1、Market IntelligenceCorporate Recruiters Survey2022 Summary ReportJune 20222 Graduate Management Admission Council(GMAC)Introduction .4Executive Summary .8Key Findings .10Confidence in Business School Graduates.12Hiring Trends and Projections .20International Hiring and Placement .36Skill Demand .40C

2、ompensation .44Regional Profiles.52Methodology .76Respondent Profile .77Contributors .78Appendix .79Table of ContentsDiversity Insights|US Underrepresented Populations Groups 3For more than two decades,the Corporate Recruiters Survey from the Graduate Management Admission Council(GMAC)has provided t

3、he worlds graduate business schools and employers with data and insights to understand current trends in hiring,compensation,skill demand,and perceptions of MBA and business masters graduates.This years summary report explores the state of employer demand for graduate business school talent in the c

4、ontext of the COVID-19 pandemic and includes responses from nearly 1,000 corporate recruiters and staffing firms around the world.GMAC,together with survey partners EFMD and the MBA Career Services and Employer Alliance(MBA CSEA),conducted the survey in February and March 2022,in association with th

5、e career services offices at participating graduate business schools worldwide.Recognizing the changes occurring in the global landscape,and with an intent to offer the broadest research perspective possible,GMAC Research also worked with a market research firm to recruit additional participants to

6、make the overall sample more globally representative.In total,941 respondents completed this survey,including 539 corporate recruiters and 402 from staffing firms.Given potential differences between corporate recruiters and respondents from staffing companies in their views of business graduates and

7、 hiring practices,results are reported separately for these two groups,and this report focuses primarily on responses from corporate recruiters.Because nearly all responses in previous years came from corporate recruiters,only 2022 responses from corporate recruiters are compared with previous years

8、 findings.Global results for corporate recruiters and respondents from staffing firms are weighted by the gross domestic product(GDP)of each world region to adjust for Introductionthe regional employment opportunity potential.Corporate recruiter respondents may be referred to as corporate recruiters

9、,companies,firms,or employers throughout this report.Figure 28 on page 77 provides a respondent profile with further details of the characteristics of the respondents included.Respondents to 2022 Corporate Recruiters Survey came from 38 countries worldwide,providing adequate sample sizes to report d

10、etails for Africa,East and Southeast Asia,Latin America,Middle East,United States,and Western Europe.Regional results are not weighted by GDP.These region-specific data cuts are highlighted in the Regional Profiles section of this report,beginning on page 52.Different from previous practices of repo

11、rting sample results,this report provides estimates of population parameters with a 95 percent confidence interval for interested statistics(e.g.,the percentage of recruiters who expect the demand for business school graduates to increase compared with the previous year).This allows readers to go be

12、yond what is learned from responded recruiters to infer the views and practices among the population of recruiters of business graduates.It also provides a more robust approach than included in previous reports to compare results between groups or across survey questions or years.When comparing resu

13、lts by group,question,or year,overlaps of their 95 percent confidence intervals suggest no real difference among results.Group differences significant at the 95 percent confidence interval level are highlighted throughout this report.Differences that may not be statistically significant yet suggest

14、an interesting trend may be mentioned as well.4 Graduate Management Admission Council(GMAC)Corporate Recruiters Survey|2022 Summary Report 5About GMACThe Corporate Recruiters Survey 2022 Summary Report is a product of the Graduate Management Admission Council(GMAC),a global,mission-driven associatio

15、n of 227 leading graduate business schools.Founded in 1953,the Council is 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 Mana

16、gement Admission Test(GMAT)exam,used by more than 7,000 graduate programs worldwide.GMAC is dedicated to creating access to and dissemination of information about graduate management education(GME).School and industry leaders rely on the Council as the premier provider of reliable data about the gra

17、duate management education industry.2022 Survey Sample Stats9413831%total respondentscountries representedcoverage of the Global Fortune 5006 Graduate Management Admission Council(GMAC)Why this data is valuable and reliable Primary to prospective business school students motivations to pursue a grad

18、uate management education is to improve their employability.Having an up-to-date snapshot of employer demand and perceptions of graduates,and discerning how they evolve over time,can provide business school professionals with insights to position their graduates for success,improve their career serv

19、ices offerings,and recruit their next incoming class.With more than 20 years of survey responses,this annual survey of corporate recruiters is the go-to resource of its kind available to the GME community.No other data source currently available provides the breadth and depth of sample and data to b

20、usiness school professionals.Additional information on the survey methodology and analytical procedures underpinning the survey and this summary report can be found on page 76.Interactive data report Participating business schools and employers receive access to an interactive data report that allow

21、s users to filter and explore the survey data by several variables.Use this interactive tool to answer research questions you may have about specific corporate recruiter populations with reliable and timely market data.School signup for future surveysVisit today to include your school in GMACs annua

22、l research studies of enrolled students,alumni,employers,and school professionals.Sign up for all GMAC surveys continues year-round.Benefits of participation include service to industry,pre-release benchmark reports,and access to interactive online research tools.Corporate Recruiters Survey|2022 Sum

23、mary Report 7Executive SummaryThe findings of this years Corporate Recruiters Survey,fielded in February and March 2022,suggest its a favorable hiring market to be graduating into with an MBA or business masters degree.Overall,92 percent of corporate recruiters say they expect to hire newly minted M

24、BAs this year,as do 95 percent of staffing firms.Relative to past years survey results,this represents very strong hiring intentions,and looking to the near future,most corporate recruiters agree that demand for new business school talent will increase in the next five years.Survey findings also sug

25、gest that international mobility for business school graduates may be making a rebound,specifically for international MBA and business masters graduates in the United States.Fifty-six percent of US recruiters say they either plan to make international hires in 2022 or are willing to,up from 48 perce

26、nt that said the same in the 2021 survey.Consistent with past years,employers intention to hire business school graduates is an expression of their organizations growth trajectory and their confidence in graduates ability to be successful with them.This year,2 in 3 recruiters describe their organiza

27、tion as growing/expanding and nearly 9 in 10 are either highly confident or confident in the ability of business schools to prepare students to be successful in their organizations.When asked to select from a list of all the reasons for their confidence,the most cited reasons among corporate recruit

28、ers overall are that they have strong communication skills,have a versatile skillset,and are strategic thinkers.This years findings also show that salaries being offered to business masters graduates are on the rise.The median starting salaries US recruiters plan to offer are up versus last years su

29、rvey for graduates of Master of Finance,Master of Data Analytics,and Master of Accounting programs.While MBA starting salaries continue to be at a premium relative to other hires,in the current inflationary period the relative stability of median MBA salaries suggested by the survey findings is putt

30、ing downward pressure on the real value of MBA salaries.To attract top talent in this environment,benefits packagesincluding educational assistanceare evolving and expanding to meet the needs of younger potential employees.Overall,32 percent of recruiters are now offering assistance in paying down s

31、chool loans as a benefit in 2022,and 40 percent are offering corporate volunteering.One of the many effects of the pandemic on GME was a rapid shift to online learning,especially in the United States,where total enrollments in Online MBA programs exceeded that of full-time MBA enrollments for the fi

32、rst time in the 2020-21 academic year.2 The percentage of global recruiters who view graduates of online and in-person GME programs equally increased from 34 percent in 2021 to 60 percent in 2022,suggesting significant growth in acceptance of online programs.However,the notable outlier is corporate

33、recruiters in the United Stateswhere just 29 percent agree that they view graduates of online and in-person GME programs equally,the lowest of any world region and down from 33 percent of respondents from the 2021 sample.Survey responses examining what skills recruiters see as most important highlig

34、ht how employers can interpret the value of a graduate management education differently.For example,recruiters who do not view graduates of online and in-person programs equally are more likely to say specific soft,or human,skills are important,including conscientiousness and interpersonal skills.Co

35、nversely,recruiters who view in-person and online graduates equally are more likely to say specific areas of knowledge are important,like knowledge of technology,product design,and production and administrative activities.Whats the state of employer demand for graduate business school talent?2 AACSB

36、.(2021).2021 Business School Data Guide(October 2021 Release).https:/www.aacsb.edu/insights/publications/data-reports/2021-business-school-data-guide8 Graduate Management Admission Council(GMAC)Corporate Recruiters Survey|2022 Summary Report 9Key Findings MBA hiring projections remain high in 2022an

37、d most recruiters project that demand for new business school talent will increase in the next five years.Overall,92 percent of corporate recruiters say they expect to hire newly minted MBAs this year.Relative to past years survey results this represents very strong hiring intentions for corporate r

38、ecruiters.In addition,virtually all responding staffing firms also plan to make MBA hires this year(95%).Hiring intentions for graduates of business masters programssuch as Master in Management(MiM),Master of Finance,and Master of Data Analyticsare also at high levels.For example,nearly 9 in 10 corp

39、orate recruiters plan to hire MiM graduates in 2022(88%),up from 79 percent of the same recruiters who actually hired them in 2021.Across program types,business masters hiring intention is highest among recruiters for East and Southeast Asia and Middle East companies,and there are notable increases

40、between African firms 2021 actual hiring and 2022 hiring projections.Two in 3 responding corporate recruiters describe the current direction of their organization as expanding/growing(67%)and a similar proportion plan to increase their overall headcount(65%).These growing companies are more likely t

41、o have hiring intentions for MBA and business masters graduates than those that describe their direction as“maintaining current market position”or“overcoming challenges.”Looking to the near future,most corporate recruiters agree that demand for new business school talent will increase in the next fi

42、ve years(63%),while 35 percent expect it will remain stable.Business masters median starting salaries are on the rise as total compensation packets evolve to appeal to younger potential employees.Recruiter responses suggest US companies plan to offer increased starting salaries to newly minted busin

43、ess masters graduates in 2022.Median salaries are up versus last years survey for graduates of Master of Finance,Master of Data Analytics,and Master of Accounting programs.Among the world regions for which there is sufficient sample to report,median MBA starting salary levels eclipse those being off

44、ered to bachelors graduates by 22 percent to 40 percent.In the current inflationary environment,however,the relative stability of median MBA salaries suggested by the survey findings portends downward pressure on the real value of MBA salaries.Bonuses are both more common and more substantial among

45、US recruiters relative to other world regions.The median bonuses they expect to offer new hires this year is US$10,500about the same as seen in last years survey(US$11,000).Benefits packagesincluding educational assistanceare evolving and expanding to meet the needs of new graduates.Overall,32 perce

46、nt of recruiters are now offering assistance in paying down school loans as a benefit in 2022,and 40 percent are offering corporate volunteering,most often in the United States(62%)and Middle East(58%).10 Graduate Management Admission Council(GMAC)US international hiring bounced back in 2021and recr

47、uiter responses suggest continued growth for 2022.The world regions with the highest percentage of recruiters affirming that they plan to hire international candidates in 2022 are the Middle East(52%)and Western Europe(40%).This years survey results suggest an improving situation for international M

48、BA and business masters graduates in the United States.Fifty-six percent of US recruiters say that they either plan to make international hires in 2022(35%)or are willing to(21%),up from 48 percent that said the same in the 2021 survey.Eighty-three percent of US tech companies say they either plan t

49、o make international hires in 2022(62%)or are willing to(21%)the most of any US industry.Corporate recruiters remain confident in graduate business schools ability to prepare students to be successful.Consistent with past years,corporate recruiters express high levels of confidence in graduate busin

50、ess schools as sources of talent.Overall,87 percent of corporate recruiters said they are either highly confident(36%)or confident(52%)in the ability of business schools to prepare students to be successful in their organizations.By industry,corporate recruiters in the consulting and technology indu

51、stries were the most likely to report that they are highly confident in business schools.Nonprofit/government recruiters are the most likely to only express slight confidence.Global corporate recruiters appear to be becoming more accepting of online degreeswith the noteworthy exception of the United

52、 States.The percentage of global recruiters who view graduates of online and in-person GME programs equally increased from 34 percent in 2021 to 60 percent in 2022,suggesting significant growth in the acceptance of online programs.However,the notable outlier is corporate recruiters in the United Sta

53、teswhere the lions share of the worlds Online MBA enrollments are.Among responding US corporate recruiters,just 29 percent agree that they view graduates of online and in-person GME programs equally,the lowest of any world region and down from 33 percent of respondents from the 2021 sample.Comparing

54、 the skills recruiters identify as important for their current job openings by their views of online and in-person programs highlights what these recruiters see as important parts of the overall business school experience.For example,recruiters who do not view graduates of online and in-person progr

55、ams equally are more likely to say specific soft,or human,skills are important,including conscientiousness and interpersonal skills.Most corporate recruiters agree that job candidates with a graduate business degree are more competitive than those with micro-credentials only.A majority of corporate

56、recruiters see job candidates with a graduate business degree as more competitive than those with only micro-credentials(61%).In addition,56 percent of corporate recruiters overall agree that those with a degree are more likely to be successful in their organizations,and a similar proportion agree t

57、hat those with a degree outperform those with only micro-credentials(54%).Corporate Recruiters Survey|2022 Summary Report 11Confidence in Business School GraduatesConsistent with past years,corporate recruiters express high levels of confidence in graduate business schools as sources of talent.Overa

58、ll,87 percent of corporate recruiters said they are either highly confident(36%)or confident(52%)in the ability of business schools to prepare students to be successful in their organizations(Figure 1).Also consistent with past trends is that corporate recruiters from large,public companies report h

59、igher levels of confidence in business schools than smaller organizations.For instance,corporate recruiters from Global Fortune 100 companies are twice as likely to say they have high confidence than recruiters from companies with less than 100 employees(47%vs.24%).By world region,corporate recruite

60、r confidence in business schools ability to produce successful graduates is notably higher in the United States than Western Europe.A possible explanation for this is Western European corporate recruiters are more likely than their counterparts in the United States to hire from pre-experience busine

61、ss masters programs,such as Master Corporate recruiters remain confident in graduate business schools ability to prepare students to be successful.in Management.This is discussed in the next section of this report.The lower levels of professional experience of these graduates relative to typical MBA

62、 hires may influence recruiter opinion of business schools ability to prepare them to be successful.While this regional difference in confidence was seen in last years results as well,the gap appears wider in this years sample.Among 2022 respondents,half of US recruiters express that they are highly

63、 confident in business schools(50%),up slightly from responses collected in 2021(45%),whereas the proportion of Western European recruiters with high confidence declined over the same period(41%to 26%).By industry,corporate recruiters in the consulting and technology industries were the most likely

64、to report that they are highly confident in business schools.Nonprofit/government recruiters are the most likely to only express slight confidence(33%)and the least likely to report high confidence(21%).Staffing firms overall are slightly less likely to express high confidence or confidence in busin

65、ess school hires compared to the overall sample of corporate recruiters(83%vs 87%).12 Graduate Management Admission Council(GMAC)Figure 1:Confidence in Business Schools Ability to Prepare Students for SuccessBy world region,2022By company size and type,2022By industry,2022100%75%50%25%0%100%75%50%25

66、%0%100%75%50%25%0%No confidenceSlightly confidentConfidentHighly confidentNo confidenceSlightly confidentConfidentHighly confidentNo confidenceSlightly confidentConfidentHighly confidentOverallGlobal Fortune 500ConsultingFor-profit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortun

67、e 100Energy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,privateFinance/accounting100 employeesManufacturing10000+employeesStaffing FirmAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersPercentage of Corporat

68、e RecruitersPercentage of Corporate RecruitersWorld RegionCompany Size and TypeIndustryCorporate Recruiters Survey|2022 Summary Report 138%14%10%14%10%8%7%9%9%6%16%6%14%33%13%10%7%15%51%37%41%50%51%54%44%47%56%47%58%57%54%46%44%52%46%51%41%49%47%36%38%38%48%43%35%43%24%37%32%21%43%38%47%31%12%8%10%1

69、0%10%9%17%52%49%55%59%41%42%56%36%41%35%31%48%50%26%Why so much confidence in business school graduates?When asked to select from a list all the reasons for their confidence,the most cited reasons among corporate recruiters overall are that they have strong communication skills(cited by 73%of respon

70、dents),have a versatile skillset(68%),and are strategic thinkers(66%;Figure 2).Examining recruiter responses by world region reveal interesting differences.For example,among East and Southeast Asian recruiters,communication skills inspire confidence for more than 9 in 10 recruiters(91%),by far the m

71、ost cited reason in the region,followed by they“tend to be innovative”(64%).“Tend to be innovative”is also the second most cited reason among Latin American recruiters(61%)a finding that makes these two regions stand out.“Tend to be innovative”is the biggest point of difference between how overall c

72、orporate recruiters and staffing firms view business school hires.Corporate recruiters more often cite it as a reason for confidence(58%)than their staffing firm counterparts(49%).More so than other regions,African recruiters have confidence because business school graduates are prepared to take on

73、leadership roles(65%).This contrasts with Western European recruiters,who cite“are prepared to take on leadership roles”the least often of any world region(36%).This,again,is likely related to Communication skills,strategic thinking,and versatility are the most often cited reasons for corporate recr

74、uiters confidence in business school graduates.their increased propensity to hire from pre-experience business masters programs.By industry,consulting recruiters are more likely than any other industry to cite“are prepared to take on leadership roles”(70%),whereas tech firms stand out for selecting

75、ability to handle the complex global business environment(60%)and ability to navigate the challenges of technological disruption(55%).Products/services recruiters point out strong communication skills the least often across industries(52%)and select“tend to be innovative”the most often(62%).On the f

76、lip side,recruiters who are only slightly confident or have no confidence in business schools ability to produce successful graduates most often indicate that this is because of their limited functional work experience(49%).Additional recruiters point out a lack of technical skills(46%),and unrealis

77、tic job role/level expectations(46%).Very few recruiters have low confidence in business schools because graduates lack diversity(7%),socio-emotional skills(11%),or communication skills(15%).Among Western European recruiters they most often cite limited industry work experience and unrealistic salar

78、y expectations(41%respectively).14 Graduate Management Admission Council(GMAC)Figure 2:Reasons for Confidence and Lack of Confidence in Business School GraduatesGlobal corporate recruiters,2022 Reasons for ConfidenceReasons for Lack of ConfidenceHave strong communication skillsHave a versatile skill

79、 setAre strategic thinkersTend to be innovativeAble to handle the complex global business environmentAre prepared to take on leadership rolesAble to navigate the challenges of technological disruptionDo not require extensive company-sponsored trainingLimited functional work experienceLack technical

80、skillsUnrealistic job role/level expectationsLimited industry work experienceUnrealistic salary expectationsLack communication skillsLack socio-emotional skillsLack diversity 0%0%25%25%50%50%75%75%100%100%Percentage of Corporate RecruitersPercentage of Corporate RecruitersCorporate Recruiters Survey

81、|2022 Summary Report 1573%49%68%46%66%46%58%41%55%32%52%15%49%11%33%7%Another possible explanation for corporate recruiters high levels of confidence in business school talent may be simply that the leaders of their own organizations are themselves the products of a business school education.Overall

82、,about 7 in 10 recruiters agree that leaders in the organization tend to have a graduate business school education(71%;Figure 3).A similar proportion of recruiters overall also agree that employees with a graduate business school education tend to have a fast-track to upper-level positions(74%)and e

83、arn more(71%).7 in 10 corporate recruiters agree that their organizations leaders tend to have a graduate business education.Agreement with these statements among recruiters tends to be stronger among those at large,publicly traded organizations.For example,while a similar proportion of recruiters f

84、rom organizations with more than 10,000 and from organizations with less than 100 people agree with the statement“business school graduates tend to have a fast-track to upper-level positions in my organization”(72%vs.70%),a greater share of those from organizations with more than 10,000 strongly agr

85、ee(21%vs.13%).Figure 3:Corporate Recruiters Level of Agreement with Statements Global corporate recruiters,2022 Business school graduates tend to have a fast-track to upper-level positions in my organizationEmployees with a graduate business school education tend to earn more than othersLeaders in m

86、y organization tend to have a graduate business school educationSkills of graduate management talent are more important in the context of COVID-19Business school graduates tend to outperform other employees in my organizationStrongly disagreeDisagreeNeitherAgreeStrongly AgreeTotal Agree74%71%71%55%5

87、3%0%50%100%Percentage of Corporate Recruiters16 Graduate Management Admission Council(GMAC)5%5%9%9%7%20%23%20%34%38%55%49%52%42%42%19%22%19%13%11%One of the many effects of the pandemic on GME was a rapid shift to online learning.According to the 2020 Application Trends Survey,in the first admission

88、s cycle of the pandemic,83 percent of Online MBA programs saw an increase in applications compared with the year before,with 57 percent saying applications were up more than 20 percent.Where the growth of Online MBA programs has been strongest is in the United States,where according to data from the

89、 Association to Advance Collegiate Schools of Business(AACSB)total enrollments in Online MBA programs exceeded that of full-time MBA enrollments for the first time in the 2020-21 academic year.4Has the pandemic and the expansion of online graduate business programs shifted corporate recruiter attitu

90、des toward graduates of online programs?Global corporate recruiters appear to be becoming more accepting of online degreeswith the noteworthy exception of the United States.For the first time in last years Corporate Recruiters Survey,respondents were asked for their level of agreement with the state

91、ment:“My organization values graduates of online and in-person programs equally.”Overall,slightly fewer agreed(34%)than disagreed(37%).In this years results,the proportion who agree increased notably to 60 percent,while the percentage who disagree trended down to 17 percent(Figure 4).This suggests g

92、rowing acceptance of graduates of online programs.However,the notable outlier is corporate recruiters in the United Stateswhere the lions share of the worlds Online MBA enrollments are.Among responding US corporate recruiters,just 29 percent agree that they view graduates of online and in-person GME

93、 programs equally,the lowest of any world region and down from 33 percent of respondents from the 2021 sample.3GMAC.(2020).Application Trends S 4 AACSB.(2021).2021 Business School Data Guide(October 2021 Release).https:/www.aacsb.edu/insights/publications/data-reports/2021-business-school-data-guide

94、 Figure 4:Corporate Recruiters Level of Agreement:My organization values graduates of online and in-person programs equallyBy world region,2022OverallAfricaAustralia and Pacific IslandsCentral and South AsiaEast and Southeast AsiaLatin AmericaMiddle EastUnited States Western EuropeStrongly disagreeD

95、isagreeNeitherAgreeStrongly AgreeTotal Agree60%63%78%63%76%29%48%0%50%25%75%100%Percentage of Corporate RecruitersCorporate Recruiters Survey|2022 Summary Report 1714%14%12%32%15%22%18%21%22%24%29%32%42%59%59%37%31%20%41%18%18%17%25%31%9%7%Another area of increasing competitionor opportunityfor grad

96、uate business schools is in the realm of micro-credentials,which can be loosely defined as a certification of the completion of a short course as well as the mastery of the subject area of that course.“Stackable”micro-credentials can ultimately lead to a degree at some institutions.5How do corporate

97、 recruiters assess job candidates with these relatively new certifications?Most corporate recruiters agree that job candidates with a graduate business degree are more competitive than those with micro-credentials only.The findings of this years survey indicate that a majority of corporate recruiter

98、s see job candidates with a graduate business degree as more competitive than those with only micro-credentials(61%agree;Figure 5).Agreement is strongest among recruiters for companies in Latin America(76%)and the United States(73%)and less strong in Western Europe(57%)and Africa(59%).In addition,56

99、 percent of corporate recruiters overall agree that those with a degree are more likely to be successful in their organizations,and a similar proportion agree that those with a degree outperform those with only micro-credentials(54%).5National Education Association.(2022).Micro-Credentials.https:/ww

100、w.nea.org/professional-excellence/professional-learning/micro-credentials Figure 5:Corporate Recruiter Level of Agreement with Statements About Micro-CredentialsGlobal corporate recruiters,2022Candidates with a graduate business degree are more competitive than those with micro-credentials only Empl

101、oyees with a graduate business degree are more likely to be successful in my organization than those with micro-credentials onlyEmployees with a graduate business degree tend to outperform those micro-credentials onlyStrongly disagreeDisagreeNeitherAgreeStrongly AgreeTotal Agree61%56%54%0%50%100%Per

102、centage of Corporate Recruiters18 Graduate Management Admission Council(GMAC)7%10%8%30%32%36%44%41%39%18%15%16%Corporate Recruiters Survey|2022 Summary Report 19Hiring Trends and ProjectionsOverall,2 in 3 responding corporate recruiters describe the current direction of their organization as expandi

103、ng/growing(67%;Figure 6)and a similar proportion plan to increase their overall headcount(65%;Figure 7).By world region,firms in Africa are the most likely to describe their direction as expanding/growing(75%)and say that they plan to increase headcount(78%).Firms in Western Europe are the most like

104、ly to describe their direction as“maintaining current market position”(47%)and the most likely to say their headcount would remain stable(43%).Among Western European recruiters,those maintaining current market positions are most often in the nonprofit/government sector(88%).Looking to the near futur

105、e,most corporate recruiters agree that demand for new business school talent will increase in the next five years(63%),while 35 percent expect it will remain stable(Figure 8).Only 2 percent expect a reduction.Corporate recruiters for Middle Eastern companies are the most bullish on future demand for

106、 graduates,with Most companies are expanding their headcount as corporate recruiters expect demand for business school graduates will increase over the next five years.nearly 9 in 10 expecting increased demand(89%).In the words of one recruiter from the Middle East:“Due to new development and contin

107、ued growth,we need graduates who can easily adapt to the growth and changes in different parts of the organizationtheir adaptability skills and talent are a strong match for rapid changes,especially on the tech side.”A larger share of US recruiters expect demand for GME talent will stay stable rathe

108、r than increase(51%vs.46%).Among US companies,the industries most likely to project stability are products/services(71%)and technology(55%),and the industries most likely to project increased demand are nonprofit/government(70%)and health care(67%).In the words of one US health care recruiter:“Compa

109、nies need colleagues who can learn and adapt quickly,MBA students have had to do that in their studies and learn both the hard and soft skills we need to be successful.Those with STEM focus are even more valuable.”And another:“I work in the provider health care space where,historically,there has bee

110、n a strong emphasis on bringing in MHAs Masters in Health Administration for strategic roles.At least in my organization,in the past 10 years,that idea has changed.MHAs have been moved to strictly operational roles while MBAs are selected for strategic roles.”20 Graduate Management Admission Council

111、(GMAC)Figure 6:Current Company Direction By world region,2022 Figure 7:Projected Total Headcount Change in 2022 By world region,2022Figure 8:Projected Hiring Demand for Business School Talent in the Next Five YearsBy world region,2022100%75%50%25%0%100%75%50%25%0%100%75%50%25%0%Expanding/growingMain

112、taining current market positionOvercoming challengesIncreaseRemain StableDecreaseIncreaseRemain StableDecreaseOverallOverallOverallAfricaAfricaAfricaEast and Southeast AsiaEast and Southeast AsiaEast and Southeast AsiaLatin AmericaLatin AmericaLatin AmericaMiddle EastMiddle EastMiddle EastUnited Sta

113、tesUnited StatesUnited StatesWestern EuropeWestern EuropeWestern EuropePercentage of Corporate RecruitersPercentage of Corporate RecruitersPercentage of Corporate RecruitersWorld RegionWorld RegionWorld Region7%3%2%4%4%0%4%4%10%8%14%7%8%4%26%32%20%31%33%28%33%43%16%22%22%24%24%47%67%65%78%65%63%72%6

114、3%53%75%69%65%69%68%48%2%6%4%0%3%4%35%24%22%25%11%51%46%63%71%75%71%89%46%50%Corporate Recruiters Survey|2022 Summary Report 21The findings of this years survey suggest its a favorable hiring market to be graduating into with an MBA.Overall,92 percent of corporate recruiters say they expect to hire

115、newly minted MBAs this year(Figure 9).While this is slightly less than the percentage of the same recruiters who hired MBA talent last year(97%),relative to past years survey results this represents very strong hiring intentions.In addition,virtually all responding staffing firms say they hired MBAs

116、 last year(97%)and plan to do so this year(95%).Hiring intention is high across world regions,with a similar trend in 2021 actual hiring and 2022 projected hiring playing out.The most marked difference between 2021 hiring and 2022 projected hiring is among Western European corporate recruiters,where

117、 virtually all responding recruiters say they hired MBAs in 2021 and 89 percent plan to do so in 2022.MBA hiring projections remain high as 9 in 10 corporate recruiters plan to hire newly minted MBAs in 2022.Consistent with past years findings,companies with 10,000 or more employees are more likely

118、to plan to hire MBA talent compared with companies with fewer than 100 employees(96%vs.80%),however in both cases the vast majority plan to make MBA hires this year.The survey findings suggest that companies that are growing in 2022 are more likely to plan to hire MBAs.Overall,94 percent of companie

119、s who describe their company direction as growing/expanding plan to hire MBAs in 2022,compared with 89 percent of recruiters who describe their company as either maintaining current market position or overcoming challenges.Of course,most plan to hire MBAs in either case.Note:The error bars represent

120、 the 95 percent confidence intervals for each estimated population proportion.When the error bars do not overlap between groups,this indicated a significant difference.Other visualizations in this report present the 95 percent confidence intervals in the same manner.Further explanation of this study

121、s methodology can be found on page 76.Figure 9:MBA Hiring 2022 Hiring Projections vs.2021 Actual Hiring By world region,2022100%75%50%OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld Region2021 Actual2022 Projected22 Gradu

122、ate Management Admission Council(GMAC)97%88%96%92%96%97%99%92%89%92%86%92%94%89%By company type and size,2022Trends in projected MBA hiring,by world region,00020201620212022By industry,2022100%75%50%100%75%50%100%75%50%25%0%2021 Actual2022 Projected202

123、1 Actual2022 ProjectedAsia PacificEuropeUSPercentage of Corporate RecruitersPercentage of Corporate RecruitersPercentage of Corporate RecruitersCompany Size and TypeIndustrySurvey YearGlobal Fortune 500ConsultingFor-profit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortune 100Ener

124、gy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,privateFinance/accounting100 employeesManufacturing10000+employeesStaffing FirmCorporate Recruiters Survey|2022 Summary Report 2397%97%96%97%96%89%94%95%99%96%95%89%96%89%80%87%93%96%98%100%97%98%93%98%88%97%97%91%89%96%97%9

125、2%94%87%92%95%Overall,nearly 9 in 10 corporate recruiters plan to hire Master in Management(MiM)graduates in 2022(88%),up from 79 percent of the same recruiters who actually hired them in 2021(Figure 10).2021 hiring and 2022 hiring intention for MiMs is even higher among staffing firms(86%and 93%,re

126、spectively).By world region,MiM hiring intention is strongest in East and Southeast Asia(97%)and the Middle East(96%),where nearly all responding employers plan to bring on MiM talent this year.Overall and across world regions,a greater percentage of recruiters plan to hire MiM graduates in 2022 tha

127、n actually hired them in 2021.African recruiters report the largest increase between 2021 actual hiring(62%)and 2022 planned hiring(83%).Recruiters express high hiring intention for Master in Management graduates.Even in the United States,more than half plan to hire them.Consistent with past years,M

128、iM hiring intention is notably lower with US companies,as the MiM degree has less recognition among employers.That said,MiM hiring intention in the United States is as high as its ever been,with more than half of recruiters saying they plan to hire MiM talent in 2022.The survey findings suggest that

129、 companies that are growing in 2022 are more likely to plan to hire MiMs and other business masters graduates.Overall,89 percent of companies who describe their company direction as growing/expanding plan to hire business masters graduates in 2022,compared with 85 percent of recruiters who describe

130、their company as either maintaining current market position or overcoming challenges.In both cases,however,the vast majority plan to make MiM and other business masters hires this year.Figure 10:Master in Management Hiring 2022 Hiring Projections vs.2021 Actual Hiring By world region,2022Note:The er

131、ror bars represent the 95 percent confidence intervals for each estimated population proportion.When the error bars do not overlap between groups,this indicated a significant difference.Other visualizations in this report present the 95 percent confidence intervals in the same manner.Further explana

132、tion of this studys methodology can be found on page 76.100%75%50%OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld Region2021 Actual2022 Projected24 Graduate Management Admission Council(GMAC)79%62%84%76%86%47%79%88%83%97%

133、83%96%53%87%By company type and size,2022Trends in projected MiM hiring,by world region,0020201620212022By industry,2022100%75%50%100%75%50%25%100%75%50%25%0%2021 Actual2022 Projected2021 Actual2022 ProjectedAsia PacificEuropeUSPercentage of Corporate RecruitersP

134、ercentage of Corporate RecruitersPercentage of Corporate RecruitersCompany Size and TypeIndustrySurvey YearGlobal Fortune 500ConsultingFor-profit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortune 100Energy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,p

135、rivateFinance/accounting100 employeesManufacturing10000+employeesStaffing FirmCorporate Recruiters Survey|2022 Summary Report 2580%80%71%70%82%48%77%71%78%86%88%82%79%89%62%80%89%83%65%81%69%69%72%79%66%74%86%67%93%78%90%84%91%68%81%93%Eighty-four percent of global corporate recruiters plan to hire

136、Master of Finance graduates in 2022,more than the 73 percent of the same employers who hired them last year(Figure 11).Among staffing firms,the same percentage plan to hire them this year(84%),similar to the proportion that hired them last year(82%).Similar to trends in MiM and other business master

137、s hiring,hiring intention for Master of Finance graduates is highest among recruiters for East and Southeast Asia(92%)and Middle East(96%)based companies,and theres a notable increase in African firms 2021 actual hiring versus 2022 hiring projections.Plans for 2022 Master of Finance hiring exceed 20

138、21 hiring levels.Hiring intention for Master of Finance graduates is lowest in the United States at 55 percent,which is relatively consistent with past years findings.By industry,its perhaps not surprising that 2022 hiring intention is strongest amongst finance/accounting firms,where nearly 9 in 10

139、plan to bring on newly minted graduates in 2022.Figure 11:Master of Finance Hiring 2022 Hiring Projections vs.2021 Actual Hiring By world region,2022Note:The error bars represent the 95 percent confidence intervals for each estimated population proportion.When the error bars do not overlap between g

140、roups,this indicated a significant difference.Other visualizations in this report present the 95 percent confidence intervals in the same manner.Further explanation of this studys methodology can be found on page 76.OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern Eur

141、opePercentage of Corporate RecruitersWorld Region2021 Actual2022 Projected100%75%50%25%26 Graduate Management Admission Council(GMAC)73%54%77%65%81%50%82%84%73%92%67%96%55%85%By company type and size,2022Trends in projected Master of Finance hiring,by world region,2013-2022By industry,2022100%75%50%

142、25%100%75%50%25%100%75%50%25%0%2021 Actual2022 Projected2021 Actual2022 ProjectedAsia PacificEuropeUSPercentage of Corporate RecruitersPercentage of Corporate RecruitersPercentage of Corporate RecruitersCompany Size and TypeIndustrySurvey Year200020201620212022Global Fortune 50

143、0ConsultingFor-profit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortune 100Energy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,privateFinance/accounting100 employeesManufacturing10000+employeesStaffing FirmCorporate Recrutiers Survey|2022 Summary Repor

144、t 2780%70%65%67%72%35%74%73%73%85%78%75%77%80%53%79%87%74%55%89%76%62%65%68%75%69%82%56%80%88%73%79%81%79%84%84%Eighty-three percent of corporate recruiters overall plan to bring on new graduates of Master of Accounting programs in 2022,up from the 69 percent of the same recruiters that actually hir

145、ed them in 2021(Figure 12).Among staffing firms,the trend is reverseda greater percentage report that they hired them last year(88%)than plan to do so this year(80%).Similar to trends in MiM and other business masters hiring,hiring intention for Master of Accounting graduates is highest among recrui

146、ters for East and Southeast Asia(97%)and Middle East(96%)based Master of Accounting hiring plans are strong in 2022;exceed 2021 actual panies,and theres a notable increase in African firms 2021 actual hiring versus 2022 hiring projections.Western European recruiters also seem especially keen on Mast

147、er of Accounting graduates for 2022,with 87 percent reporting plans to hire them after 68 percent report actually hiring them in 2021.US companies hiring intention for these graduates lag behind other regions at 47 percent,however this exceeds the percentage of US recruiters who hired these graduate

148、s last year(41%).Figure 12:Master of Accounting Hiring 2022 Hiring Projections vs.2021 Actual Hiring By world region,2022Note:The error bars represent the 95 percent confidence intervals for each estimated population proportion.When the error bars do not overlap between groups,this indicated a signi

149、ficant difference.Other visualizations in this report present the 95 percent confidence intervals in the same manner.Further explanation of this studys methodology can be found on page 76.OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate R

150、ecruitersWorld Region2021 Actual2022 Projected100%75%50%25%28 Graduate Management Admission Council(GMAC)69%62%74%65%89%41%68%83%83%97%83%96%47%87%By company type and size,2022Trends in projected Master of Accounting hiring,by world region,2011-2022By industry,2022100%75%50%25%100%75%50%25%100%75%50

151、%25%0%2021 Actual2022 Projected2021 Actual2022 ProjectedAsia PacificEuropeUSPercentage of Corporate RecruitersPercentage of Corporate RecruitersPercentage of Corporate RecruitersCompany Size and TypeIndustrySurvey Year200001620212022Global Fortune 500ConsultingFor-pr

152、ofit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortune 100Energy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,privateFinance/accounting100 employeesManufacturing10000+employeesStaffing FirmCorporate Recrutiers Survey|2022 Summary Report 2977%63%63%62%7

153、2%37%70%72%66%85%75%75%72%80%51%79%85%75%51%83%70%56%61%74%69%69%88%54%82%83%73%71%84%81%80%80%Overall,nearly 9 in 10 corporate recruiters plan to hire Master of Data Analytics graduates in 2022(86%),up from 73 percent of the same recruiters who actually hired them in 2021(Figure 13).A similar trend

154、 is seen among staffing firms,with more reporting 2022 hiring plans(86%)than 2021 actual hiring(81%).Similar to trends in MiM and other business masters hiring,hiring intention for Master of Data Analytics graduates is highest among recruiters for East and Southeast Asia(92%)and Middle East(88%)base

155、d companies,and theres a notable increase in African Hiring intention for Master of Data Analytics graduates is strong in 2022 as more US recruiters target them than any other business masters program type.firms 2021 actual hiring versus 2022 hiring projections.Compared with other business masters p

156、rogram types,US firms are the most likely to plan to bring on Master of Data Analytics talent in 2022(71%),up from the percentage that actually hired them in 2021(59%).Figure 13:Master of Data Analytics Hiring 2022 Hiring Projections vs.2021 Actual Hiring By world region,2022Note:The error bars repr

157、esent the 95 percent confidence intervals for each estimated population proportion.When the error bars do not overlap between groups,this indicated a significant difference.Other visualizations in this report present the 95 percent confidence intervals in the same manner.Further explanation of this

158、studys methodology can be found on page 76.OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld Region2021 Actual2022 Projected100%75%50%25%30 Graduate Management Admission Council(GMAC)73%60%73%71%81%59%80%86%82%92%75%88%71%8

159、1%By company type and size,2022Trends in projected Master of Data Analytics hiring,by world region,2018-2022By industry,2022100%75%50%25%100%75%50%25%100%75%50%25%0%2021 Actual2022 Projected2021 Actual2022 ProjectedAsia PacificEuropeUSPercentage of Corporate RecruitersPercentage of Corporate Recruit

160、ersPercentage of Corporate RecruitersCompany Size and TypeIndustrySurvey Year202020022Global Fortune 500ConsultingFor-profit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortune 100Energy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,privateFina

161、nce/accounting100 employeesManufacturing10000+employeesStaffing FirmCorporate Recrutiers Survey|2022 Summary Report 3180%75%68%73%71%39%70%73%81%90%87%78%88%86%48%80%87%88%67%84%72%68%76%70%62%69%81%71%94%83%81%89%84%68%80%86%Eighty-six percent of corporate recruiters overall plan to hire Master of

162、Business Analytics graduates in 2022,more than the 72 percent of employers who actually hired them in 2021(Figure 14).Eighty-five percent of global staffing firms plan to hire these graduates in 2022,about the same proportion that hired them last year(82%).Hiring demand for Master of Business Analyt

163、ics graduates especially strong in East and Southeast Asia and Western Europe.More than 9 in 10 recruiters based in East and Southeast Asia plan to hire them this year,up from 70 percent that actually hired them last year.Ninety percent of Western European companies plan to hire them in 2022,more th

164、an any other program type,including MBA and MiM.Figure 14:Master of Business Analytics Hiring 2022 Hiring Projections vs.2021 Actual Hiring By world region,2022Note:The error bars represent the 95 percent confidence intervals for each estimated population proportion.When the error bars do not overla

165、p between groups,this indicated a significant difference.Other visualizations in this report present the 95 percent confidence intervals in the same manner.Further explanation of this studys methodology can be found on page 76.OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited States

166、Western EuropePercentage of Corporate RecruitersWorld Region2021 Actual2022 Projected100%75%50%25%32 Graduate Management Admission Council(GMAC)72%65%70%57%89%59%77%86%81%92%68%80%67%90%By company type and size,2022By industry,2022100%75%50%25%100%75%50%25%2021 Actual2022 Projected2021 Actual2022 Pr

167、ojectedGlobal Fortune 500ConsultingFor-profit,publicHealth Care100-999 employeesNon-profit/governmentGlobal Fortune 100Energy/UtilitiesStartupTechnology1000-9999 employeesProducts/ServicesFor-profit,privateFinance/accounting100 employeesManufacturing10000+employeesStaffing FirmPercentage of Corporat

168、e RecruitersPercentage of Corporate RecruitersCompany Size and TypeIndustryCorporate Recrutiers Survey|2022 Summary Report 3380%74%68%69%77%44%69%75%76%91%80%77%86%87%56%76%84%88%67%89%70%59%76%72%68%63%82%80%77%86%87%56%76%84%88%85%Overall,most corporate recruiters plan to place new MBA hires into

169、roles for strategy/innovation(61%)and general management(57%;Figure 15).Additional recruiters plan to place them into consulting(49%),marketing(47%),and project management(45%)positions.Compared with corporate recruiters,staffing firms are less likely to plan to place new MBA hires into roles for st

170、rategy/innovation(36%vs.61%)and general management(43%vs.57%)and more likely to place them into roles for accounting(39%vs.30%),budget analysis(26%vs.18%),and information technology(32%vs 25%).Across world regions,strategy/innovation is the top job function for new MBA hires,especially in East and S

171、outheast Asia(69%),the United States(65%),and Latin American(64%).Fortune 500 companies most often report plans to place MBAs into marketing roles(58%),while the data suggest firms with 100-999 employees tend to most often place them into general management(49%),consulting(48%),and communications(45

172、%).General management is also the most common response among employers in the energy/utilities(65%)industry,while products/services more often favor MBAs for marketing roles(61%).Most recruiters plan to place new MBA hires into strategy/innovation and general management positions,while MiMs are favo

173、red for HR/organizational management roles.Figure 15:Job Functions in Which Employers Plan to Place MBA Hires Global corporate recruiters,2022Strategy/innovation General managementConsulting MarketingProject managementProduct managementOperations/logistics/supply chain managementBusiness development

174、/salesClient/customer relationship managementHR/organizational managementMarket researchFinanceResearch and development CommunicationsBusiness intelligence/analyticsAccountingInformation technology/MISData scienceBudget analystPercentage of Corporate RecruitersJob Functionsn for MBA Hires34 Graduate

175、 Management Admission Council(GMAC)61%41%34%49%40%30%42%36%24%18%57%41%33%45%36%25%47%38%30%Figure 16:Job Functions in Which Employers Plan to Place Master in Management HiresGlobal corporate recruiters,2022For MiM graduates,most corporate recruiters plan to place them into roles for HR/organization

176、al management(59%),general management(56%),and project management(54%;Figure 16).Additional recruiters plan to place them into client/customer relationship(48%),strategy/innovation(47%),and operations/logistics(47%)positions.Compared with corporate recruiters,staffing firms are less likely to plan t

177、o place new MiM hires into roles for HR/organizational management(48%vs 59%)and client/customer relationship(38%vs 48%)and more likely to place them into roles for accounting(34%vs 18%),business intelligence/analytics(34%vs.23%),and budget analysis(34%vs.24%).By world region,East and Southeast Asian

178、 companies are by far the most likely to place new MiM hires into the HR/organizational management positions(81%),while Western European firms most often look to them for project management(51%)and general management(44%)opportunities.Among Fortune 500 companies,about half of recruiters look to MiM

179、graduates to fill roles in general management(50%),HR/organizational management(50%),client/customer relationship management(49%),and project management(49%).By industry,employers in technology and products/services most often bring on MiMs to do general management(60%and 57%,respectively),while con

180、sulting firms most often hire them for HR/organizational management and project management(50%each).HR/organizational management General managementProject managementClient/customer relationship managementOperations/logistics/supply chain managementStrategy/innovationResearch and developmentConsultin

181、g Product managementMarketing Market researchBusiness development/salesCommunicationsInformation technology/MISData scienceFinanceBudget analystBusiness intelligence/analytics Accounting Percentage of Corporate RecruitersJob Functionsn for MiM HiresCorporate Recrutiers Survey|2022 Summary Report 355

182、9%45%35%54%44%25%47%35%23%18%56%44%28%47%37%24%48%41%25%International Hiring and PlacementOverall,47 percent of corporate recruiters say that their company hired international business school graduates in 2021(Figure 17).By world region,recruiters in the Middle East(60%)and Western Europe(58%)were t

183、he most likely to make such hires,while Latin American companies were the least likely(25%).Looking ahead to 2022 international hiring plans,the world regions with the highest percentage of recruiters affirming that they plan to hire international candidates are the Middle East(52%)and Western Europ

184、e(40%;Figure 18).US recruiters are the most likely to say they have no 2022 international hiring plans(44%),however,this years survey results suggest an improving situation for international MBA and business masters graduates in the United States.Looking back at last years actual hiring,43 US intern

185、ational hiring bounced back in 2021and recruiter responses suggest continued growth for 2022.percent of US recruiters confirmed they hired international talent in 2021a bounce back from a decline to 35 percent for 2020 from 41 percent in 2019.And recruiter responses suggest a continuation of the imp

186、roved situation in 2022.In this years survey,56 percent of US recruiters say that they either plan to make international hires in 2022(35%)or are willing to(21%),up from 48 percent that said the same in the 2021 survey.By industry among US companies,the tech sector leads the way in 2022 internationa

187、l hiring plans,as it has in past years.Eighty-three percent of tech companies say they either plan to make international hires in 2022(62%)or are willing to(21%;Figure 19).The industries with the highest proportion of responding recruiters who do not plan to hire international talent in 2022 are ene

188、rgy/utilities(83%)and nonprofit/government(71%).36 Graduate Management Admission Council(GMAC)Figure 17:Company International Business School Hiring in 2021By world region,2022Figure 18:Company Plans to Hire International Business School Graduates in 2022By world region,2022Figure 19:US Company Plan

189、s to Hire International Business School Graduates in 2022US companies by industry,2022100%75%50%25%0%100%75%50%25%0%100%75%50%25%0%NoYesNo,we do not hire such candidatesWilling to hire,but no plansPlan to hire in 2022No,we do not hire such candidatesWilling to hire,but no plansPlan to hire in 2022Ov

190、erallOverallAfricaAfricaEast and Southeast AsiaEast and Southeast AsiaLatin AmericaLatin AmericaMiddle EastMiddle EastUnited StatesUnited StatesWestern EuropeWestern EuropePercentage of Corporate RecruitersPercentage of Corporate RecruitersPercentage of Corporate RecruitersWorld RegionWorld RegionIn

191、dustryConsultingHealth CareNon-profit/governmentEnergy/UtilitiesTechnologyProducts/ServicesFinance/accountingManufacturing53%24%45%36%10%67%27%58%83%65%26%38%40%24%75%23%26%50%47%40%7%17%41%21%57%44%48%21%16%42%18%71%58%42%14%16%47%40%45%33%16%17%35%35%38%25%27%26%60%52%62%43%35%36%58%40%14%26%Corpo

192、rate Recrutiers Survey|2022 Summary Report 37A new survey item this year asked corporate recruiters if they place greater value or weight on a business graduate with a domestic degree or international degree,with“domestic degrees”being defined as having been earned in your companys headquarters coun

193、try and“international degrees”as having been earned outside of your companys headquarters country.Overall,40 percent of global recruiters indicate they assign no difference in weight,while 35 percent favor domestic degrees and 25 percent favor international degrees(Figure 20).Preference for internat

194、ional degrees is strongest among recruiters in the Middle East(48%),East and Southeast Asia(41%),and Latin America(41%).Among East and Southeast Asian companies,preference for international degrees was especially high among larger employers and those in the consulting(100%),technology(50%),and produ

195、cts/services(50%)industries.Why do recruiters express preference for international degrees?The top reason cited overall are that recipients of international degrees introduce global strategic thinking(57%),increase workplace diversity(54%),and bring cross-cultural communication skills(53%;Figure 21)

196、.Recruiters in the Middle East,East and Southeast Asia,and Latin America are more likely to favor international degrees over domestic ones.Among corporate recruiters for East and Southeast Asian companies,there is especially high recognition of the value of global strategic thinking(65%),cross-cultu

197、ral communication(57%),and new perspective and problem solving skills(51%),but also a recognition of increased cost(57%)and higher training needs(39%).Among Middle Eastern employers,cross-cultural communication(69%)and multilingual communication skills(66%)are the top reasons they value internationa

198、l degrees,whereas for Latin American recruiters its multilingual communication skills(63%),new perspectives and problem-solving skills(63%),and global strategic thinking(63%).Preference for domestic degrees is strongest in the United States(50%).In fact,in the United States,virtually no recruiters e

199、xpressed preference for international degreesby far the fewest by world region.By industry among US recruiters,preference for domestic degrees is strongest in the finance/accounting sector(57%).38 Graduate Management Admission Council(GMAC)Figure 20:Value or Weight Given to International vs.Domestic

200、 Graduate Business DegreesBy world region,2022Figure 21:Implications of Hiring Business Graduates with an International Degree By world region,2022100%75%50%25%0%Greater value in international degreesNo differenceGreater value on domestic degreesOverallAfricaEast and Southeast AsiaLatin AmericaMiddl

201、e EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld RegionOverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropeIntroduces global strategic thinking57%69%65%63%55%51%46%Increased workplace diversity54%63%53%51%48%55%56%Cross-cultural communicatio

202、n53%53%57%47%69%46%47%New perspectives&problem-solving skills47%65%51%63%52%48%41%Multilingual communication skills49%51%43%63%66%44%49%Increased cost43%47%57%35%59%41%20%Higher training needs24%12%39%24%41%12%17%Decreased respect14%12%24%8%21%6%13%25%40%25%61%41%31%41%31%48%14%49%29%46%35%14%29%27%

203、38%50%24%Corporate Recrutiers Survey|2022 Summary Report 39Skill DemandUnderstanding what skills are currently in most demand with employers is critical for business school leaders and students alike to understand.Insights on skill demand can have as big an impact as helping to shape curriculum and

204、coursework to as small a nudge as helping an individual student or graduate position their resume to maximize the appeal of their skillsets to recruiters.Overall,the skills global corporate recruiters most often say are important for their current openings are learning,motivation,and leadership(62%)

205、,interpersonal skills(61%),strategy and innovation(60%),decision making processes(56%),and strategic and systems skills(53%;Figure 22).There are interesting nuances,however,by world region and industry.For example,among US corporate recruiters,interpersonal skills are most often cited as important(7

206、6%)more so than any other region.In East and Southeast Asia,strategy and innovation is number one(69%),and,notably,more pick conscientiousness than any other region(37%).In Africa,its business ethics that stand out as a skill they say is important more often than other regions(69%).Several findings

207、in the data serve as confirmation of assumed associations between specific industries and skills or knowledge.For instance,its perhaps not surprising that interpersonal skills are more often cited by consulting recruiters than any other industry(74%).In the same vein,the technology and manufacturing

208、 industries show a strong preference for knowledge of tech,product design,and production(55%and 52%,respectively),and the nonprofit/government sector shows a strong preference for corporate social responsibility(44%).Learning,motivation,and leadership top list of skills recruiters say graduates need

209、 for current openings.40 Graduate Management Admission Council(GMAC)63%74%68%63%68%59%60%42%66%49%62%70%45%63%77%60%57%48%66%57%54%60%50%56%55%49%62%40%55%53%58%60%64%52%55%63%62%40%66%42%54%60%55%59%51%59%57%31%52%47%44%56%41%48%38%47%41%31%44%41%48%54%27%56%51%53%49%25%51%43%39%46%50%32%28%43%30%4

210、0%45%31%34%40%45%32%26%29%35%33%36%34%36%34%32%33%34%38%44%35%34%33%39%33%32%37%28%55%52%23%37%38%37%33%18%35%34%44%46%23%42%38%30%33%14%37%28%32%22%38%30%32%28%31%14%29%28%28%29%31%26%28%36%30%27%30%15%38%51%33%47%31%28%26%32%22%15%32%37%23%32%33%26%23%9%24%19%29%22%29%40%32%29%21%14%37%30%26%25%35

211、%33%32%28%16%41%25%28%28%32%44%26%36%21%13%18%17%19%25%16%35%23%35%62%73%65%61%55%73%44%61%57%55%61%48%76%41%60%71%69%57%55%65%35%56%67%67%45%52%63%29%53%73%65%43%66%59%32%48%69%49%47%41%43%33%45%57%55%39%45%57%23%42%61%53%49%52%32%28%38%53%39%37%41%36%32%36%55%45%51%45%35%22%35%43%45%31%34%33%26%34

212、%51%37%41%55%29%28%34%43%37%24%24%42%26%30%24%37%18%21%29%33%30%33%37%41%31%19%27%29%41%41%39%31%21%19%29%39%37%37%45%21%23%29%41%39%41%48%14%22%27%27%27%29%28%39%13%23%33%33%29%34%13%17%Figure 22:Most Important Knowledge and Skills for Business School Graduates to Possess for Current Job OpeningsBy

213、 world region,2022By industry,2022Learning,motivation,and leadershipInterpersonal skillsStrategy and innovationDecision-making processesStrategic and systems skillsBusiness ethicsKnowledge of business functionsKnowledge of tech,product design,and productionGenerative thinkingTools and technologyTask

214、 environmentOperation skillsInterpersonal orientationConscientiousnessCorporate social responsibilityHuman capitalKnowledge of human behaviorAdministrative activitiesFoundation skillsKnowledge of media communicationsInterpersonal skillsLearning,motivation,and leadershipDecision-making processesStrat

215、egy and innovationStrategic and systems skillsBusiness ethicsKnowledge of business fuctionsGenerative thinkingTask environmentInterpersonal orientationKnowledge of tech,product design,and productionTools and technologyFoundation skillsConscientiousnessOperation skillsHuman capitalAdministrative acti

216、vitiesKnowledge of human behaviorCorporate social responsibilityKnowledge of media communcationsOverallOverallAfricaConsult-ingEast and Southeast AsiaEnergy/UtilitiesFinance/accountingLatin AmericaHealth careTech-nologyMiddle EastManu-facturingUnited StatesNonprofit/governmentWestern EuropeProducts/

217、servicesStaffing firmCorporate Recrutiers Survey|2022 Summary Report 41Do not view in-person and online grads equallyView in-person and online grads equallyConscientiousness Learning,motivation,and leaderInterpersonal skillsStrategic and systems skillsGenerative thinkingKnowledge of media communcati

218、onsCorporate social responsibilityAdministrative activitiesKnowledge of tech,product design,and production0%25%50%75%100%Percentage of Corporate RecruitersBy view of in-person and online GME graduates,overall,202242 Graduate Management Admission Council(GMAC)35%66%64%56%28%14%17%18%28%28%59%58%51%41

219、%28%34%35%47%As discussed in the first section of this report,global corporate recruiters appear to be becoming more accepting of online degrees.This years survey found that 60 percent of global corporate recruiters agree with the statement:“My organization values graduates of online and in-person p

220、rograms equally”up notably from 34 percent in the 2021 sample.Comparing the skills recruiters identify as important for their current job openings by their response to this question of in-person and online classes reveals interesting differences that highlight what these recruiters see as important

221、parts of the overall business school experience.Recruiters who do not view in-person and online graduates equally are more likely to say specific soft,or human,skills are important compared with those who agree with the statement:conscientiousness(35%vs.28%);learning,motivation,and leadership(66%vs.

222、58%);and interpersonal skills(64%vs.58%).On the other end of the spectrum,recruiters who view in-person and online graduates equally are more likely to identify specific pieces of knowledge as important compared with those who disagree with the statement:knowledge of technology,product design,and pr

223、oduction(47%vs.28%);administrative activities(35%vs.18%);corporate social responsibility(34%vs.17%);and knowledge of media communications(28%vs.14%).Recruiters who favor in-person GME more likely to seek human skills,such as conscientiousness and interpersonal skills.Corporate Recruiters Survey|2022

224、 Summary Report 43CompensationConsistent with past years survey findings,median starting salaries for new MBA and business masters graduates vary considerably by world region.One point of consistency across hiring markets,however,is the continuation of the MBA graduate salary premium.Among the world

225、 regions for which there is sufficient sample to report,median MBA starting salary levels eclipse those being offered to bachelors graduates by 22 percent to 40 percent(Figure 23).Similar to past years,median starting salaries are largest in the United States,where the median starting salary to be o

226、ffered to new MBA hires this year is US$115,000the same median as the past three survey years.In the current inflationary environment,the relative stability of median MBA salaries suggested by the survey findings means the real value of MBA salaries is declining.For example,Figure 24 depicts the 20-

227、year history of the surveys finding on median starting salaries for new MBA hires among US companies.This analysis suggests that adjusted for inflation,the adjusted median annual salary for MBAs has declined from a high of US$129k in 2019 to its current level of US$115k.This year,the median starting

228、 salary for experienced,direct from industry hires equaled that of new MBA hires,up notably from US$85,000 in last years sample.Also up are median starting salaries US firms are offering business masters graduates.Salary medians are up versus last year for Master of Finance(US$110k from US$95k),Mast

229、er of Data Analytics(US$105 from US$95k),and Master of Accounting.Business masters median starting salaries are on the rise.44 Graduate Management Admission Council(GMAC)Figure 23:Median Starting Salaries by Hire Type and World RegionAfrican companies,2022East and Southeast Asian companies,2022Maste

230、r of data analytics graduates MBA graduatesExperienced direct-from-industry candidatesMaster in business analytics graduatesMaster of finance graduatesMaster of accounting graduatesMaster in management graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Hire typeMBA graduatesExperi

231、enced direct-from-industry candidatesMaster in business analytics graduatesMaster of finance graduatesMaster of data analytics graduates Master of accounting graduatesMaster in management graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Hire typeUSD 40,000USD 65,000USD 35,000USD

232、 45,000USD 35,000USD 50,000USD 35,000USD 45,000USD 35,000USD 65,000USD 35,000USD 45,000USD 35,000USD 45,000USD 25,000USD 45,000Corporate Recrutiers Survey|2022 Summary Report 45Latin American companies,2022Middle Eastern companies,2022MBA graduatesExperienced direct-from-industry candidatesMaster in

233、 business analytics graduatesMaster of data analytics graduates Master of finance graduatesMaster in management graduatesMaster of accounting graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Hire typeMaster in business analytics graduatesMaster of data analytics graduates Master

234、 of finance graduatesMBA graduatesExperienced direct-from-industry candidatesMaster of accounting graduatesMaster in management graduates Bachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Hire typeUSD 40,000USD 30,000USD 35,000USD 25,000USD 35,000USD 25,000USD 30,000USD 20,000USD 25,000US

235、D 25,000USD 25,000USD 25,000USD 25,000USD 25,000USD 25,000USD 15,00046 Graduate Management Admission Council(GMAC)Note:The bracket and asterisk adjacent to some bars denotes a significant difference at the 95 percent confidence interval.Other bar graphs in this report present the 95 percent confiden

236、ce intervals in the same manner.Median starting salaries from Western European corporate recruiters for MBAs are not reportable due to limited response.US companies,2022Western European companies,2022MBA graduatesExperienced direct-from-industry candidatesMaster of finance graduatesMaster in busines

237、s analytics graduatesMaster of data analytics graduates Master of accounting graduatesMaster in management graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Hire typeExperienced direct-from-industry candidatesMaster in management graduatesMaster in business analytics graduatesMas

238、ter of data analytics graduates Master of finance graduatesMaster of accounting graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Hire typeUSD 115,000USD 105,000USD 45,000USD 110,000USD 45,000USD 95,000USD 35,000USD 115,000USD 45,000USD 95,000USD 40,000USD 105,000USD 45,000USD 75

239、,000USD 35,000Corporate Recrutiers Survey|2022 Summary Report 47Figure 24:Trend in Median Starting Salary for MBA New HiresUS companies,2002-2022Figure 25:Companies Offering Signing or Starting Bonuses to New Business School HiresBy world region,2022$150,000$100,000$50,00$0Reported Median Starting S

240、alaryAdjusted Median Starting SalaryMedian Starting Salary(USD)Year2006200082001420202022OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld Region100%75%50%25%0%48 Graduate Management Admission Council(

241、GMAC)56%39%55%29%46%76%33%Overall,more than half of surveyed corporate recruiters plan to offer signing or starting bonuses to new business school hires in 2022(56%;Figure 25).Consistent with past years,US corporate recruiters most often offer such bonuses compared with other world regions.Seventy-s

242、ix percent of US companies will offer them in 2022,compared with 55 percent in East and Southeast Asia,46 percent in the Middle East,and 33 percent in Western Europe.Bonuses are both more common and more substantial among US recruiters.The median bonuses they expect to offer new hires this year is U

243、S$10,500about the same as last year(US$11,000).The next highest median bonuses are offered by recruiters in East and Southeast Asia(US$5,500)and Western Europe(US$5,000).Signing bonuses are most commonand the largestwith US recruiters.Figure 26:Median Signing or Starting Bonus Offered to New Busines

244、s School HiresBy world region,2022OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld Region$15,000$10,000$5,000$0Corporate Recrutiers Survey|2022 Summary Report 49USD 4,500USD 3,500USD 5,500USD 1,500USD 3,500USD 10,500USD 5,

245、000Of course,compensation is more than salariesand increasingly company benefits packages are evolving to appeal to new business masters and MBA graduates.Overall,81 percent of recruiters say professional development opportunities,such as membership to professional organizations or conference attend

246、ance,is a part of their overall benefits packageup from 76 percent in last years survey(Figure 27).Latin American recruiters are the most likely to report offering this benefit(90%),followed by East and Southeast Asia(83%),Africa(80%),and the United States(80%).Educational assistance,including tuiti

247、on reimbursement and scholarships,is also an increasingly common benefit,with 54 percent offering it in 2022up from 35 percent last year.Compared with other parts of the world,however,US and Western European employers lag behind on this benefit,with 42 percent each offering it as a part of their tot

248、al compensation package.These regions are also falling behind in offering assistance in paying down school loans.Overall,32 percent of recruiters are offering this in 2022,most commonly in Latin America(45%).While just 17 percent of Western European employers and 13 percent of US employers will offe

249、r this benefit in 2022,this represents an increase from 2021,when 9 and 10 percent offered it,respectively.For the first time,in this years survey recruiters were asked about corporate volunteering(e.g.,field volunteering in community)as a part of the overall compensation package.Secondary research

250、suggests this is an increasingly common benefit as corporations expand their offerings and capabilities in the corporate social responsibility realm.Overall,40 percent of companies globally plan to offer this in 2022,most often in the United States(62%)and Middle East(58%).Benefits packagesincluding

251、 educational assistanceare evolving and expanding to meet the needs of new graduates.OverallAfricaEast and Southeast AsiaLatin AmericaMiddle EastUnited StatesWestern EuropePercentage of Corporate RecruitersWorld RegionProfessional developmentCorporate volunteeringEducational assistanceAssistance in

252、paying down school loan/school debt 100%75%50%25%0%Figure 27:Companies Offering Signing or Starting Bonuses to New Business School HiresBy world region,202250 Graduate Management Admission Council(GMAC)81%80%83%90%69%80%69%54%63%62%60%62%42%42%40%51%43%31%58%62%22%32%34%36%45%38%13%17%Corporate Recr

253、utiers Survey|2022 Summary Report 51Confidence in Business Schools Ability to Prepare Students for Success Africa vs.Overall,2022OverallAfricaHighly confidentSlightly confidentConfidentNo confidence50%0%75%25%100%AfricaRegional Profiles52 Graduate Management Admission Council(GMAC)41%36%49%52%8%12%2

254、%0%Reasons for Confidence in Business School Graduates Africa vs.Overall,2022Current Company Direction Africa vs.Overall,2022OverallAfricaAfricaExpanding/growingOverallMaintaining current market positionOvercoming challenges50%0%75%25%100%Are strategic thinkersHave a versatile skill setHave strong c

255、ommunication skills Are prepared to take on leadership rolesAble to handle the complex global business environmentTend to be innovativeAble to navigate the challenges of technological disruptionDo not require extensive company-sponsored training0%25%50%75%100%Percentage of Corporate RecruitersCorpor

256、ate Recrutiers Survey|2022 Summary Report 5372%65%70%59%50%67%59%50%66%52%68%55%49%73%58%33%75%67%16%26%10%7%2022 Hiring Projections by Candidate TypeAfrica vs.Overall,2022OverallAfricaIncreaseRemain stableDecrease50%0%75%25%100%100%75%50%25%0%OverallAfricaBachelors degreeMaster in managementMaster

257、of accountingExperienced direct-from-industryMaster of data analyticsMaster of financeMBA graduatesMaster of business analyticsPercentage of Corporate RecruitersHire typeProjected Hiring Demand for Business School Talent in the Next Five YearsAfrica vs.Overall,202254 Graduate Management Admission Co

258、uncil(GMAC)71%63%24%35%6%2%88%94%92%88%86%86%83%84%94%92%89%83%82%81%74%73%Median Starting Salaries by Hire Type and World Region African companies,2022Benefits Offered to New Business School HiresAfrica vs.Overall,2022100%75%50%25%0%OverallAfricaPercentage of Corporate RecruitersBenefits OfferedMas

259、ter of data analytics graduates MBA graduatesExperienced direct-from-industry candidatesMaster in business analytics graduatesMaster of finance graduatesMaster of accounting graduatesMaster in management graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Professional developmentEd

260、ucational assistanceCorporate volunteeringSigning bonusAssistance in paying down school loan/school debtHire typeRegional results are not weighted by GDPCorporate Recrutiers Survey|2022 Summary Report 55USD 40,000USD 35,000USD 35,000USD 35,000USD 35,000USD 35,000USD 35,000USD 25,00081%54%40%56%32%80

261、%63%51%39%34%Confidence in Business Schools Ability to Prepare Students for Success East and Southeast Asia vs.Overall,2022OverallEast and Southeast AsiaHighly confidentSlightly confidentConfidentNo confidence50%0%75%25%100%East and Southeast AsiaRegional Profiles56 Graduate Management Admission Cou

262、ncil(GMAC)35%36%55%52%10%12%0%0%Reasons for Confidence in Business School Graduates East and Southeast Asia vs.Overall,2022Current Company Direction East and Southeast Asia vs.Overall,2022OverallEast and Southeast AsiaEast and Southeast AsiaExpanding/growingOverallMaintaining current market position

263、Overcoming challenges50%0%75%25%100%Have strong communication skills Tend to be innovativeAble to handle the complex global business environmentAre prepared to take on leadership rolesHave a versatile skill setAble to navigate the challenges of technological disruptionAre strategic thinkersDo not re

264、quire extensive company-sponsored training0%25%50%75%100%Percentage of Corporate RecruitersCorporate Recrutiers Survey|2022 Summary Report 5791%59%64%59%55%59%59%50%73%52%58%68%66%55%49%33%69%67%22%26%8%7%2022 Hiring Projections by Candidate TypeEast and Southeast Asia vs.Overall,2022OverallIncrease

265、Remain stableDecrease50%0%75%25%100%100%75%50%25%0%Bachelors degreeMaster in managementMaster of accountingExperienced direct-from-industryMaster of data analyticsMaster of financeMBAMaster of business analyticsPercentage of Corporate RecruitersHire typeOverallEast and Southeast AsiaProjected Hiring

266、 Demand for Business School Talent in the Next Five YearsEast and Southeast Asia vs.Overall,2022East and Southeast Asia58 Graduate Management Admission Council(GMAC)75%63%25%35%0%2%94%88%92%86%86%84%83%88%97%97%92%92%92%92%89%84%Median Starting Salaries by Hire Type and World Region East and Southea

267、st Asian companies,2022Benefits Offered to New Business School HiresEast and Southeast Asia vs.Overall,2022100%75%50%25%0%Percentage of Corporate RecruitersBenefits OfferedOverallEast and Southeast AsiaMBA Experienced direct-from-industry candidatesMaster in management graduatesMaster in business an

268、alytics graduatesMaster of finance graduatesMaster of data analytics graduatesMaster of accounting graduates Bachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Professional developmentEducational assistanceSigning bonusCorporate volunteeringAssistance in paying down school loan/school debt

269、Hire typeRegional results are not weighted by GDPCorporate Recrutiers Survey|2022 Summary Report 59USD 65,000USD 45,000USD 50,000USD 45,000USD 65,000USD 45,000USD 45,000USD 45,00081%54%56%40%32%83%62%55%43%36%Confidence in Business Schools Ability to Prepare Students for Success Latin America vs.Ove

270、rall,2022OverallLatin AmericaHighly confidentSlightly confidentConfidentNo confidence50%0%75%25%100%Latin AmericaRegional Profiles60 Graduate Management Admission Council(GMAC)31%36%59%52%12%0%10%0%Reasons for Confidence in Business School Graduates Latin America vs.Overall,2022Current Company Direc

271、tion Latin America vs.Overall,2022OverallLatin AmericaLatin AmericaExpanding/growingOverallMaintaining current market positionOvercoming challenges50%0%75%25%100%Have strong communication skills Tend to be innovativeAre strategic thinkersAre prepared to take on leadership rolesAble to navigate the c

272、hallenges of technological disruptionHave a versatile skill setAble to handle the complex global business environmentDo not require extensive company-sponsored training0%25%50%75%100%Percentage of Corporate RecruitersCorporate Recrutiers Survey|2022 Summary Report 6163%57%61%52%46%59%50%15%73%52%58%

273、49%55%66%68%33%65%67%22%26%14%7%2022 Hiring Projections by Candidate TypeLatin America vs.Overall,2022OverallLatin AmericaIncreaseRemain stableDecrease50%0%75%25%100%100%75%50%25%0%OverallLatin AmericaBachelors degreeMaster in managementMaster of accountingExperienced direct-from-industryMaster of d

274、ata analyticsMaster of financeMBAMaster of business analyticsPercentage of Corporate RecruitersHire typeProjected Hiring Demand for Business School Talent in the Next Five YearsLatin America vs.Overall,202262 Graduate Management Admission Council(GMAC)71%63%25%35%4%2%94%92%88%88%86%83%86%84%90%86%83

275、%78%75%71%68%67%Median Starting Salaries by Hire Type and World Region Latin American companies,2022Benefits Offered to New Business School HiresLatin America vs.Overall,2022100%75%50%25%0%OverallLatin AmericaPercentage of Corporate RecruitersHire typeBenefits OfferedMBAExperienced direct-from-indus

276、try candidatesMaster in business analytics graduatesMaster of data analytics graduates Master of finance graduatesMaster in management graduatesMaster of finance graduatesMaster of accounting graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Professional developmentEducational as

277、sistanceCorporate volunteeringSigning bonusAssistance in paying down school loan/school debtRegional results are not weighted by GDPCorporate Recruiters Survey|2022 Summary Report 63USD 25,000USD 25,000USD 25,000USD 25,000USD 25,000USD 25,000USD 25,000USD 25,000USD 15,00081%54%32%40%56%90%60%45%31%2

278、9%Confidence in Business Schools Ability to Prepare Students for Success Middle East vs.Overall,2022OverallMiddle EastHighly confidentSlightly confidentConfidentNo confidence50%0%75%25%100%Middle EastRegional Profiles64 Graduate Management Admission Council(GMAC)48%36%41%52%12%0%10%0%Reasons for Con

279、fidence in Business School Graduates Middle East vs.Overall,2022Current Company Direction Middle East vs.Overall,2022OverallMiddle EastMiddle EastExpanding/growingOverallMaintaining current market positionOvercoming challenges50%0%75%25%100%Have a versatile skill setAre strategic thinkersAble to nav

280、igate the challenges of technological disruptionHave strong communication skills Are prepared to take on leadership rolesTend to be innovativeAble to handle the complex global business environmentDo not require extensive company-sponsored training0%25%50%75%100%Percentage of Corporate RecruitersCorp

281、orate Recrutiers Survey|2022 Summary Report 6565%54%62%54%42%62%46%27%68%73%66%52%55%49%58%33%69%67%24%26%7%7%2022 Hiring Projections by Candidate TypeMiddle East vs.Overall,2022OverallIncreaseRemain stableDecrease50%0%75%25%100%100%75%50%25%0%OverallMiddle EastBachelors degreeMaster in managementMa

282、ster of accountingExperienced direct-from-industryMaster of data analyticsMaster of financeMBAMaster of business analyticsPercentage of Corporate RecruitersHire typeProjected Hiring Demand for Business School Talent in the Next Five YearsMiddle East vs.Overall,2022Middle East66 Graduate Management A

283、dmission Council(GMAC)89%63%11%35%0%2%83%84%88%94%92%86%88%86%100%96%96%92%92%88%85%80%Median Starting Salaries by Hire Type and World Region Middle Eastern companies,2022Benefits Offered to New Business School HiresMiddle East vs.Overall,2022100%75%50%25%0%OverallMiddle EastPercentage of Corporate

284、RecruitersBenefits OfferedMaster in business analytics graduatesMaster of data analytics graduates Master of finance graduatesMBAExperienced direct-from-industry candidatesMaster of accounting graduatesMaster in management graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Profess

285、ional developmentEducational assistanceCorporate volunteeringSigning bonusAssistance in paying down school loan/school debtHire typeRegional results are not weighted by GDPCorporate Recruiters Survey|2022 Summary Report 6781%54%40%56%32%69%62%58%46%38%USD 40,000USD 30,000USD 35,000USD 25,000USD 35,0

286、00USD 25,000USD 30,000USD 20,000Confidence in Business Schools Ability to Prepare Students for Success United States vs.Overall,2022OverallUnited StatesHighly confidentSlightly confidentConfidentNo confidence50%0%75%25%100%United StatesRegional Profiles68 Graduate Management Admission Council(GMAC)5

287、0%36%42%52%12%0%9%0%Reasons for Confidence in Business School Graduates United States vs.Overall,2022Current Company Direction United States vs.Overall,2022OverallUnited StatesUnited StatesExpanding/growingOverallMaintaining current market positionOvercoming challenges50%0%75%25%100%Have strong comm

288、unication skills Are strategic thinkersHave a versatile skill setAre prepared to take on leadership rolesAble to handle the complex global business environmentTend to be innovativeAble to navigate the challenges of technological disruptionDo not require extensive company-sponsored training0%25%50%75

289、%100%Percentage of Corporate RecruitersCorporate Recrutiers Survey|2022 Summary Report 6982%58%81%54%44%78%48%40%73%52%66%55%49%68%58%33%68%67%24%26%8%7%2022 Hiring Projections by Candidate TypeUnited States vs.Overall,2022OverallUnited StatesIncreaseRemain stableDecrease50%0%75%25%100%100%75%50%25%

290、0%OverallUnited StatesBachelors degreeMaster in managementMaster of accountingExperienced direct-from-industryMaster of data analyticsMaster of financeMBAMaster of business analyticsPercentage of Corporate RecruitersHire typeProjected Hiring Demand for Business School Talent in the Next Five YearsUn

291、ited States vs.Overall,202270 Graduate Management Admission Council(GMAC)46%63%51%35%3%2%94%92%88%86%86%84%88%83%95%94%91%71%67%55%53%47%Median Starting Salaries by Hire Type and World Region United States companies,2022Benefits Offered to New Business School HiresUnited States vs.Overall,2022100%75

292、%50%25%0%OverallUnited StatesPercentage of Corporate RecruitersBenefits OfferedMBAExperienced direct-from-industry candidatesMaster of finance graduatesMaster in business analytics graduatesMaster of data analytics graduates Master of accounting graduatesMaster in management graduates Bachelors$0$50

293、,000$100,000$150,000Median Starting Salary(USD)Professional developmentEducational assistanceCorporate volunteeringSigning bonusAssistance in paying down school loan/school debtHire typeRegional results are not weighted by GDPCorporate Recruiters Survey|2022 Summary Report 7181%56%40%54%32%80%76%62%

294、42%13%USD 115,000USD 105,000USD 110,000USD 95,000USD 115,000USD 95,000USD 105,000USD 75,000Confidence in Business Schools Ability to Prepare Students for Success Western Europe vs.Overall,2022OverallWestern EuropeHighly confidentSlightly confidentConfidentNo confidence50%0%75%25%100%Western EuropeRe

295、gional Profiles72 Graduate Management Admission Council(GMAC)26%36%56%52%12%0%17%1%Reasons for Confidence in Business School Graduates Western Europe vs.Overall,2022Current Company Direction Western Europe vs.Overall,2022OverallWestern EuropeWestern EuropeExpanding/growingOverallMaintaining current

296、market positionOvercoming challenges50%0%75%25%100%Have a versatile skill setHave strong communication skills Are strategic thinkersAble to navigate the challenges of technological disruptionTend to be innovativeAble to handle the complex global business environmentAre prepared to take on leadership

297、 rolesDo not require extensive company-sponsored training0%25%50%75%100%Percentage of Corporate RecruitersMedian starting salaries from Western European corporate recruiters for MBAs are not reportable due to limited response.Corporate Recrutiers Survey|2022 Summary Report 7363%46%62%45%36%51%40%10%

298、68%49%73%58%52%66%55%33%48%67%47%26%4%7%2022 Hiring Projections by Candidate TypeWestern Europe vs.Overall,2022OverallWestern EuropeIncreaseRemain stableDecrease50%0%75%25%100%100%75%50%25%0%OverallWestern EuropeBachelors degreeMaster in managementMaster of accountingExperienced direct-from-industry

299、Master of data analyticsMaster of financeMBAMaster of business analyticsPercentage of Corporate RecruitersHire typeProjected Hiring Demand for Business School Talent in the Next Five YearsWestern Europe vs.Overall,202274 Graduate Management Admission Council(GMAC)50%63%46%35%4%2%86%92%88%94%88%84%83

300、%86%90%89%88%88%87%85%83%81%Median Starting Salaries by Hire Type and World Region Western Europe companies,2022Benefits Offered to New Business School HiresWestern Europe vs.Overall,2022100%75%50%25%0%OverallWestern EuropePercentage of Corporate RecruitersBenefits OfferedExperienced direct-from-ind

301、ustry candidatesMaster in management graduatesMaster in business analytics graduatesMaster of data analytics graduates Master of finance graduatesMaster of accounting graduatesBachelors$0$50,000$100,000$150,000Median Starting Salary(USD)Professional developmentEducational assistanceCorporate volunte

302、eringSigning bonusAssistance in paying down school loan/school debtHire typeRegional results are not weighted by GDPCorporate Recruiters Survey|2022 Summary Report 7581%54%56%40%32%69%42%33%22%17%USD 45,000USD 45,000USD 35,000USD 45,000USD 40,000USD 45,000USD 35,000Methodology The findings in this r

303、eport are based on results of the Corporate Recruiters Survey 2022,GMACs annual survey of employers who recruit from and hire MBA and other business masters graduates of business schools around the world.GMAC conducted this survey in partnership with MBA Career Services and Employer Alliance(MBA CSE

304、A)and EFMD between February and March 2022.GMAC Research also worked with a market research firm to recruit additional participants to make the overall sample more globally representative.In total,941 responses were collected,including 539 corporate recruiters and 402 staffing firms.Results are repo

305、rted separately for these two groups given potential differences in their views and hiring practices.Global results for both groups are weighted by the gross domestic product(GDP)6 of each world region to adjust for the regional employment opportunity potential.This report focuses mainly on results

306、from corporate recruiters.Only 2022 responses from corporate recruiters are used when comparing 2022 results with previous years findings because most previous years respondents were corporate recruiters.Respondents to the 2022 Corporate Recruiters Survey came from 38 countries worldwide.The 2022 CR

307、S results are much more globally representative than past years results,allowing for regional cuts of data that were not available in previous years.Regional results are not weighted by GDP.Figure 28 on page 77 provides a respondent profile with further details of the characteristics of the responde

308、nts included.Descriptive analyses were conducted on survey responses to examine respondents confidence in business schools,international and domestic hiring plans for recent business school graduates,compensation packages,and skill demand.Estimates of population parameters were reported together wit

309、h a 95 percent confidence interval.To assess the magnitude of differences between groups or across survey questions or years,95 percent confidence intervals are used.If two confidence intervals overlap,this indicates no meaningful difference in the interested parameters at the population level,even

310、though there appears to be a difference at the sample level.If two confidence intervals do not overlap,one can interpret this as a statistically significant difference.Group differences significant at the 95 percent confidence interval level are highlighted throughout this report.Differences that ma

311、y not be statistically significant but suggest an interesting trend may be mentioned as well.6 GDP.(2022).The World Bank.https:/data.worldbank.org/indicator/NY.GDP.MKTP.CD76 Graduate Management Admission Council(GMAC)Respondent Profile Figure 28:Respondent Profile World Region/Country AfricaAustrali

312、a&Pacific IslandsCanadaCentral&South AsiaEast&Southeast AsiaEastern EuropeLatin AmericaMiddle EastUnited StatesWestern EuropeTotal*Corporate Recruiters Total5923195539Is the company5923195539Global Fortune 5007926167Global Fortune 06926127Neither3116022703

313、0138343245Company Type5923195539For-profit,private 408361311For-profit,public6300701613417174Nonprofit 31Government agency330010121617OtherCompany Size5923195539100 employees21876100-999 employees8-9999 employees

314、,000+employees632232Industry4620490473Consulting1570Energy/utilities2Finance/accounting43Health care047Technology90057Manufacturing563Nonprofit/government44004055101648Products/services85004

315、0127241373Staffing Firms-Total498254492Net total941Corporate Recrutiers Survey|2022 Summary Report 77ContributorsMatt Hazenbush Director,Research Analysis and Communications Matt supports the Councils commitment to presenting and disseminating actionable and relevant

316、 information about graduate management education through authoring reports,white papers,and briefs available on and leading presentations,workshops,and panel discussions at industry conferences.Matt earned a B.A.in History and Communication from Boston College and an Ed.M.in Higher Education from th

317、e Harvard Graduate School of Education.Analysis,Design,and ReviewThe following individuals at GMAC made significant contributions to the execution of the survey and preparation of this report:Devina Caruthers,Associate Research Associate Manager survey management and analysis lead;Nicola Rampino,Ass

318、ociate,Strategy Analyst,analysis and visualizations lead;Kun Yuan,Director,Research&Data Science,manuscript review;Sabrina White,Vice President,School&Industry Engagement,manuscript review;Maite Salazar,Chief Marketing Officer,manuscript review.Contact InformationFor questions or comments regarding

319、the data or analysis presented in this report,please contact the GMAC Research Department at .78 Graduate Management Admission Council(GMAC)Appendix Africa:Algeria,Angola,Benin,Botswana,Burkina Faso,Burundi,Cameroon,Cape Verde,Central African Republic,Chad,Comoros,Congo,Djibouti,Egypt,Equatorial Gui

320、nea,Eritrea,Ethiopia,French Southern Territories,Gabon,Gambia,Ghana,Guinea,Guinea-Bissau,Ivory Coast(Cote DIvoire),Kenya,Lesotho,Liberia,Libyan Arab,Jamahiriya,Madagascar,Malawi,Mali,Mauritania,Mauritius,Mayotte,Morocco,Mozambique,Namibia,Niger,Nigeria,Republic of Congo,Reunion,Rwanda,Sao Tome and P

321、rincipe,Senegal,Seychelles,Sierra Leone,Somalia,South Africa,South Sudan,Sudan,Svalbard and Jan Mayen,Swaziland,Tanzania,Togo,Tunisia,Uganda,Western Sahara,Zambia,ZimbabweAustralia and Pacific Islands:American Samoa,Australia,Christmas Island,Cocos(Keeling)Islands,Cook Islands,Fiji,French Polynesia,

322、Guam,Heard Island and McDonald Islands,Kiribati,Marshall Islands,Micronesia,Nauru,New Caledonia,New Zealand,Niue,Norfolk Island,Northern Mariana Islands,Palau,Papua New Guinea,Pitcairn,Samoa,Solomon Islands,Tokelau,Tonga,Tuvalu,Vanuatu,Wallis and Futuna IslandsCanadaCentral&South Asia:Afghanistan,Ba

323、ngladesh,Bhutan,British Indian Ocean Territory,India,Kazakhstan,Kyrgyzstan,Nepal,Pakistan,Tajikistan,Turkmenistan,UzbekistanEast&Southeast Asia:Brunei Darussalam,Cambodia,China,East Timor,Hong Kong,SAR China,Indonesia,Japan,Korea,North,Korea,South,Lao Peoples,Democratic Republic,Macao,SAR China,Mala

324、ysia,Maldives,Mongolia,Myanmar,Philippines,Singapore,Sri Lanka,Taiwan,China,Thailand,Viet NamEastern Europe:Albania,Armenia,Azerbaijan,Belarus,Bosnia and Herzegovina,Bulgaria,Croatia,Czech Republic,Estonia,Georgia,Hungary,Latvia,Lithuania,Macedonia,Moldova,Montenegro,Poland,Republic of Kosovo,Romani

325、a,Russian,Federation,Serbia,Serbia and Montenegro,Slovakia,Slovenia,UkraineMexico,Caribbean,&Latin America:Anguilla,Antigua and Barbuda,Argentina,Aruba,Bahamas,Barbados,Belize,Bermuda,Bolivia,Bonaire,Saint Eustatius and Saba,Brazil,Cayman Islands,Chile,Colombia,Costa Rica,Cuba,Curacao,Dominica,Domin

326、ican Republic,Ecuador,El Salvador,Falkland Islands,French Guiana,Grenada,Guadeloupe,Guatemala,Guyana,Haiti,Honduras,Jamaica,Martinique,Mexico,Montserrat,Netherlands Antilles,Nicaragua,Panama,Paraguay,Peru,Puerto Rico,Saint Barthelemy,Saint Kitts and Nevis,Saint Lucia,Sint Maarten,South Georgia-Sandw

327、ich Islands,St.Helena,St.Martin,St.Vincent and Grenadines,Suriname,Trinidad and Tobago,Turks and Caicos Islands,Uruguay,US Minor Outlying Islands,Venezuela,Virgin Islands,British,Virgin Islands,USMiddle East:Bahrain,Iran,Iraq,Israel,Jordan,Kuwait,Lebanon,Oman,Palestinian,Territory,Qatar,Saudi Arabia

328、,Syrian Arab Republic,Turkey,United Arab Emirates,Yemen United StatesWestern Europe:Aland Islands,Andorra,Austria,Belgium,Bouvet Island,Cyprus,Denmark,Faroe Islands,Finland,France,Germany,Jibraltar,Greece,Greenland,Guernsey,Iceland,Ireland,Isle of Man,Italy,Jersey,Liechtenstein,Luxembourg,Malta,Mona

329、co,Netherlands,Norway,Portugal,San Marino,Spain,Sweden,Switzerland,United Kingdom,Vatican City StateAll geographic regions mentioned in Corporate Recruiters Survey-2022 Summary Report use the following country-region classifications:Corporate Recruiters Survey|2022 Summary Report 792022 Graduate Man

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