SUBSCRIBE
   
  • Home
  • Current Issue
  • Industry News
  • Newsletters
  • Columnists
  • Departments
  • Events
  • Back Issues
  • Resources
  • Webinar
    Collaboration and Innovation:
    Best Practices for Today’s Organization

    Oct 28th, 2008

    Conferences
    Talent Management Magazine's Strategies 2009:
    Innovation to Impact

    February 23rd — 25th, 2009
    The Ritz-Carlton, Laguna Niguel, Dana Point, California

    See More Events

    PLEASE VISIT OUR SPONSORS


    Industry News

     

    2008 College Grads Flock Back Home

    Wednesday August 6, 2008

     

    Milwaukee — Aug. 6
    CollegeGrad.com released its poll results on how many new college grads moved back home after graduation. Among 2008 college grad job seekers, 77 percent moved back home with their parents after graduation. This is up from 73 percent in 2007 and 67 percent in 2006.

    While some cite a difficult economy, especially a high cost of living as the primary reason, a variety of additional factors unique to current graduates may play a larger role in the increased trend.

    "This is a trend we were hearing about even before talk of a recession really started," said Sarah Zehr, assistant dean and director of Engineering Career Services at University of Illinois at Urbana Champaign. "Gen Y students look to their parents for advice and support, and this is just another example of a trend with this generation."

    James Smart, director of Toppel Career Center at the University of Miami agreed. "This generation seems to have close relationships with their parents and isn't experiencing the stigma or obstacles to returning home of previous generations."

    College grads also seem to have high expectations for entry-level jobs and salaries, and career experts voice concern over perhaps unrealistic expectations. Student loans, credit card bills, high rent, car payments, cell phone bills and more all point to a disconnect between the type of lifestyle grads have come to expect and the entry-level salaries that pay for them.

    "Given current salary levels for many college grads, it would be very hard for many to make a go of it on their own," said Smart. "It's a concern that [recent grads] need to maintain a lifestyle they can't afford."

    While there may not be an actual shortage of entry level jobs — employers surveyed by CollegeGrad.com anticipated increasing entry-level hiring by 12.9 percent in 2008 — college grads are having a difficult time finding jobs that meet their salary expectations.

    Nancy DeCrescenzo, director of Career Services at Eastern Connecticut State University noted that even students who secured offers moved back home. "With the rising cost of commuting, graduates focused their job searches geographically," said DeCrescenzo. "Finding employment close to free rent became a strategy supported by parents."

    The solution of moving back home certainly can ease the initial financial strain. However, instead of making this a permanent solution, CollegeGrad.com urges grads to take that leap and learn responsibility, even if it's difficult at first. If moving back home is the only or the best option, it should be a temporary one.

    For a successful transition from graduate, to back home, to on your own, CollegeGrad.com advises that live-at-home grads make their job search their full-time job. Practical advice on setting up the job search can be found at: www.collegegrad.com/jobsearch/Job-Search-Central.

    Following are the overall survey results:

    • Did you move back home after graduation?
    • Yes, just for the summer: 12.4 percent.
    • Yes, until I find a job: 64.6 percent.
    • No: 23.0 percent.

    The survey was conducted nationally using an online poll placed on the CollegeGrad.com home page during June. The results are based on more than 1,400 respondents.

    For more info: http://www.CollegeGrad.com

    Columnists:

    October 2008
    What to Do About Performance Troublemakers
    by Harold D. Stolovitch, Ph.D.

    Individually, novelty, complexity and abstractness are performance killers. Together, they are even more troublesome.

    September 2008
    Stop Wasting Money on Training
    by Harold D. Stolovitch, Ph.D.

    The cost of inadequate workplace performance is staggering, but training, while a logical solution, is not always the answer.

    September 2008
    Do You Get It?
    by Kevin Wilde

    Business executives divide the HR community into two classifications: those who “get it” and those who miss the point.

    August 2008
    Auditing Global Performance Improvement Initiatives
    by Harold D. Stolovitch, Ph.D.

    Global performance improvement initiatives are costly and complex. They require a clear vision of desired outcomes supported by meaningful metrics.

    Dashboard

    October 2008 1
    The Employee Survey: What’s in It For Me?
    by Dean Wiltse

    Having an established Respondent Bill of Rights that can be communicated during the recruitment process can help set the proper expectations.

    October 2008 1
    Why Most Managers Are Stuck
    by John L. Davis

    Successfully transitioning into the manager role is not dependent on improving management expertise, but rather on changing one’s focus.

    Application

    October 2008 1
    Team Effort Pays in Talent at London Business School
    by Louise Weir

    At London Business School, a third of all staff positions are filled by internal candidates, which is an indication the school has had success in developing and retaining its staff.

    Insight

    October 2008 1
    Hewlett-Packard: Simple Talent Management in a Technical World
    by Agatha Gilmore

    When it comes to talent management, Hewlett-Packard is all about business — business strategy, that is.