What do employers want from new college graduates?

A recent survey by Southfield-based American Society of Employers showed 48 percent of companies placed internship and work experience above all else, followed by related course work, computer skills, the type of academic degree and leadership experience. Dead last in the rankings was grade-point average.

With input from Fortune 500 companies that recruit on campus, Michigan State University just published a student guide, "12 essentials for success: Competencies employers seek in college graduates."

The guide profiles MSU alumni in responsible positions and identifies key skills, such as the ability to set priorities and make ethical decisions, as critical to employers.

Anecdotally, university placement offices report greater activity by company recruiters so far this fall.

More than 7,000 employers used Western Michigan University's electronic system for posting jobs, securing résumés or setting up interviews in October, up by 2,000 from the same period last year, says Lynn Kelly-Albertson, executive director of WMU's Career and Student Employment Services in Kalamazoo.

At Lawrence Technological University in Southfield, 32 employers presented at a job fair on Sept. 16, up from 27 for the same event last year.

"My sense is we're looking ahead to better times," says Kevin Finn, director of career services at Lawrence Tech. "The Big Three have always been here, but General Dynamics is coming, and Lear, which sometimes waits to recruit until late in the school year, has already signed up."

Laurie Siebert, director of career services at Walsh College in Troy, says the school's annual May recruiting fair at its satellite campus in Novi drew 65 recruiters, the maximum it could accommodate. Even more applied. That's up from 51 for the same fair in May 2003.

Phil Gardner of the Collegiate Employment Research Institute at Michigan State University publishes an annual "Recruiting Trends" report.

He had predicted an 8 percent to 10 percent increase in college hiring in 2004-05 but says he's concerned it won't hit that level.

"Just look at the headlines about the jobless rate," he says.

Kelley Bishop, executive director of career services and placement at MSU, said several employers he talked to at the university's recent career fair didn't have job openings but were "shopping" anyway. Companies are concerned that if they don't continue to recruit, they'll have a gap in institutional memory when veterans move on or retire.

"When they (companies) quit hiring between 1989 and 1996, there was a huge gap in 'institutionality,' " he says. "They probably don't want to have that happen again."

Bishop also says larger companies are getting more precise in their recruiting efforts.

"Some of them have been going to 30 campuses, but they've decided to reduce that down to the six that provide them with the best fit. They determine which schools provide them with the students who show success on the job, and they will go back there."

More employers are trying to work collaboratively with universities.

Smith Aerospace in Grand Rapids partners with Grand Valley State University in electrical and computer science engineering. The company will hire 200 engineers in the coming year, said Bob Gengle, director of human resources. At least 40 will be recent graduates, and the company will look first at the 50 interns it already has working in the plant.

Ferris State University has a board of industry advisers who help develop curriculum for its industrial chemistry technology program.

Because experience is so important to landing a job, Madonna University requires co-op experience of students who plan to graduate from three departments - journalism/public relations, merchandising/hospitality management and computer information systems/computer science, said Christine Brant, director of career services at the school.

Corporate recruiting takes a lot of time, says Duke Graessle, program manager for advanced vehicle engineering at DaimlerChrysler and the volunteer recruiter at Lawrence Tech.

"You've got to have a good relationship with the school. You have to attend functions, groundbreakings, celebrations it's all about networking," he says. He tells students the competition is tough.

"We might get 150 good résumés. Out of them, we select 12 to interview, and only one person is chosen."

For the 149 students who don't get the job, Graessle advises not to expect to land a job by simply posting a résumé on the Internet. Personal contact and networking is important.

National statistics support his advice.

Old-fashioned networking still accounts for 50 percent of the successful job searches. Traditional recruiters account for 25 percent, cold-calling is 20 percent and the Internet and want ads account for 5 percent of jobs.

The Collegiate Employment Research Institute will publish its 34th annual report in mid-November. The purchase price is $50. To order or for more information, go to ceri.msu.edu. For more information on the American Society of Employers' college salary survey or other employer surveys, see the association's Web site at www.aseonline.org

Entire contents © 2004 Crain Communications, Inc.