Graduate Career ServiCeS employment report - Kelley School of ...

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Graduate Career ServiCeS employment report - Kelley School of ...

Graduate Career ServiCeS

employment report

Class of 2008: Full-Time Hires

Class of 2009: Summer Hires


On behalf of the students and faculty at the Kelley School of Business

at Indiana University, I am pleased to share our 2008 Kelley School of

Business Employment Report.

We continue to benefit from long-standing relationships with companies

throughout the United States and welcome our newly formed relationships

both domestic and abroad. These relationships, and those with our dedicated

alumni, provide endless opportunities for our students and for that we are

deeply appreciative.

Despite many macro-economic downturns in 2007/2008, recruiting efforts

and outcomes at Kelley remained strong. Our students continue to succeed

in an ever-changing economy due to their versatility and ability to deal with

ambiguity, work and lead effectively in teams, excel at the soft-skill areas

such as interpersonal and group communication, and demonstrate their

technical acumen.

The Princeton Review ranks the Kelley School MBA program #1 in the

classroom, which highlights the integration and rigor of the curriculum,

which in turn influences the caliber and quality of student preparedness

to add value within your corporation. Outside the classroom, our students

have demonstrated their acumen with 5 case competition wins including the

Bearing Point MBA case competition, the Big 10/Pac 10 case competition

and the National Society for Hispanic MBA’s case competition.

Specialized masters programs in accounting rank consistently in the top

10 programs nationally while the MS in Information Systems continues to

emerge as a niche program that is meeting business technology needs of

your corporations. Experiential learning through various hands-on projects

with corporations is a hallmark of these degrees, allowing our students to

apply their classroom knowledge to real-world business problems.

Corporate Recruiters ranked the Kelley MBA program #5 in terms of the

quality of student preparation and the responsiveness of our career services

direCtor’S meSSaGe

office. As a recruiter, you can be assured of finding not only a team

of Career Services professionals that is second to none and dedicated

to providing you a delightful experience, but also highly qualified

students ready to accept the challenges your company provides.

Our students are in high demand on both the full-time and internship

employment front. In fact, 94% of the full-time MBA class of 2008

had a job offer 3 months after graduation, while 97% of our Class of

2009 secured a summer internship. Full-time MBA compensation was

also very strong with a median salary of $92,000 and a signing bonus

of $18,000. Overall employment and salary numbers are consistently

strong across all Master-level programs served by our office, including

the Graduate Accounting Program and Information Systems Graduate

Program, and by those seeking employment within those programs.

Finally, one of the goals we maintain is to provide our employers with

strategic and customized recruiting advice, and to that end we believe

it is essential to share ways in which to be most effective recruiting

today’s students. Some general examples of these efforts are provided

on page 12.

For additional recruiting and program information at Kelley please go

to our website at www.gcs.indiana.edu.

I look forward to welcoming you to Kelley during the 2008/2009

season. Best of luck!

Sincerely,

Erik Medina

Director, Graduate Career Services

1


mBa Class of 2008 Student profile 1

2

Class Size 203

Women 27%

minorities 15%

international 41%

average age 28

average years of full-time work experience 5

average Gmat 645

undergraduate major

Business administration 34%

Social science and humanities 30%

Science and engineering 34%

other

1Class profile is provided as of matriculation.

2%

mBa Full-time HireS

Compensation Summary: Full-time Hires 2

median ($) 2008 2007 2006

Base Salary 92,000 90,000 84,000

Signing Bonus 18,000 15,000 15,000

other Guaranteed Compensation 3 10,000 10,000 8,310

2 all data is preliminary as of 7/19/08.

3 other Guaranteed Compensation may include other taxable payroll compensation such as a guaranteed annual bonus and guaranteed

“overtime” compensation.


Compensation by Function: Full-time Hires

Function

Class of 2008

percentage accepting

Jobs by Function

mBa Full-time HireS

Base Salary ($) Signing Bonus ($)

Marketing/Sales 36.4%

Finance /Accounting 32.7%

Consulting 16.1%

Other 6.8%

General Management 4.9%

Operations /Production 3.1%

other Guaranteed

Compensation ($)

% accepting

new Jobs median range median range median range

Consulting 16.1 104,000 60,000–125,000 15,000 5,000–35,000 9,000 2,000–59,800

Finance / accounting 32.7 92,500 65,000–125,000 20,000 4,000–50,000 10,000 4,800–50,000

General management 4.9 97,502 65,000–105,000 18,000 5,000–30,000 10,000 2,500–11,000

marketing / Sales 36.4 90,000 35,000–118,000 20,000 3,000–40,000 9,200 1,500–36,166

operations / production 3.1 87,500 83,000–90,000 na 1 na na na

other 6.8 87,500 80,000–105,000 15,000 5,000–20,000 na na

Total 100.0 92,000 35,000–125,000 18,000 3,000–50,000 10,000 1,500–59,800

1 na indicates insufficient data.

3


4

our students continue

to succeed in an everchanging

economy due

to their versatility

and ability to deal

with ambiguity, excel

at the soft-skill areas,

and demonstrate their

technical acumen.


Compensation by industry: Full-time Hires

industry

mBa Full-time HireS

Base Salary ($) Signing Bonus ($)

other Guaranteed

Compensation ($)

% accepting

new Jobs median range median range median range

Consulting Services 13.6 105,000 75,000–125,000 12,500 5,000–35,000 8,000 2,000–59,800

Consumer products 20.4 91,000 75,000–97,000 20,000 5,000–30,000 10,000 1,500–35,000

Financial Services 16.7 95,000 60,000–125,000 20,000 10,000–50,000 10,000 4,800–42,000

manufacturing 14.8 90,000 35,000–105,000 18,000 3,000–34,000 10,000 5,000–15,000

other Services 15.4 90,000 60,000–105,000 10,000 5,000–30,000 5,000 2,500–7,020

pharma / Biotech / Healthcare 9.9 92,300 70,000–118,000 17,500 5,000–40,000 5,000 5,000–36,166

technology 5.6 88,000 85,000–112,435 16,583 5,000–40,000 18,050 10,000–50,000

Total 96.4 1 92,000 35,000–125,000 18,000 3,000–50,000 10,000 1,500–59,800

1 total does not equal 100% because industries with less than 2% of full-time graduates reporting are not included.

Class of 2008

percentage accepting

Jobs by industry

Consumer Products 20.4%

Financial Services 16.7%

Other Services 15.4%

Manufacturing 14.8%

Consulting Services 13.6%

Pharma / Biotech / Healthcare 9.9%

Technology 5.6%

5


6

Kelley students accepted

employment in 26

states, the district of

Columbia, and several

countries worldwide.


Compensation by Geographic region: Full-time Hires

Geographic region

Base Salary ($) Signing Bonus ($)

other Guaranteed

Compensation ($)

% accepting

new Jobs median range median range median range

international 8.2 81,500 35,000–125,000 22,500 3,000–33,000 na 1 na

mid-atlantic 2.5 89,000 75,000–105,000 na na na na

midwest 54.4 92,000 65,000–125,000 20,000 5,000–50,000 10,000 1,500–42,000

northeast 8.9 93,500 60,000–103,000 20,000 4,000–50,000 10,000 2,000–20,000

South 10.8 86,000 60,000–125,000 15,000 5,000–45,000 23,510 5,000–59,800

Southwest 7.6 90,000 65,000–115,000 15,000 10,000–25,000 13,250 10,000–20,000

West 7.6 95,000 75,000–118,000 15,000 5,000–40,000 10,000 5,000–50,000

Total 100.0 92,000 35,000–125,000 18,000 3,000–50,000 10,000 1,500–59,800

1 na indicates insufficient data.

mBa Full-time HireS

7


mBa Class of 2009 Student profile 1

Class Size 236

Women 28%

minorities 10%

international 42%

average age 28

average years of full-time work experience 5

average Gmat 656

undergraduate major

Business administration 32%

Social science and humanities 26%

Science and engineering 38%

other

1 Class profile is provided as of matriculation.

4%

8

mBa Summer HireS

Compensation: Summer Hires 2

three-year median Comparisons ($) 2008 2007 2006

monthly Base 6,200 6,000 5,700

range 1,000–12,990 2,160–10,000 1,500–12,800

2 data is preliminary as of 07/22/08


ecruiting efforts and

outcomes at Kelley

remained strong. in fact,

94% of the full-time

mBa class of 2008 had

a job offer 3 months

after graduation, while

97% of our class of

2009 secured a

summer internship.

9


3/2 mBa in accounting

Class of 2008 Student profile 1

10

Graduate aCCountinG proGramS

Full-time HireS

Class size 65

Women 25%

international 6%

average entry Gpa 3.62

1 Class profile is provided as of matriculation.

master of Science in accounting

Class of 2008 Student profile

Class size 25

Women 58%

international 72%

average entry Gpa 3.31

Compensation Summary: Full-time Hires 2

median Base

Salary ($)

Base Salary

range ($)

median Signing

Bonus ($)

Signing

Bonus range ($)

3/2 mBa in accounting 57,000 46,000–86,400 3,000 1,500–13,000

master of Science in accounting 55,000 34,200–60,000 3,000 1,500–6,000

2 preliminary data as of 07/19/08


i n F o r m at i o n S y S t e m S G r a d u at e p r o G r a m S

Full-time HireS

master of Science in information Systems

Class of 2008 Student profile 1

Class size 70

Women 24%

international 67%

average entry Gpa 3.35

1 Class profile is provided as of matriculation.

Compensation Summary: Full-time Hires 2

master of Science in information

Systems

2 preliminary data as of 07/19/08

median Base

Salary ($)

Base Salary

range ($)

median Signing

Bonus ($)

Signing

Bonus range ($)

63,860 48,500–85,000 4,000 1,500–15,000

11


e C r u i t i n G at K e l l e y:

your roadmap For SuCCeSS

Despite the uncertainties of the current market, the global war for talent continues

to make it a competitive recruiting environment. We want your recruiting efforts

at the IU Kelley School to yield great results. Here are some suggestions to help

increase brand awareness for your company with Kelley students.

Graduate Career Services (GCS): Providing Market Knowledge and Access

GCS recruiting events are a great place to start. MBA RoundTables, Career Nights,

and Networking Nights allow you to deliver and reinforce your message with diverse

yet targeted student populations in one-to-one or one-to-many environments.

Academies: Charting Your Recruiting Course

MBA academies allow you to connect with students who have expressed interest

in a particular industry or functional area. Faculty directors welcome engagement

from recruiters. This creates a win-win situation for all parties involved: it allows

you to interact with students who are interested in the specific function or industry

for which you recruit and the opportunity for more in-depth exposure to you and

your firm enhances students’ academy experience.

The Kelley School’s Programs: Recruiting Efficiently

In addition to the full-time MBA Program in Bloomington and the Evening MBA

Program in Indianapolis, the Kelley School offers top notch Masters programs in

information systems and accounting (including the 3/2 MBA program and MS in

Accounting). Additionally, the Kelley Direct, online program is nationally ranked

and provides opportunity to access experienced hires. These programs provide you

with a one stop shop for your recruiting needs. Combine these with Kelley’s topranked

undergraduate program and you can find all of your business talent here.

Additional Involvement Opportunities: Enhancing Your Visibility

• The MBA Association (MBAA) and Student Clubs: Student organizations

often seek participation from corporate representatives for their events and

programming. A list of student organizations can be found at http://kelley.

iu.edu/mba/kelleyLife/mbaa.cfm.

Kelley Kick-Off: During this annual event in November, we invite alumni

to conduct mock interviews and provide feedback to first year students in

preparation for internship interviews. The feedback that corporate recruiters

provide to students during this event is invaluable.

12

• GCS Professional Development Programming: During the mandatory

Leadership, Professional & Career Development (LPCD) class for 1st

year students, we offer sessions on topics such as networking and

interview preparation. We would value the opportunity to bring in guest

speakers from firms to offer corporate insight on these subjects.

Over the past several years, the GCS team has observed that companies

particularly effective in reaching out to Kelley candidates are those that:

• Focus on opportunities for quality interaction with students.

• Provide personalized attention and prompt follow-up.

• Give students with an “experience” of the firm. Engage students so they

get a flavor of your organization’s culture and a sense of what it would

be like to work at your company.

• Identify unique ways to reach out to students beyond the traditional

recruiting model.

• Utilize technology to reach out to this group of tech-savvy students.

Don’t overlook the simple. Develop a photo book for the IU Kelley School

recruiting team to share with students. This gives them a list of resources they

can reach out to and demonstrates the presence of IU Kelley alumni at your

firm. Welcome letters to the incoming class can help place you top of mind as

our new students embark on the exciting journey called business school. Staying

in touch throughout the semester can let students know that you continue to

be interested in their candidacy. Personalized attention resonates well with

students.

If you have any questions or would like to discuss your recruiting strategy,

please contact the GCS recruiting contact for your firm.


MBA Hiring Companies

3M

Abbott Laboratories

Adobe Systems

Air Products & Chemicals

Akerman Senterfitt

Alberto Culver

American Airlines

American Century Investments

American Express

American Greetings

Anheuser-Busch

Arcstone Partners

Argus Information and Advisory

Services LLC

ArvinMeritor

Ashland, Inc.

AT Kearney

AT&T

Ball Corporation

Bank of America

Bank of Tokyo Mitsubishi

Bayer Corporation

BearingPoint

Best Buy Co

Boston Scientific

Broadcom

Brunswick Boat Group

Cambi AS

Caterpillar Inc.

CenterPoint Energy

Chevron

Cisco Systems

Citigroup

City Attorney’s Office

Colgate Palmolive

ConAgra

Cook Medical Inc.

Cooper Tires

Cowen and Company

Cummins, Inc.

Daewoo Securities

Danaher Corporation

Del Monte Foods

Deloitte Consulting

DePuy International (a J&J company)

Deutsche Bank

Diamond Management and Technology

Consultants

Dicks Sporting Goods

Discover Financial Services

Duchossois

Duke Energy Corp.

DuPont

Eaton Corporation

Ecolab

Eli Lilly

Emerson

Ernst & Young

ESPN

Evergreen Development Company, LLC

FedEx

Fieldglass

Ford Motor Company

GAP

General Electric

General Mills

General Motors

GMAC

Google

Grant Thornton

Hanesbrands Inc

Hasbro, Inc.

Humana

Huron Consulting Group

IBM

Ice Miller

IMI plc

Indiana Emerging Technology Center

Indiana University Foundation

Indiana University Research and

Technology Center

Infosys Consulting

Intel Corporation

Interbrand

Interpublic

Jackson Hewitt

Jewel-Osco

Johnson & Johnson

JPMorgan Chase

Kellogg´s

KeyBanc Capital Markets

Kimberly-Clark

Kinetic Concepts Inc.

Kohl’s

Kraft

Land O’Lakes

Land’s End

LG Display

Lotte Department Store

Macquarie Global Property Advisors

HirinG CompanieS 2007/2008

Macy’s

MajescoMastek

Mattel

McColl Partners

McDermott Will & Emery LLP

McKinsey & Co.

Mead Johnson

Medtronic

Mercer

Microsoft

Midwest ISO

Miller Brewing

Morgan Stanley

Munder Capital Management

Nationwide

Nestle USA

New Line Cinema

Nicholas-Applegate Capital

Management

Northwest Airlines

Novartis

ODIN Technologies

Oracle

Otis Elevators

P&W

Pentair Pool

PetSmart

Pfizer

Philip Morris USA

Porter, White, and Company

PPG

Premier, Inc

PricewaterhouseCoopers

Principal Global investors

Procter & Gamble

Prudential Financial

Qatalys, Inc

RJ Reynolds

SanDisk

SC Johnson

Scotts Miracle-Gro Company

Sears Holdings Corp.

Silverwood Partners, LLC

Staubach

Sun Microsystems

Swiss Re

Target

Texas Instruments

The Hartford Financial Services Group

The Joyce Foundation

The Mcclure Firm

The Principal Financial Group

The Walt Disney Company

UBS Investment Bank

Unilever

United Airlines

Vision Capital Advisors, L.L.C.

Whirlpool

Woori Bank

Xilinx

Yum! Brands

Zimmer

Graduate Accounting

Programs Hiring Companies

Bear Stearns

Blue & Co.

Caterpillar Inc.

Charles River Associates

Chen & Fan Accountancy Group

Clifton Gunderson

CME Group

Cook Medical Inc.

Crowe Capital Markets

Crowe Chizek

Cummins, Inc.

Dauby, O’Connor, & Zaleski

Deloitte & Touche

Duff & Phelps

Ernst & Young

Federal Reserve Bank of New York

Ford Motor Company

Grant Thornton

Haran & Associates

Houlihan Lokey

Huron Consulting Group

IBM

Katz, Sapper & Miller

Korea Telecom

KPMG

Navistar International

Ostrow, Reisin, Berk & Abrams, Ltd

PricewaterhouseCoopers

Protiviti

RubinBrown LLP

Stryker Endoscopy

Virchow Krause

Zimmer

Information Systems

Graduate Programs

Hiring Companies

Aprimo

Cerner

CIBER

Citigroup

CNA Insurance

Cook Inc.

Crowe Chizek

Cummins, Inc.

Deloitte & Touche

Deloitte Consulting

DFAS

Diamond Management and Technology

Consultants

E.ON U.S.

Ernst & Young

ExxonMobil

Global Outsource Management LLC

Government Accountability Office

Hitachi Consulting

Information Systems Experts, Inc

Infosys Consulting

JPMorgan Chase

KPMG

LHP Software

Mead Johnson

Oracle

PricewaterhouseCoopers

Procter & Gamble

Protiviti

RubinBrown LLP

Sallie Mae

Sol Millenia Inc.

State Farm

Target

UITS

Whirlpool

13


1275 east tenth Street, Suite 2100

Bloomington, in 47405

telephone: 812.856.5052

Fax: 812.856.5387

gcs@indiana.edu

www.gcs.indiana.edu

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