CHICAGO, June 8, 2016 /PRNewswire/ -- Graduation season has arrived at colleges and universities across the U.S. and new graduates are entering a workforce that is more eager to hire them than in past years. CareerBuilder surveyed hiring managers and human resources professionals¹ and found that 67 percent say they plan on hiring recent college graduates this year – up from 65 percent last year and the highest outlook since 2007.

With companies growing more competitive for entry-level talent and looking to keep their pipelines stocked with strong new prospects, CareerBuilder, along with subsidiaries Broadbean and Economic Modeling Specialists International (Emsi), developed three powerful software solutions that simplify and expedite the process of finding and attracting qualified graduates both on and off campus.

"More companies are looking to hire students straight out of college than any other time in almost a decade, but they don't know where to find the talent or how to make it easy for recent grads to apply," said Matt Ferguson, CEO of CareerBuilder and co-author of The Talent Equation. "Only CareerBuilder has all the tools available to help a business research college grads, develop stronger recruiting strategies and execute a plan that will fill entry-level jobs faster."

Refine Strategy with Emsi Analytics for College Recruiting
The comprehensive, easy-to-use data found in Emsi Analytics for College Recruiting enables employers to determine schools that will deliver the best return on investment and build a stronger campus recruitment strategy.

Emsi compiles enrollment and graduation data from over 10,000 trade schools, community colleges and universities in the United States. Recruiters can use the simple web interface to find talent in a number of ways:

• Campus selection: Search individual college majors to determine the schools that are graduating the largest number of students in fields of study relevant to an organization's needs.
• School profiles: Select and view program rankings, student body demographics and diversity composition.
• Growth Trends: Utilize Emsi's data on the growth or decline of overall student enrollment and individual majors to help recruiters plan for the future.
• Student home residency: Find the schools that tend to draw students from a state where a company resides (many students plan to return to their home state after graduation).

Attract Candidates from Around the Internet with Broadbean College Distribution
Broadbean has developed partnerships with colleges and universities across the country to cut down on extensive time companies spend posting open positions on school-run job boards. Talent acquisition departments will be able to:

• Post jobs automatically: Instead of the typical manual process, users can select multiple colleges in a single request and College Distribution will list the job on their behalf.
• Remove approvals: Listing an open position on a college job board can require approval from the college – which can add additional time to a process. Because Broadbean already has partnerships and approvals in place, recruiters can remove this step.
• Expand employment brand exposure: Create job postings on preferred social networks to improve the likelihood that candidates will find a company's opening.

Collect and Organize Resumes at Career Fairs with Talent Gather
Job seekers often attend job fairs and hiring events with paper resumes in-hand to distribute to dozens of potential employers. CareerBuilder created Talent Gather, an app available for smartphones and tablets, to allow recruiters at these events to collect and keep better track of more candidate information.

• Convert paper to digital: Users snap a picture of a candidate's resumes and Talent Gather instantly transfers information into a new candidate profile.
• Open compatibility: Recruiters can use their own smartphone or tablet – Android or iOS – eliminating the need for employers to purchase extra devices dedicated to career events.
• Candidate questionnaire: Team members can take consistent notes on candidate conversations with a pre-configured form of questions and job requirements.
• Collaboration in the cloud: All candidate data is stored in the cloud, so hiring managers or recruiters from the same company can share candidate information live at the event, or upload to a computer later on.

"CareerBuilder's technology has allowed us to have a truly data-driven strategy for our campus level positions," says Brittany Palubiski, Manager of Global University Relations at General Motors. "We were able to audit our university talent recruiting strategy and hone in on schools that are producing high volumes of talent in degrees we target at GM.  As important, we can take a deeper dive, and ensure that the schools we select not only have high volumes of talent, but include a true diverse pipeline.  This has helped us impact our quality of hire, time to fill and ultimately, our candidate experience and acceptance rates."

Click to request a sample of CareerBuilder's powerful college data. 

About CareerBuilder®
As the global leader in human capital solutions, CareerBuilder specializes in cutting-edge HR software as a service to help companies with every step of the recruitment process from acquire to hire. CareerBuilder works with top employers across industries, providing job distribution, sourcing, workflow, CRM, data and analytics in one pre-hire platform. It also operates leading job sites around the world. Owned by TEGNA Inc. (NYSE:TGNA), Tribune Media (NYSE:TRCO) and The McClatchy Company (NYSE:MNI), CareerBuilder and its subsidiaries operate in the United States, Europe, South America, Canada and Asia. For more information, visit www.careerbuilder.com.

Media Contact
Rob Zaldivar
312.698.1042
rob.zaldivar@careerbuilder.com
http://www.twitter.com/CareerBuilderPR

¹ National CareerBuilder of survey of 2,186 hiring managers and human resource professionals in the private sector across industries and company sizes conducted by Harris Poll, March 2016.

SOURCE CareerBuilder