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USA Today
09-05-2025
- Business
- USA Today
Is college worth it? See which majors offer the highest return on your investment.
Is college worth it? See which majors offer the highest return on your investment. Show Caption Hide Caption Do college graduates have regrets about their chosen majors? With the rising cost of college, Americans currently owe nearly $1.8 trillion in student loan debt. What majors are worth the money? Americans currently owe nearly $1.8 trillion in student loan debt, but despite rising costs, going to college is a decision that can give you one of the best returns on your investment. The size of that return, however, can depend on what you major in. Degrees in engineering, math and computers, and business and economics provide the largest annual return, according to data compiled by the Federal Reserve Bank of New York. On average, a college graduate earns $32,000 more in a year than a worker with only a high school diploma, according to a new report from Federal Reserve economists. The payoff on a college degree stands near its all-time high, the economists report in an April 16 post from the Federal Reserve Bank of New York. If you think of college as an investment, the return on that investment has held steady over the last three decades at 12% to 13% a year. 'I'd love to get that return on my savings account,' said Ted Mitchell, president of the American Council on Education, a nonprofit that represents college leaders. This year's graduates are eager to earn, with 62% reporting the most important aspect of a job is a good salary, according to Monster's 2025 State of the Graduate Report. Of 2025 graduates surveyed, only 12% said they'd be willing to accept an unpaid internship and 49% said they would never accept a job that doesn't come with a competitive salary and benefits, up 5% from last year. The majority of new graduates surveyed plan to pursue careers in some traditionally lucrative fields including business, healthcare, computer technology, and finance. However, their ability to land jobs in those industries and earn a high paycheck can depend on what they studied and how long they stayed in school. Career experts agree dream jobs and large salaries don't always come right away. 'It's a hard world out there for a lot of people who are not just highly educated, but have built these careers and have a trusted resume of previous experience. It's hard for them to get a job,' Emily Levine, executive vice president at recruitment firm Career Group Companies, told USA TODAY. 'If you want to get a job somewhat quickly and start contributing and earning money, it most likely won't be your dream job. And that's okay." The college salary boost rises throughout a career If the goal of college is to earn more money, then the New York Fed report suggests academia is doing a good job. The analysis found that a typical college graduate earns about $80,000 a year, compared with $47,000 for a worker with a high school diploma. The college wage premium tends to grow throughout a career. 'Judging the value of a college degree is not about your first job. It's about the advantage you get over your working life,' said Jaison Abel, head of microeconomics at the New York Fed. College isn't worth it for everyone. The return on investment is lower for students who take more than four years to finish, the economists found. Some majors yield a higher annual return than others: Around 18% for math, computers and engineering; 14% for health sciences; and 8% for liberal arts. 'There's almost no wage premium for the bottom 25% of graduates,' those with the lowest lifetime earnings, said Richard Deitz, an economic policy advisor at the New York Fed. Many Americans feel college is too expensive. A 2024 report from the New America think tank found that more than 80% of Americans think the cost of college is the biggest factor that stops students from enrolling. 'I think that when people talk about, 'Is college worth it?', what they're upset about is the cost,' said Phillip Levine, a Wellesley College economist who studies college pricing. 'They have this impression in their head of skyrocketing college costs, and they don't have an impression of skyrocketing benefits.' A crisis of confidence in higher education The New York Fed report comes at a moment of crisis in higher education. The Trump administration is threatening billions of dollars in federal funding to elite universities over their policies on diversity, equity and inclusion. Trump officials also accuse the higher education sector of abusing the student loan system, invoking perennial complaints about runaway tuition and spiraling debt. In a April 21 Wall Street Journal op-ed, new Education Secretary Linda McMahon accused the industry of 'hiking tuition and piling up multibillion-dollar endowments while students graduate six figures in the red.' The DEI broadsides resonate with Trump's base. Half of Republicans have 'little or no' confidence in higher education, compared with 12% of Democrats, according to Gallup polling. Among those who lack faith in academia, the most common complaint is that colleges harbor political agendas. Concerns run from liberal bias to rising costs to lackluster career preparation. A 2024 report from Pew Research Center found that only 22% of Americans believe college is worth the cost for a student who must take out loans. Only 1 in 4 said a college degree is very important for getting a good-paying job. College 'sticker shock' scares many Americans Academic leaders say Americans focus too much on the sticker price of college, which now exceeds $70,000 a year in tuition and fees at the priciest schools. 'The sticker price is a number that every college and university needs to post on their web page by law. It's the easiest number to find,' Levine said. But few students pay the sticker price. The actual price of college for most students is much lower. The average net price in tuition and fees for an in-state student at a four-year public college plummeted by 40% in a decade, after inflation, from $4,140 in 2014-15 to an estimated $2,480 in 2024-25, according to a recent report from the College Board. At private nonprofit colleges, average tuition and fees have dwindled from $18,680 in 2014 to an estimated $16,510 in 2024, after accounting for inflation and aid. As for student loans: Roughly half of students at public universities completed their degrees without debt in the 2022-23 academic year, compared with about two-fifths of students a decade earlier, the College Board found. Among all graduates with loans, the balance averaged $29,300 in the 2022-23 academic year, down from $34,800 a decade earlier, adjusted for inflation. 'The student loan crisis is overblown,' Mitchell of the American Council on Education said. Colleges need to communicate better on price Mitchell, Levine and others say colleges need to do a better job of communicating with the public about price. For many years, Levine said, academic leaders have been reluctant to share the sort of data compiled by the College Board: The actual price of attendance for a typical student, based on family income and wealth. That stance is changing. Consider Princeton University: Annual tuition, fees, housing and food at Princeton averages $82,650. But the average student receives $72,000 in grant aid. Thus, the average net cost of a year at Princeton is $10,650. Princeton offers those numbers in plain-spoken fashion on its website. Many other colleges do not. Another selective school, Washington University in Saint Louis, has partnered with Levine to offer an 'Instant Net Price Estimator,' which gives a ballpark estimate of college costs based on household income and siblings attending college. Levine provides similar estimates for other schools on a site called MyinTuition. 'We need somebody smarter than I to figure out a way to communicate price that is encouraging rather than discouraging,' Mitchell said. 'And we haven't gotten there yet.' Contributing: Rachel Barber
New York Post
24-04-2025
- Business
- New York Post
Gen Z won't even consider a job if an employer doesn't mention this during the interview process
Ghosting is not just for romantic partners. If job interviewers won't cough up the cash convo, these fresh-faced applicants vanish faster than you can say 'entry-level benefits.' Nearly half — 44%, to be exact — of Gen Z college grads say they've been turned off by interviews that didn't mention a salary range, sometimes by flat-out ghosting the recruiter, according to Monster's 2025 State of the Graduate Report. Why the silent treatment? It's not about being rude — it's about being real. For Gen Z, transparency is non-negotiable, and pay is the first thing on the table. If it's not, they're out. 'Since so many job descriptions provide it as a common practice, when other employers don't, graduates may simply gloss over these job listings that don't share it,' Vicki Salemi, a career expert at Monster, told Fortune. Some might call it entitlement. Others call it evolution. After years of pay secrecy and office politics, Gen Z is saying what older generations only grumbled about — 'Just tell me what it pays.' Thanks to new salary transparency laws in states like New York, California and Colorado, the newest crop of workers isn't even applying unless there's a dollar sign attached. But while they might have standards, many are still living rent-free at home and holding out for their dream job. And that dream job better be value-aligned, flexible, and inclusive — or it's a pass. Because salary info is now standard in so many listings, grads are quick to skip over any job posts that leave it out, experts say. Drazen – According to Monster's report, nearly 75% of 2025 grads won't work for a company with clashing political views. One in three won't say yes to a job at a company without diverse leadership. And 42% say hybrid work is a must-have. 'These incoming workers are redefining the where and when of the workplace,' Salemi told the outlet. But not everyone's buying into the new job market etiquette. Kate Duchene, CEO of global professional services firm RGP, says Gen Z isn't afraid to demand better — or leave when they don't get it. 'They aren't afraid to push back a little bit and then put their money where their mouth is and leave if they don't feel heard or listened to,' Duchene noted to Fortune. Call it entitlement or call it progress — Gen Z is ditching the hush-hush paycheck dance and saying out loud what boomers only whispered: 'What's the salary?' Dusan Petkovic – But employers are pushing back, too. Six in ten bosses say they've already fired Gen Z grads for lacking what older generations might call 'basic professionalism' — showing up on time or responding to emails. Still, some are tuning into what makes Gen Z tick — and click 'apply.' 'The message is clear: today's graduates are ambitious, intentional, and values-driven,' said Monster's chief marketing officer, Scott Blumsac, in the aforementioned report. 'Employers who adapt to these priorities by offering flexibility, purpose, and pathways to growth will be best positioned to attract and retain the next generation of top talent.'
Yahoo
23-04-2025
- Business
- Yahoo
Nearly half of Gen Z grads admit they ghost employers who fail to mention this one thing in the interview
Gen Z is not afraid to take a stand when it comes to salary transparency, with over two in five graduates willing to ghost an employer if compensation is not disclosed. But despite high expectations for their early career, Gen Z may be in for a rude awakening—some employers aren't afraid to sack recent grads. If you've recently been on the job hunt, you may have felt like you struck gold if a post listed the salary range. But for Gen Z, wage transparency is much bigger—it's a non-negotiable. Some 44% of Gen Z college graduates say that they would pull out of an application—even by ghosting the recruiter—if the salary range was not disclosed during the interview process, according to Monster's 2025 State of the Graduate Report. While their behavior may seem entitled, especially during a rocky job market, it's part of a growing trend among young people to talk about pay in the workplace, which has long been viewed as taboo by previous generations. The shift is in part thanks to some 10 states—including California, Colorado, and New York—that have passed laws in recent years mandating salary transparency. Now, Gen Z may not even entertain a job posting without the salary range, Vicki Salemi, a career expert at Monster, told Fortune. 'Since so many job descriptions provide it as a common practice, when other employers don't, graduates may simply gloss over these job listings that don't share it,' Salemi said. Over 4 million Gen Zers find themselves jobless, so it may come as a surprise that young people have such high expectations for the start of their careers. However, with so many well-adjusted to living at home with their parents, they want a job that checks all of their boxes rather than a big paycheck. Nearly three out of four class of 2025 graduates say they would be unwilling to work for a company whose political values conflict with their own, and 35% would refuse to accept a job offer from a company without diverse leadership, according to the Monster report. Moreover, 42% won't accept a job that does not have hybrid working options. These incoming workers are redefining the where and when of the workplace, said Salemi. But despite having their high expectations, not all of Gen Z is so sure they'll find the perfect role off the bat. Over 80% of graduates believe they will find a role at some point, but only 63% believe they have leverage in the job market. Kate Duchene, president and CEO of global professional services firm RGP, previously told Fortune that Gen Z wants more flexibility and transparency. And if they don't get it, the generation is willing to put up a fight for it. 'They aren't afraid to push back a little bit and then put their money where their mouth is and leave if they don't feel heard or listened to,' she said. In fact, nearly half of Gen Z grads said they would quit if the workplace became toxic, and 39% would leave just to seek a healthier work-life balance, according to Monster. However, some bosses have still not caught on to Gen Z and are unhappy with their behavior. Some six in 10 employers have reportedly fired young college graduates in part due to a lack of professionalism, organization, and communication. Despite generational tensions, some employers are taking note of how to best address the wishes of the Gen Zers, said Monster's chief marketing officer, Scott Blumsac. 'The message is clear: today's graduates are ambitious, intentional, and values-driven,' he wrote. 'Employers who adapt to these priorities by offering flexibility, purpose, and pathways to growth will be best positioned to attract and retain the next generation of top talent.' This story was originally featured on Sign in to access your portfolio
Forbes
22-04-2025
- Business
- Forbes
What Are NILFs: Gen Z's Exit And Boomers' Return To The Labor Force
What Are NILFs: Gen Z's Exit And Boomers' Return To The Labor Force The term "NILF," or Not in Labor Force, has long been used by economists to describe people who are neither working nor actively looking for work. Bill Maher recently reignited attention to the term when he questioned whether Gen Z would be willing to take on new manufacturing jobs if more became available. He pointed out that over 10 percent of American men in their prime working years now fall into this category of lacking a desire to work, compared to just two percent in 1960. His comments reflect a broader concern echoed in Monster's 2024 State of the Graduate Report, which found that many Gen Z graduates feel overqualified for entry-level jobs and are holding out for roles that align with their values and expectations. Together, Maher's remarks and the data highlight a growing tension between the jobs being offered and the jobs new workers are actually willing to accept. Meanwhile, on the other end of the age spectrum, many Boomers still want to work but are often turned away, not because of lack of ability or interest, but due to persistent age discrimination that limits their opportunities. Why Gen Z Graduates Are Hesitating Before Joining The Labor Force The 2024 Monster State of the Graduate Report gives a real glimpse into the mindset of new grads. The majority feel optimistic about landing a job after graduation, but a surprising number feel overqualified for the jobs being offered. Is it entitlement, or is it a mismatch between what they've been taught to expect and what most early jobs actually involve? This generation is entering the job market with high expectations, often emphasizing competitive pay, meaningful work, and rapid growth opportunities. While those goals are understandable, it raises the question of whether they are overlooking the realities most new employees face when starting out. According to Monster, there was a 12 percent increase from 2024 to 2025 in students who said the traditional 9-to-5 feels outdated. But if every structure is considered outdated before it's experienced, is that a sign of progress, or a disconnect from how careers are actually built? Opting out of tradition may sound bold, but it's worth asking what might be lost along the way. How Mental Health Influences Gen Z's Relationship With The Labor Force Another key stat that stands out in Monster's report is that 91 percent of Gen Z grads say they want to be able to talk about mental health at work. They want to work where psychological safety is built into the culture, not just listed as a benefit. And they're willing to walk away from jobs that don't reflect that. They are evaluating employers as critically as employers have historically evaluated them. Many of the CHROs I interviewed for a podcast several years ago noted that even then, potential hires were coming in with high expectations. Those CHROs seemed to think that this was just the way of the modern workplace, and didn't complain about it. Why The Traditional Labor Force Model Isn't Working For Gen Z The traditional workplace structure isn't just being questioned by Gen Z; it's being left behind. In-office expectations are falling out of favor. Strict 9-to-5s feel arbitrary. Companies that insist on outdated models are watching talent walk away. And sometimes they're watching it happen before they even get to the interview stage. If anyone got ghosted in the past, it was the applicants. Now it happens the other way around, with candidates walking away from employers. It's because Gen Z doesn't want to waste time on organizations that don't meet their criteria. Salary transparency, growth potential, and flexibility are not just perks to this generation. They're minimum requirements. The Complexity About Gen Z In Today's Labor Force When people like Maher express frustration about the NILF trend, there's often an assumption that the labor force is shrinking simply because people don't want to work. But that view may oversimplify a more complex reality. While some are opting out altogether, others are making different choices like returning to school, pursuing gig work, starting businesses, or stepping away for mental health or caregiving needs. Whether these alternatives count as "work" in the traditional sense is up for debate, but they represent real activity outside the usual employment model. That complexity is especially visible among Gen Z. A recent statistic Maher cited revealed that 57 percent of Gen Z aspire to become social media influencers. The appeal of having flexible hours, creative control, and the chance to monetize personal interests is easy to see. But very few actually earn enough to make a full-time living from it. Most struggle to generate consistent income, and the odds of long-term success are low. That raises a larger question: is the widespread ambition to become an influencer a sign of innovation, or of disconnection from economic reality? The answer may be both. How Realistic Is It For Gen Z To Say No To Being In The Labor Force But is it realistic for young people to just say no to work? In previous generations, the idea of opting out of work without a backup plan wasn't on the table. Boomers and Gen X didn't expect their parents to support them into adulthood, and many took whatever job they could get simply to stay afloat. The pressure to contribute financially wasn't optional. While it's commendable that Gen Z wants purpose-driven careers and healthier boundaries, the reality is that bills still need to be paid. Flexibility sounds ideal, but without a steady income, independence and freedom can be hard to sustain. At some point, every generation has to balance idealism with practicality, and the challenge now is figuring out where that line should be drawn. That tension between idealism and workplace reality often shows up in how employees respond to discussions about performance and productivity. When I write about how leaders can improve productivity to avoid quiet quitting, the strongest pushback often comes from employees. Some feel overworked and underpaid, and argue that any push for greater output is just another way to help executives profit while employees fall further behind. There is a deep undercurrent of resentment in parts of the workforce, and it's not entirely unfounded. Many workers feel burned by promises of loyalty or advancement that never came. But when that frustration turns into a refusal to participate at all, it's hard to see how anyone benefits. The labor force works best when both sides, leadership and employees, see value in contributing. If either side stops trying, the whole system suffers. Why Older Generations Are Reconsidering Their Place In The Labor Force While much of the spotlight is on Gen Z, older generations are also navigating challenges in the labor force. Millennials and Gen X report rising age discrimination, especially in industries that prioritize younger talent. Gen X in particular often finds itself stuck between Boomers who are delaying retirement and younger workers taking priority in hiring. With labor shortages in sectors like manufacturing, reskilling workers over 50 could be a practical solution. Although not yet a widespread trend, some older workers may be ready to step in where younger ones hesitate, especially in roles that value experience and dependability. Why Opting Out Of The Labor Force Doesn't Mean Opting Out Of Ambition Every generation redefines what work means. Gen Z isn't rejecting work entirely. They're rejecting systems that feel outdated in a world where nearly everything else has changed. At the same time, older generations with valuable experience are being overlooked. Gen X and Millennials often face age-related barriers that have little to do with ability. If employers are struggling to fill roles, maybe the issue isn't just with Gen Z. Maybe the jobs themselves aren't keeping up. Instead of trying to force a return to what used to work in the labor force, it may be time to think more broadly about how to engage talent across all age groups. The goal shouldn't be to pressure any generation into fitting a model that no longer works for today's realities. It should be to understand what makes people want to work, and build from there.
Yahoo
22-04-2025
- Business
- Yahoo
Fewer than 2 in 5 new grads would be willing to work in-office, according to report
(KRON) — Fewer than two in five — 39% — new graduates would be willing to accept a job that requires working in the office, according to a new report. About 42% of new grads would refuse to accept a job at all at a company that doesn't offer at least flexible or hybrid work schedules. That's according to the 2025 State of the Graduate Report from Monster. A majority of new grads — 69% — said they would be more likely to apply for a job in the first place if it allowed them to work remotely. That represents a 5% increase over last year with this year's report coming in the midst of a spate of Return to Office orders from public and private employers across the Bay Area and beyond. AI poses biggest threat to these two professions, according to prominent SF tech investor The survey was conducted online in the U.S. by the Harris Poll on behalf of MullenLowe among 1,009 respondents aged between 18 and 24, including 504 recent graduates and 505 impending graduates. 'The graduates' work preferences and deal breakers provide tremendous insight to employers,' said Monster Career Expert, Vicki Salemi. 'Their top must-haves are work-life balance, good health insurance, career growth/learning opportunities, and having a brag-worthy job.' But of those surveyed, the majority — 54% — identified work-life balance as more important than factors like good health insurance, career growth opportunities, and having a 'brag-worthy' job. Also, an increasing number of graduates — 67% — see the traditional 9-to-5 workday as a thing of the past. Additionally, the 5-day work week is also seen as outdated by 64% of survey respondents — a 10 percent jump over last year. A majority — 59% — think that working full-time in an office is outdated, a 5% jump from last year. According to the survey, in 2026, hybrid work will become a 'key differentiator.' Companies with strict return-to-office policies may find themselves struggling to attract younger talent. Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
