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Yahoo
19-05-2025
- Business
- Yahoo
20 College Majors With the Highest Mid-Career Salaries
One of the biggest decisions you'll make as you head into adulthood is your college major. Should you go for something you love? Or is it better to prioritize earning potential? Is there a way to combine both of these into the 'perfect' degree? 'Align your major with both your interests and emerging job market trends,' said Dr. Rachel Rubin, co-owner of Spark Admissions. 'Our survey found that while students are increasingly aware of income potential, long-term satisfaction and success are more likely when students pursue fields that genuinely interest them and match their strengths.' Learn More: Find Out: Figuring out your interest is one thing, but which degree will also get you the salary you need? While the average starting salary (considering all majors) is $64,291, according to the National Association of Colleges and Employers (NACE)'s Summer 2024 Salary Survey report, mid-career salaries can be substantially higher. According to the Federal Reserve Bank of New York, these are the 20 highest-paying college majors at mid-career. Median mid-career salary: $125,000 Median mid-career salary: $122,000 For You: Median mid-career salary: $120,000 Median mid-career salary: $120,000 Median mid-career salary: $115,000 Median mid-career salary: $115,000 Median mid-career salary: $110,000 Median mid-career salary: $110,000 Median mid-career salary: $108,000 Median mid-career salary: $100,000 Median mid-career salary: $100,000 Median mid-career salary: $100,000 Median mid-career salary: $100,000 Median mid-career salary: $100,000 Median mid-career salary: $90,000 Median mid-career salary: $90,000 Median mid-career salary: $90,000 Median mid-career salary: $89,000 Median mid-career salary: $84,000 Median mid-career salary: $80,000 Income is an important factor in deciding upon a major, but not the only one. Something you might want to consider is the cost of getting the degree you need, how much financial aid you qualify for and your financial situation. 'If you are a middle-class student who won't qualify for (much) financial aid and are looking at paying [$25,000 to $30,000] or more per year for college, think it through. Majoring in something that you have a good chance of pursuing after college such as Nursing, is very practical, as it is a field in which there is always demand,' said Kevin Ladd, COO and co-creator of 'Majoring in Philosophy and taking out over [$100,000] in student loans could be quite risky. Either way, though, you certainly want to major in something that aligns with a career in which you feel you will be happy.' If finances aren't a major concern, you may have more options available to you. Just be sure to consider any potential loan payments alongside income potential. It's also worth comparing several colleges for tuition and other costs, as well as financial aid like scholarships or private grants. 'Naturally, I would recommend also casting a wide net with regard to colleges, so no matter which major you choose to pursue, you can compare financial aid letters and hopefully get a lot of institutional scholarships and grants,' said Ladd. 'Last, but far from least, search for outside scholarships to supplement and take out as few student loans as possible!' Be aware that your choice of major won't be the only factor in determining employability. Some companies only want you to have a degree. They don't necessarily care what it's in as long as you have the skills needed for the position. More specialized fields, like medicine or engineering, will require specific education and training. Weigh your options, think about what you enjoy and what you can see bringing you long-term satisfaction and go from there. More From GOBankingRates Surprising Items People Are Stocking Up On Before Tariff Pains Hit: Is It Smart? 7 Luxury SUVs That Will Become Affordable in 2025 5 Little-Known Ways to Make Summer Travel More Affordable 12 SUVs With the Most Reliable Engines Sources Spark Admissions, 'Dr. Rachel Rubin | Co-Founder of Spark Admissions.' Spark Admissions, 'The New Rules of College Graduate Hiring: What C-Suite Executives Really Want in 2025.' National Association of Colleges and Employers (NACE), 'Summer 2024 Salary Survey.' Federal Reserve Bank of New York, 'The Labor Market for Recent College Graduates.' 'Kevin Ladd.' This article originally appeared on 20 College Majors With the Highest Mid-Career Salaries
Chicago Tribune
12-05-2025
- Business
- Chicago Tribune
Column: Job outlook dims for class of 2025, but upcoming graduates can improve prospects
The job market for graduating college seniors appears less bright than it did in the fall. One potential recession is increased competition and the effect of artificial intelligence are weighing on the minds of job seekers. But the class of 2025 can improve its prospects by focusing on articulating skill sets to employers and being flexible, say career services professionals and employment market researchers. The National Association of Colleges and Employers annual Job Outlook 2025 survey released in November showed employers planned to hire 7.3% more graduates from the class of 2025 than they did from the class of 2024. But the spring update revealed employers now expect to increase hires by just 0.6%. That said, most industries are hiring. But because the market is tightening, there will be more competition for jobs, association President and CEO Shawn VanDerziel said in a statement. The spring survey shows 64.6% of respondents plan to keep hiring levels the same as last year, up from 57.1% in the fall. The percent planning to increase hiring slid to 24.6% from 27%. But fewer employers plan to decrease hiring — 10.9%, down from 15.9%. 'While the job market for the class of 2025 is growing only slightly, graduates who are agile, skills focused, and proactive in building professional networks can still come out ahead,' said Darcie Campos, executive director of career services at University Park-based Governors State University. Campos has observed more apprehension among graduating seniors as they pursue their job searches, compared to last year. 'There's that economic uncertainty about a potential recession and the impact that it could have on employment,' she said. 'Graduates are thinking more about AI. They are perceiving that as a potential threat to positions down the line. Between that and student debt and trying to figure out how they're going to pay for student loans, I think there's a little bit more apprehension this year.' There were fewer employers who participated in the university's career fair this past spring — 44 compared to 59 last spring. Student participation rose 40%, said Campos. 'Students are out there,' she said. 'They are ambitious and working toward finding opportunities and doing the work that they need to do to get employment.' The university has seen fewer government agency recruiters on campus this year and an uptick from recruiters in counseling, mental health, social work and criminal justice, Campos said. The association survey revealed that among industries with the most employers projecting increases in hiring were social services, engineering services, food and beverage manufacturing, wholesale trade, management consulting and transportation. Among sectors with the fewest employers projecting increases were information, computer and electronics manufacturing, finance, insurance and real estate and motor vehicle manufacturing. Employers are relying less on grade point average and more on using skills-based hiring practices to help them identify top job candidates from the class of 2025 said Mary Gatta, the national association's director of research and public policy. It's a continuing trend. In 2019, 73.3% of employers reported using GPA as a screen. That's dropped to 38%. Sixty-four percent of employers report using skills-based hiring practices. 'Using GPA to screen, that has been falling,' said Gatta. 'What they are saying is really important is having some work experience and industry experience, doing internships and also graduates being able to demonstrate their skills and competencies.' Kaylie Dahms, who will graduate from Governors State this year with a degree in communications, has landed a job in Iowa as a news anchor and reporter. She said she applied to roughly 30 employers and received seven job offers. She completed an internship through the university's department of digital learning and media design. The internship helped her '1,000%,' she said. Gatta said a separate survey of college graduates who are early career professionals out of college one to three years found those who did some type of experiential learning, be that an internship, student employment or undergraduate research with faculty, reported faster career projection, greater career satisfaction and starting salaries $15,000 higher than students who did not do experiential learning. Campos said competition for internships has increased. 'That's what I'm hearing form students, with regards to applying and being vetted and trying to compete,' she said. 'I don't know if it's an industry shift with AI reshaping some of that landscape.' Some employers may feel they don't need as many interns and that AI can do work interns previously did, she speculated. Students are seeking internships in their sophomore and junior years. 'They're not delaying,' said Campos. 'The internship piece is very important, especially right now when competition is high.' It can help set students apart, she said. Among other advice she has for class of 2025 job seekers: diversify your job search. That includes spending time on LinkedIn, networking with faculty and advisers, alumni, current work colleagues and former supervisors who may know of a position that would be a good fit. Maximize your reach for potential opportunities. 'I can't push that enough with our students,' said Campos, who added recognize the importance of building your own personal branding. 'It's not just your resume, your cover letter, the way you interview,' she said. 'It's about how people experience you as a whole, your written communication, your interpersonal communication, the way you make someone feel when they're talking with you in a one-on-one or group setting, the presence you leave on social media, on LinkedIn.' Those factors will help others see who candidates are as professionals, she said. She also advised students not to compare themselves to others. A lot of students get so caught up in social media, looking at what their peers, friends and colleagues are doing, but it's important to remember everybody's post-graduate journey and timeline is going to be different, she said. Remain focused on your own journey, she stressed. She said it's important to be flexible; don't make the mistake of waiting for the perfect job. Sometimes graduates have in their minds specific positions, a specific employers. 'Recognize sometimes holding out for that dream job can lead to long periods of inaction,' Campos warned. 'It's important for all graduates to recognize the importance of starting somewhere, gaining experience wherever that might be and adjusting the course as they go.' Looking for a job should be a full-time job, and she advises graduating seniors to take advantage of services available through the university's Career Services office. Anthony Strickland, who will graduate with a degree in accounting this year, credits assistance from the office with helping him land an auditing position with the state of Illinois. He said Governors State Career Services staff helped him build his resume, identify his strengths and weaknesses and prepare for interviews. 'I found it very helpful,' he Strickland. 'I got directly what I needed. The mock interview set me up well and helped relieve stress.'
Forbes
08-05-2025
- Business
- Forbes
The Job Market Is Weird Right Now—Here's How New Grads Can Still Win
The Class of 2025 faces a job market shaped by AI, inflation fears and hiring shifts. Learn which ... More industries are growing, what skills matter now and how to land your first job. The Class of 2025 is walking off the graduation stage and into one of the most volatile job in years, one shaped by economic uncertainty, AI disruption and shifting employer expectations. Hiring projections for the class of 2025 are up slightly, by 7.3% compared to last year's class, according to the National Association of Colleges and Employers, but people aren't feeling especially optimistic. The Federal Reserve Bank of New York's March Survey of Consumer Expectations shows the perceived probability that unemployment will rise in the next year jumped to 44%, the hmarkets ighest level since the early days of the pandemic in April 2020. The share of households expecting a worse financial situation also rose to 30%, the highest since late 2023. In this landscape, traditional entry-level jobs are being redefined—or disappearing altogether. In a Clarify Capital survey of 1,011 employed Americans, including 44% in executive leadership, 86% of executives said they plan to replace entry-level roles with artificial intelligence. Nearly 1 in 6 had already begun doing so, and 1 in 12 said their companies had stopped hiring for entry-level positions altogether due to AI advancements. What used to be entry-level now comes with upper-level expectations, as even first jobs require sharper skills and faster thinking than before, experts say. While the overall outlook may seem murky, opportunity is far from extinct. Data from the U.S. Bureau of Labor Statistics shows growth in healthcare, education, professional and business services, and skilled trades. Experts add that some sectors aren't just hiring, they're evolving to create entirely new kinds of roles. 'Healthcare, green energy, cybersecurity, data analytics and compliance roles are expanding across sectors,' says Kelsey Szamet, partner at Kingsley Szamet Employment Lawyers, a firm specializing in workplace rights and employer compliance. 'Employment law is seeing growth as companies navigate changing workplace regulations, offering opportunities not just for legal professionals, but also for roles in HR, policy and compliance.' Daniel Wood, founder of DM Estate Staffing, sees strong demand in high-end hospitality, logistics and healthcare support. 'Be open to roles that might not look glamorous if they put you close to decision-makers and they open doors,' Wood says. 'They can lead to surprising growth.' Artificial intelligence has slipped out of the server room and into the job description, quietly reshaping what it means to start a career. The shift isn't simply a matter of vanishing roles, it's the slow rewiring of responsibility itself, where even entry-level positions now demand a fluency in tools, judgment and adaptability that once took years to cultivate. 'AI isn't eliminating entry-level positions, it's elevating them,' says Julio Casado, co-founder of Digital Marketing Career Lab and Full Funnel Growth. 'When routine tasks are automated, entry-level employees deliver midlevel value, dramatically accelerating their path to mastery and advancement.' Szamet agreed that AI's rise doesn't mean the end, it means a shift. 'Graduates with strong critical thinking skills, flexibility and communication skills will still be in demand,' she says. 'Those who welcome AI as a tool, rather than fearing it, stand to thrive.' Employers are also increasingly prioritizing what you can do over what your degree says. 'Skills-based hiring has made the resume nearly obsolete,' Casado says. 'Employers aren't looking for certification badges, they want evidence you've applied your skills to achieve measurable results.' That evidence could be a portfolio, a GitHub repository, a LinkedIn endorsement or just a clear story about how you solved a problem. 'Skills-based hiring is becoming ever more common,' Szamet says. 'Graduates are advised to highlight specific competencies, such as data analysis, content creation, language skills, coding, along with real examples of application.' And don't underestimate AI's role in hiring itself. Lindsey Zuloaga, chief data scientist at HireVue, says that nearly half of HR professionals now use AI-powered assessments in their hiring process. 'They help hiring teams make decisions based on merit, not just well-crafted resumes,' Zuloaga says. In a job market where AI handles the first screening and hundreds of applicants line up for each role, grads need strategy, not spam. 'Tailor all materials,' Szamet says. 'A standard resume or boilerplate LinkedIn profile does not cut it. Show you've done extensive research on the organization, understand the position and have unique contributions to share.' Casado recommends that grads link their learning to real outcomes. 'Employers aren't looking for perfection,' he says. 'They're looking for people who've done something—anything—that shows drive, skill and results.' Zuloaga suggests graduates rely on the STAR method when preparing for interviews: lay out the situation to give context, define the task to explain your responsibility, walk through the action you took to solve the problem, and finish with the result, ideally something measurable. This framework helps candidates move beyond vague claims and offer clear, concise narratives that highlight impact. 'Also, don't be afraid to call out how your experience in one field applies to the new role you're targeting,' she says. And above all, be ready to fail a little. 'There are massive numbers of applicants for every role,' Zuloaga says. 'Don't get too discouraged if it takes more applications than you expected. Employers are being pickier, but skilled workers are still needed.' No one wants to earn less, but taking a lower starting salary can be a smart move if there's room to grow. 'For many grads, yes,' Szamet says. 'A slightly lower starting salary may be worth it if the company offers mentorship, upward mobility or equity opportunities.' Casado recommends researching companies' employee development programs and tracking how past entry-level hires have progressed. 'The ideal position combines competitive compensation with real advancement opportunity,' he says. 'Settling for less in either category creates a deficit that compounds over your career.' Even smart, qualified grads fall into common traps. Experts say the most avoidable missteps are applying to too many jobs with the same generic resume and ignoring your network. 'Many grads underestimate the importance of networking and rely too heavily on job boards,' Szamet says. 'Relationships matter. Reach out to alumni, attend virtual events and follow up with thoughtful questions.' Casado put it bluntly: 'The degree alone stopped being enough years ago. The fastest way to stand out isn't to game the system. It's to get better at the game.'
Forbes
30-04-2025
- Business
- Forbes
Why 2025 Grads Can Expect A Tough Job Market
This is a published version of Forbes' Careers Newsletter. Click here to subscribe and get it in your inbox every Tuesday. 2025 college graduates are entering a tough job market as the economy shrinks and more experience ... More workers who've been laid off compete for the same positions. Between a slowing economy, an influx of former federal workers looking for new jobs and an overall tightening labor market, the job prospects for 2025 graduates aren't looking too bright. While college students across the country will sit for their final exams in the coming weeks, the reality of life after school will likely be much different from what they expect: About 82% of students in of the class of 2025 anticipate having a full-time job three months after graduation, while only 77% of recent graduates have accomplished that, according to a ZipRecruiter survey. There is an increasing gap between those that can land a job quickly versus those taking six months or more to find a full-time gig. Nursing or health science majors should be able to find employment a bit easier, as these two sectors led employment gains in the last month. But jobs for computer science majors and software engineers have slowed—unless you have AI skills. Political science majors are also seeing their job prospects shrink. The federal government is contracting thanks to DOGE-led cuts, eliminating early-career fellowships and other opportunities for thousands across the country. For the government jobs left at the state and local level, recent grads are likely competing with those departing from federal jobs. To make matters worse, internships aren't converting to full-time employment as frequently as before, according to a survey from the National Association of Colleges and Employers. Still, graduates are optimistic: About 83% said they were confident in their job prospects after commencement, according to a Monster report. We'll keep our eyes out for this week's upcoming labor report to see exactly what 2025 grads will be facing. Practical insights and advice from Forbes staff and contributors to help you succeed in your job, accelerate your career and lead smarter. Instead of rage quitting, try these four tactics before ruining your career. Go the extra mile and more tips on getting an entry-level role without previous experience. The pros and cons of using your Bilt reward points to pay off student loans. Senior research director Alexia Cambon breaks down what "frontier firms" mean and how employees can ... More push their bosses to adopt the same mindset. AI use is becoming an increasingly important part of work. From taking courses on 'AI skills' to AI agents that should increase our productivity, companies are pushing for AI adoption at different rates. The most proactive have been coined 'frontier firms' by a new Microsoft work trends report. I spoke with report author and senior research director Alexia Cambon about what this means for employees outside of frontier firms and how workers can advocate for more AI use. Our conversation has been edited for length and clarity. The adoption task seems pretty straightforward for workers at 'frontier firms.' But what happens to those working at companies behind the curve? Your organization needs you to become a frontier firm employee, even if it's not a frontier firm. I see this even within my own team. So for example, I have a data scientist who's the best data scientist in the world. But we are also actively bringing in all the data science tools you can imagine that allow me to rely less on him for data science. Our entire relationship is about data science, so that naturally raises questions. For him, it's: 'What does that mean for the work I do?' I have never seen anyone go after AI and agents as quickly or as hungrily as this man. He has literally built half of the agents for you. He's gone out and experimented with everything left, right, and center. Ultimately, we need him desperately. Even if his data science skills can be done through agents, his ingenuity and figuring out how agents can be used for data science, I need that from him. So that's what I would say to employees reading the report and wondering, 'What does this mean for me? I don't work in a frontier firm.' Just last year's report saw that employees were bringing AI to work, whether it was secret or not. We need employees to do that and force the conversation, because that is the type of employee that will be most needed. One that is really hungry to go out there and initiate the change. That's a big shift from last year, right? Now employers, instead of workers, are pushing AI adoption. Where is this coming from? I think it just points to the fact that business demands are increasing because the pace is accelerating so quickly. At the level it's at now, it is just too fast for humans alone to deal with, especially with this emphasis on productivity and efficiency, and we're not running out of work. It's funny, there are these conflicting tensions of people being terrified that AI is coming for their jobs and that we're not going to have any jobs left, versus organizations needing productivity, needing more capacity. I personally don't think we're running out of work. I don't think we'll ever run out of work to do. We live in an age of convenience––everything is available at the press of a button! And work is a constant balance of energy. You probably have types of work that really drain you of energy and types of work that really energize you and make you excited and happy. We don't wanna spend our energy budget on the types of work that drain us. That's what AI is here to do––to lift the mundane out of our work. So how can employees master these 'AI skills' to make their work life easier? I wouldn't say there's any one right way, the outcomes will dictate what works best. But I think there's a responsibility on every employee to take full advantage of the training that their company is providing. And if the company isn't providing any training, then shout out from the rooftops and say that if we wanna stay relevant and competitive we need to train the entire workforce to have these skills. We see the beginnings of AI usage becoming part of performance reviews or job development considerations. So the infrastructure will continue to grow around this to really incentivize people to use it, the same way today we can't imagine doing, say our taxes, without the internet. News from the world of work. Elissa Butterfield spent years of her life responding to Elon Musk's ever-shifting demands as one of his assistants. Now, she's investing in his companies as general partner at Island Green Capital Management, Forbes' John Hyatt reports. DOGE staffers in the National Labor Relations Board are causing a stir. Days after an April whistleblower report alleged that DOGE misappropriated sensitive labor dispute data, DOGE staffers paid a visit to the Washington, D.C. office. Now, agency leaders have told its staffers that those talking to the press will 'face serious legal consequences,' ProPublica reports. Did you bring your kids to work last week? As offices welcomed the children of staffers, a pair of 13-year-olds surprised Pepsi and CEOs during their earnings calls. The children of Jefferies analyst Kaumil Gajrawala asked the CEOs questions about their finances as they visited their dad, even beating another analyst to a question, Bloomberg reports. In layoffs news of the week, UPS announced it would let 20,000 workers go this year as it cut its Amazon shipments for 2025, and Meta has let go of workers in its Reality Labs group, which houses its metaverse and virtual reality endeavors. Meanwhile, the Environmental Protection Agency reportedly told nearly 300 staffers they would be either fired or reassigned. Over 100 lawyers and staff in the DOJ's civil rights division have reportedly resigned or taken the administration's deferred resignation program, as the president shifts the division's mission as part of his larger battle against diversity, equity and inclusion measures. And while Secretary of Defense Pete Hegseth hates DEI, his deputy billionaire Steven Feinberg has poured millions into the cause, Forbes' Dan Alexander reports. Meet The Founder Behind AI Training Videos Despite a cooling job market, what professionals can expect shorter job searches right now? A. Sales B. Research C. Human Resources D. All of the above Check if you got it right here.
Epoch Times
28-04-2025
- Business
- Epoch Times
New Survey Shows 75 Percent of Graduating College Students Have Yet to Secure a Job
A newly released The survey included 378 students graduating from either a four-year (78 percent) or two-year college program. ResumeTemplates chief career strategist 'It's actually what we have continued to see over the years, regardless of the economy,' she said. 'A lot of college students are in a bubble and don't even think about jobs until two weeks before graduation. Some of them are still trying to figure out exactly what they want to do.' For business and finance majors, they are definitely late to the party, as recruiters typically visit campuses to seek out potential job candidates during their junior year. Those fields are usually the first to hire, noted Toothacre, as well as anything in the health care and engineering industries. Related Stories 12/17/2024 10/28/2024 Toothacre is also a career coach and has spent many years in college career offices, designed to help students navigate their way from college to the working world. She said that many of them either don't realize how the career offices can help or are just too busy with classwork. 'A lot of them are focused on trying to get through final exams and are not thinking about next steps,' she said. Despite a lack of preparedness, one in five students say they expect to earn $70,000 or more in their first job out of college. 'While that number is realistic when you're talking about the cost of living, it's not the reality when it comes to starting salaries,' added Toothacre. She said graduates should probably expect more in the $45,000–65,000 range, depending on where the job is located. Major metropolitan areas tend to offer higher salaries, but rents are also substantially higher. Some roles, such as sales or real estate, offer unlimited earnings. 'I've had some students who want to work in real estate and make a quarter of a million dollars the first year,' Toothacre said. 'They have a 'sky's the limit' mindset. Then there's the political science majors who say they'd be happy with just $50,000 a year.' The National Association of Colleges and Employers ( For business and communications majors, the salaries are slightly less at $65,276 and $60,353, respectively. The top five degrees in demand in today's marketplace are finance, computer science, accounting, business administration, and information sciences. Courtesy of Most Graduates Won't Seek Fully Remote Jobs The survey indicates nine in 10 graduates will not seek fully remote positions. Numerous published reports have continually recognized the love of remote work by Generation Z (ages 13–28). 'This population missed out on internships during the pandemic, so I think most of them are now eager to get back into an office,' Toothacre said. 'I think they want the experience, the human interaction, and they want to learn by observing.' Stacey Cohen, founder and CEO of Co-Communications, a public relations and marketing firm in New York, has written two books designed to help college graduates market themselves and stand out with their own brand. 'Brand Up: The Ultimate Playbook for College & Career Success in the Digital World' and 'Brand Up 2.0: Propel Your Early Career Success' were inspired by her daughter's college journey and the intense competition in admissions and ultimately securing a job. 'Right now, it's a difficult market out there, and college graduates need to have the best approach and mindset to get their foot in the door,' Cohen told The Epoch Times. 'They need to be able to answer that million-dollar question, 'Why Choose You?' so they can get to the top of the list.' In her books, Cohen walks graduates through a three-step process of 'discover, develop, and deliver,' which involves a self-audit and determination of unique values. 'A lot of people step over the discover stage, but it's just like marketing a product,' she said. 'Personal branding is finding out your biggest asset that you can offer for a job.' Cohen noted that the next step is to broadcast the information to the right people. 'A lot of kids I've talked with send out hundreds of resumes but just aren't getting the results they want,' she said. 'The competition is fierce, and today, you're dealing with AI bots that are reviewing those resumes. You want to be sure to customize both your cover letter and resume, using key words listed in the job description.' Including any part-time work or volunteer experience is key to being considered for a job, Cohen said. She suggests potential job candidates create their own simple websites to showcase their work. Regarding interviews, Cohen believes in-person meetings are always better than virtual ones. If the job is located far away and virtual is the only option, her tips include having a clean background, dressing professionally, and looking directly into the camera at the interviewer. 'The most important thing is to be personable and create some common ground with the interviewer,' she said. 'You can't go in there like a robot.' Cohen also recommends sending a 'thank you' email within two hours after the interview. 'You want to be that one in 100 people—you don't want to be in the pack of 99,' she said. 'Enthusiasm and curiosity are always key.' Of those surveyed who have begun the job-seeking process, 41 percent have found a job. Of the students who have secured a job, 81 percent landed full-time roles, while about 20 percent will be working part time. More than 22 percent of the jobs were found through LinkedIn, 20 percent through their colleges' career centers or academic networks, and 17 percent through personal connections.
