recording, or information storage and retrieval) without written permission from the Institute. Users cannot mount this file on any network servers or distribute this report by email without written permission from the Institute. The Collegiate Employment Research Institute permits the use of this report in the classroom and in career newsletters with proper citation of Michigan State University and the Collegiate Employment Research Institute.  \nThe COVID-19 pandemic, a non-economic event, has accelerated trends already emerging throughout the workplace, specifically remote work, technological job displacement, and growing disparity between those with a college degree (post-K12) and those without. Various data sources relay conflicting impressions of the current labor market and workplace conditions. Recent monthly Bureau of Labor Statistics (BLS) job reports show modest job growth even though employers posted more than 11 million jobs openings. Employers face challenges in obtaining and retaining talent never encountered before. Consider some of these snapshots of the economy and workplace:  \n􀁸 Individuals working remotely worked 48 minutes longer each day (Harvard Business School study) but enjoyed no daily commutes, saving them nearly $250 per month (This Week, October 8) . Of course, employees spent more time in virtual meetings with Microsoft Teams reporting a 148% increase in the time spent in these meetings.  \n􀁸 “Take this job and shove it!” might be the mantra of the labor force today. In the second quarter of 2021 over 11.5 million American workers quit their jobs (Labor Department) with 3.9 million in June alone sending the quit rate from separations (not firings or retirements) soaring to 69% --an all-time high – that is until August when the rate went higher.  \n􀁸 While nearly 87% of workers would like to work remotely (LinkedIn poll), many managers do not trust approximately one-third of their remote workers with being productive while working remotely. The hybrid workplace that accommodates three days in the office per week (PricewaterhouseCoopers survey) and remote the other days receives support of most employees (Prudential poll) .  \n􀁸 Currently the most remote friendly city is Columbus, Ohio (27% of business entirely remote), and the least remote city is Houston, Texas (","cbCaiskDYmSzhsZM","https://ap.wps.com/l/cbCaiskDYmSzhsZM","pdf",1114224,35,"English","# Introduction\n# Summary\n# Our Employers\n# Recruiting in a COVID-19 World\n# Full-time College Recruiting Plans for 2021-2022\n## Hiring Intentions\n## Hiring Plans for 2021-2022\n## Hiring for Full-time Positions\n## Employment Opportunities for Class of 2021-2022\n## Organizational Size\n## Industry Sector\n## Academic Discipline\n## Location\n## Starting Salary Offers\n## Internships, Co-ops and Early Talent Programs\n## Pre-Covid Redux\n## Retaining New Hires\n# Final Thoughts","[{\"question\":\"What major workplace changes does the report attribute to COVID-19?\",\"answer\":\"The report links COVID-19 to faster adoption of remote work, technological job displacement, and widening disparities between those with college degrees and those without. It also describes conflicting impressions of the current labor market from multiple data sources.\"},{\"question\":\"How does the report frame job growth versus employers’ hiring demand?\",\"answer\":\"It notes that recent Bureau of Labor Statistics reports show modest job growth, while employers posted more than 11 million job openings. It highlights that employers still face significant challenges in obtaining and retaining talent.\"},{\"question\":\"What topics are covered under full-time college recruiting plans for 2021-2022?\",\"answer\":\"The report covers hiring intentions and plans, full-time hiring and employment opportunities for the class of 2021-2022, and breakdowns by organizational size, industry sector, academic discipline, and location. It also includes starting salary offers and early talent programs such as internships, co-ops, and retaining new hires.\"}]","Recruiting Trends 2021-2022 - Full-time College Recruiting Plans for 2021-2022 | PDF",1792048162,88]