2015 Olin STL Talent Retention Presentation

Retaining University Talent in St. Louis

Olin Business School, Washington University in St. Louis 2015 Fall: Prac@cum

Team Leads: Jamie Stroble (MBA ’16)

Esther Koh (BSBA ’16)

Members: Lizzie Griesedieck (MBA ‘16)

Ryan Tao (MSCA ’16) Nick Cooley (BS ’16)

Nancy Chen (BSCS, MSCA ‘16)

2

Agenda

I. Introduc@on 3

II. Survey Overview 5

III. Research Findings 6

IV. Recommenda@on 9

V. Students’ Awareness & Considera@on of St. Louis Employers 10

VI. Strategies For Boos@ng Awareness & Considera@on 16

VII. Case Studies 21

VIII. Partnerships & Next Steps 23

IX. Appendix 26

Objec;ve: ATract and retain talent in St. Louis

3

Introduc;on

Objec;ve: ATract and retain top university talent in St. Louis

Objec;ve: Help local employers beTer engage top university talent in St. Louis

4

Introduc;on

Why focus on top local students?

1 “The New Geography of Jobs,” Enrico MoreM

2 US Census Bureau

Why focus on jobs? §  “Jobs” was the #1 reason (49% of respondents) cited by students we surveyed for

wan@ng to leave St. Louis. “Culture” was the second biggest considera@on at 13%.

1

2

3 As people age they become less likely to move: §  In 2012, ages 18 – 34 represented 24% of the overall popula@on, but 44% of

the movers. A 35 year-‐old is almost half as likely to move as a 25 year-‐old. 2

Local connec;on: Retaining is easier than aTrac@ng.

Top students tend to enter the tech & innova@on sectors. These sectors have a dispropor@onate influence on the local economy:

§  ”Most sectors have a mul0plier effect, but the innova0on sector has the largest mul0plier of all: about 3x larger than that of manufacturing.”1

5

Survey 1: Initial Survey

Survey 2: St. Louis Perception

Survey 3: Compare Cities

79 respondents

206 respondents

198 respondents

Iden@fy the important aTributes of a city

How do students perceive St. Louis?

How does St. Louis compare to compe@ng ci@es?

Survey Overview

76%

17%

6% 2%

WashU

SLU

UMSL

Other

Respondents by university Respondents by degree program

23%

21%

20%

18%

6% 12% BA

BS

MBA

BSBA

MS

Other

Research Findings

6

St. Louis students in our survey…

Prefer to work at medium-‐to-‐large companies. Prefer small companies: 11% Prefer medium companies: 30% Prefer large companies: 36%

2

Overwhelmingly choose ci@es post-‐gradua@on based on career considera;ons.

Reasons cited for wan;ng to leave: #1: Jobs à 49% #2: Culture à 13%

1

Are less likely to stay in St. Louis if they’re interested in working at a large company.

Willingness to stay in St. Louis: If interested in small company à 45% If interested in large company à 26%

3

Expect to job hop, and worry whether St. Louis can support their long-‐term career ambi@ons.

91% of millenials an@cipate staying at their job for less than 3 years.1

4

Have limited awareness of and willingness to work for the largest local companies.

Students aware of Centene: 42% Students aware of Graybar: 17% Students aware of RGA: 16%

5

1 Bureau of Labor Sta;s;cs

Research Findings

7

St. Louis students in our survey…

Prefer to work at medium-‐to-‐large companies. Prefer small companies: 11% Prefer medium companies: 30% Prefer large companies: 36%

2

Overwhelmingly choose ci@es post-‐gradua@on based on career considera;ons.

Reasons cited for wan;ng to leave: #1: Jobs à 49% #2: Culture à 13%

1

Are less likely to stay in St. Louis if they’re interested in working at a large company.

Willingness to stay in St. Louis: If interested in small company à 45% If interested in large company à 26%

3

Expect to job hop, and worry whether St. Louis can support their long-‐term career ambi@ons.

91% of millenials an@cipate staying at their job for less than 3 years.1

4

Have limited awareness of and willingness to work for the largest local companies.

Students aware of Centene: 42% Students aware of Graybar: 17% Students aware of RGA: 16%

5

1 Bureau of Labor Sta;s;cs

Building brands of individual companies will help build brand of city

Large companies have biggest role to play in keeping students in St. Louis

Start-‐ups do the best job of boos;ng students’ willingness to stay

Civic groups like RBC, Civic Progress and Regional Chamber should promote ecosystem of companies

Large companies in par;cular need to change the way they engage students

Lessons From Start-‐ups

8

§  Con@nued investment in local entrepreneurs will allow St. Louis to grow its next genera@on of large companies & has proven successful

§  Startups have the right messaging, high touch recrui@ng tac@cs, on-‐campus engagement and work environment that students want

§  What about the 89% of students not inclined toward small companies?

§  What role do St. Louis’s largest companies need to play?

Recommenda;on Large companies must lead the ini@a@ves to retain students in St. Louis.

If large companies marketed and recruited on-‐campus with high touch tac@cs they would increase student considera@on and beTer retain top talent.

9

10

As part of the St. Louis Percep@on survey, university students were given the following list of local employers and asked: “Select each company that you have heard of.”

A condi@onal follow-‐up ques@on was then asked, presen@ng students with a list of the companies they had selected: ”Of the companies with which you are familiar, please select the ones you would consider seeking employment from in the future.”

•  Ameren •  Edward Jones •  Nestle Purina Petcare Co.

•  Anheuser-‐Busch/InBev •  Emerson •  Peabody Energy

•  Apex Oil Company •  Energizer Holdings •  Reinsurance Group of America

•  Ascension •  Enterprise Holdings •  S;fel

•  BJC Healthcare •  Equifax •  Sigma-‐Aldrich

•  Boeing Company •  Express Scripts •  Scofrade

•  Bryan Cave LLP •  Fabick CAT •  SSM

•  Build-‐A-‐Bear Workshops •  Fleishman Hillard •  Thompson Coburn LLP

•  Caleres Shoes (Brown Shoe) •  Graybar Electric Co. •  T-‐REx*

•  Centene •  Mallinckrodt •  Wells Fargo Advisors

•  ConAgra Foods •  Moneta Group •  World Wide Technology

•  Cortex Innova;on Community* •  Monsanto

* Cortex & T-‐REx aren’t tradi;onal employers, but were used as a proxy for startup companies in St. Louis

Students’ Awareness & Considera;on of St. Louis Employers

Boeing

BJC

Anheuser-‐Busch

Cortex

S@fel

SSM T-‐REX

Sigma-‐Aldrich

Monsanto Nestle Purina

Thompson Coburn

World Wide Technology

Wells Fargo

Express Scripts

Emerson

Fleishman Hillard

Edward Jones

ScoTrade

ConAgra

Centene

Ascension

Energizer

Apex Oil

Build-‐A-‐Bear

Graybar

Ameren

Bryan Cave

Enterprise Holdings

Caleres (Brown Shoe)

Peabody

Mallinckrodt

Fabick CAT

Equifax

Moneta Group

Reinsurance Group of America

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60%

Awaren

ess

Willingness to Work

Students’ Awareness & Considera;on of STL Employers

11

Boeing Anheuser-‐Busch

Cortex S@fel

T-‐REX World Wide Technology

Express Scripts

Emerson

Graybar

Enterprise


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60%

“Gold Standard” Students think these are

clear paths to career success

“Diamonds in the Rough” Need polishing for students to consider employment

“Gems” Students who

find them love them

“Unmined Poten;al” No student awareness or engagement

Awaren

ess

Willingness to Work 12


Wells Fargo

Edward Jones Scofrade

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60%

Finance Gap Aw

aren

ess


Despite St. Louis’s strong brokerage presence, students interested in finance are among the least willing to stay in St. Louis aner gradua@on:

Student industry interest % planning on staying in St. Louis

1. Technology 35.1%

2. Professional services 34.3%

3. Healthcare, Pharma, Biotech 31.0%

9. Finance 23.5%


Cortex S@fel

T-‐REx World Wide Technology

Wells Fargo

Express Scripts

Emerson

Edward Jones ScoTrade

Graybar

Enterprise


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60%

Increasing willingness to work at these core

companies should be highest priority

“Gold Standard”

“Diamonds in the Rough”

Awaren

ess




Cortex S@fel


Wells Fargo

Express Scripts

Emerson

Edward Jones ScoTrade

Centene

Graybar

Enterprise



0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60%

“Gold Standard”

“Diamonds in the Rough”

Awaren

ess

Willingness to Work

Low awareness of largest companies in St. Louis perpetuates second class city mentality

15



Cortex S@fel


Express Scripts

Emerson

Graybar

Enterprise


0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60%

Awaren

ess

“Low Touch” Strategies Boost Awareness •  Adver@se on-‐campus (student newspapers, flyers) •  Facebook ads, social media presence •  Signage on campus •  Promo@ons offered on campus •  Tradi@onal recrui@ng (career fairs, etc.) •  Messaging

“High Touch” Strategies Boost Considera;on •  Company leaders speak or aTend events on campus •  Companies hire interns / part-‐@me work during the year •  Crea@ve partnerships on campus (CEL, Skandalaris) •  Student club involvement or sponsorship •  Locate satellite offices in innova@on centers

Willingness to Work

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•  Pos@ng is very long (excerpted here); emphasizes pleasant culture and ease of candidate placement (“needs-‐based”)

•  Tone is friendly, op@mis@c: •  “Values” •  “Most Respected Companies” •  “Rela@onship-‐Driven” •  “Dedicated” •  “Understanding”

•  Offers candidate the opportunity to gain experience

17

Messaging Case Studies

•  Pos@ng is short and direct, with uncompromising requirements sec@on

•  Tone is compe@@ve, challenging, innova@ve: •  “Cusng edge” •  “Culture of constant measurement” •  “Aggressive” •  “Sophis@cated” •  “Analyze and develop business strategies”

•  Requires candidate to have prior experience

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•  Pos@ng is short and direct, with uncompromising requirements sec@on

•  Tone is compe@@ve, challenging, innova@ve: •  “Cusng edge” •  “Culture of constant measurement” •  “Aggressive” •  “Sophis@cated” •  “Analyze and develop business strategies”

•  Requires candidate to have prior experience

Words that Signal a Millennial-‐Friendly Culture:

Entrepreneurial � Crea;ve � Innova;ve � Leadership � Social Responsibility � Diversity � Fast-‐Paced � Work-‐Life Balance � Analy;cal � Rigorous � Ambi;ous � Global or Interna;onal � Learning � Flexible � Independent � Collabora;ve � Fast-‐Track � Mentorship � Teamwork

19

20

Case Studies

“#1 thing millennials look for in an employer: People & Culture Fit” -‐HBR

Video (commercial): “At S@fel We Encourage an Entrepreneurial Spirit”

21

Case Studies High Tou

ch Strategies

§  DeloiTe Consul@ng Na@onal Case Compe@@on

§  “Cheap Lunch” Par@cipant

§  NextGen Leaders Program & Conference

§  Alterna@ve Spring Break

§  One-‐on-‐One Recrui@ng Process

§  Case compe@@on: Boeing Patent Challenge


§  Sponsor / Par@cipant Regional Business Council’s “Young Professionals Network”

§  Satellite office “Ventures” in Cortex Innova@on District

Ø  Most desired company included in St. Louis Percep;on survey

Ø  In 2014 alone, Epic hired over 50 WashU students.

§  Constructed 1,000 acre campus with 12+ office buildings; “themed spaces”

§  Required interview in Madison, WI where “Cost of living” calculator is presented.

§  CEO: “We are compe@ng for talent with Apple, Microson, and Facebook. We need to give these people a reason to come to Wisconsin.”

§  Alumni involvement


22

Case Studies High Tou

ch Strategies

§  DeloiTe Consul@ng Na@onal Case Compe@@on


§  NextGen Leaders Program & Conference

§  Alterna@ve Spring Break

§  One-‐on-‐One Recrui@ng Process

§  Case compe@@on: Boeing Patent Challenge


§  Sponsor / Par@cipant Regional Business Council’s “Young Professionals Network”

§  Satellite office “Ventures” in Cortex Innova@on District

§  Most desired company at WashU according to our surveys

Ø  In 2014 alone, Epic hired over 50 WashU students.

§  Constructed 1,000 acre campus with 12+ office buildings; “themed spaces”

§  Required interview in Madison, WI where “Cost of living” calculator is presented.

§  CEO: “We are compe@ng for talent with Apple, Microson, and Facebook. We need to give these people a reason to come to Wisconsin.”

§  Alumni involvement


10% 30% 50% 70% 90%

Use their Product

News

Social Media

On Campus

Job Board

Friends

How Millennials Hear About Companies1

1“How Companies Can Afract the Best College Talent,” Harvard Business Review

23

Future Areas of Research:

§  Company percep@on of and need for top university talent; determining employment capacity

§  Student percep@on mapping for local small-‐ to mid-‐cap companies

§  Exis@ng models for corporate / start-‐up partnerships

§  Industry-‐specific talent reten@on programs

§  Career advancement tracks in St. Louis as perceived by students

Partnerships & Next Steps

24

Please help ensure that St. Louis con@nues to aTract & retain top talent by sharing this presenta@on with the CEOs and heads of Human Resources at the following 35 companies covered in our research:

•  Ameren •  Edward Jones •  Nestle Purina Petcare Co.

•  Anheuser-‐Busch/InBev •  Emerson •  Peabody Energy

•  Apex Oil Company •  Energizer Holdings •  Reinsurance Group of America

•  Ascension •  Enterprise Holdings •  S;fel

•  BJC Healthcare •  Equifax •  Sigma-‐Aldrich

•  Boeing Company •  Express Scripts •  Scofrade

•  Bryan Cave LLP •  Fabick CAT •  SSM

•  Build-‐A-‐Bear Workshops •  Fleishman Hillard •  Thompson Coburn LLP

•  Caleres Shoes (Brown Shoe) •  Graybar Electric Co. •  T-‐REx

•  Centene •  Mallinckrodt •  Wells Fargo Advisors

•  ConAgra Foods •  Moneta Group •  World Wide Technology

•  Cortex Innova;on Community •  Monsanto


For ques;ons related to the project please contact:

25

Jamie Stroble: [email protected] Esther Koh: [email protected]


Appendix

26

Appendix A.1 Background

Why the focus on millennials and students?

27

Source: The Atlan@c’s CityLab

-‐50

0

50

100

150

200

0-‐4 5-‐9 10-‐14 15-‐19 20-‐24 25-‐29 30-‐34 35-‐39 Net M

igra@o

n Ra

te (P

er 100 Individu

als)

Age

Net Migra@on Rate During 2000s Comparison

San Francisco Kansas City St. Louis New York City

Key Points: •  People are most mobile from ages 20-‐29. •  St. Louis compares favorably to similar sized ci@es, i.e., Kansas City, but does not fare well against larger ci@es

•  Sharp fall in migra@on from 25-‐29à 30-‐34. If people can be aTracted early they will be more likely to stay in St. Louis


28

29

0 0.05 0.1 0.15 0.2 0.25

St. Louis

New York

Chicago

Madison

2012 2013 2014

Top Recrui;ng Des;na;ons for WashU Undergraduates


St. Louis-‐based Fortune 500 Companies (2015) Company Revenue 2015 Rank 2014 Rank

Express Scripts Holdings $100.89 billion 22 20

Emerson Electric $24.54 billion 120 121

Centene $16.56 billion 186 251

Monsanto $15.86 billion 197 197

Reinsurance Group of America $10.9 billion 273 274

Peabody Energy $6.79 billion 398 365

Edward Jones (Jones Financial) $6.33 billion 426 444

Ameren Corp. $6.05 billion 438 379

Graybar Electric $5.98 billion 445 449 Source: St. Louis Business Journal1 & Fortune

30


St. Louis’s Top Privately-‐Held Companies (2014) Company Revenue (2013)

1 Enterprise Holdings $16.4 billion (+6.5%)

2 World Wide Technology $6.4 billion (+26.9%)

3 Edward Jones $5.66 billion (+15.5%)

4 Graybar $5.66 billion (+4.5%)

5 Apex Oil $5 billion (es@mate)

6 Center Oil Co. $4.1 billion (-‐2.6%)

7 McCarthy Holdings Inc. $3.23 billion (7.7%)

8 Piasa Enterprises Inc. $2.9 billion (-‐19.4%)

9 Prairie Farms Dairy Inc. $2.78 billion (+4.5%)

10 Schnuck Markets Inc. $2.6 billion (+4%) Source: St. Louis Business Journal1

31


32

Company 1 Google 40.28%

2 Apple 23.14%

3 Facebook 14.96%

4 Microson 12.24%

5 Amazon 11.36%

6 eBay 8.50%

7 LinkedIn 6.09%

8 Yahoo! 5.90%

9 Goldman Sachs 5.66%

10 IBM 5.19%

11 Intel 4.94%

12 Cisco 4.44%

13 McKinsey & Co. 4.20%

14 TwiTer 4.18%

15 JP Morgan 3.49%

16 DeloiTe 3.27%

17 Qualcomm 3.23%

Company

18 Salesforce 2.99%

19 Morgan Stanley 2.81%

20 Disney 2.46%

21 Nike 2.16%

22 Accenture 2.16%

23 Palan@r Technologies 2.14%

24 Bain & Co. 2.13%

25 Boeing 2.10%

26 Groupon 2.07%

27 Tesla Motors 1.92%

28 NBC Universal 1.92%

29 Samsung Electronics 1.84%

30 HP 1.80%

31 BCG 1.66%

32 Dell 1.59%

33 General Electric 1.55%

34 Ne{lix 1.43%

Company

35 ESPN 1.32%

36 PWC 1.32%

37 Dropbox 1.21%

38 Verizon 1.21%

39 Proctor & Gamble 1.18%

40 Genentech 1.17%

41 Credit Suisse 1.14%

42 Schlumberger 1.12%

43 Lockheed Mar@n 1.11%

44 Texas Instruments 1.08%

45 Sony 1.05%

46 Ernst & Young 1.04%

47 Bank of America 1.03%

48 Citrix 1.00%

49 Space X 0.97%

50 BofA Merril Lynch 0.92% Source: “How Companies Can Afract the Best College Talent,” Harvard Business Review

Top 50 Companies Young People Want to Work For


33

What Millennials Look for in Employers

0% 20% 40% 60% 80%

Alumni & Friends Target Audience

Market Leadership New Graduate Program

Innova@on Company Mission

Challenging Environment Compensa@on

Work/Life Balance Career Poten@al

People and Culture Fit

10% 30% 50% 70% 90%

Use their Product

News

Social Media

On Campus

Job Board

Friends

How Millennials Hear About Companies

Source: “How Companies Can Afract the Best College Talent,” Harvard Business Review


Survey Methodology: STL Perception

The survey aims to comprehend and quantify students’ views on select aspects of St. Louis. The survey population includes undergraduate and graduate students at Washington University, UMSL and SLU. The survey was distributed both on and off line (in-person on electronic devices) at various sites throughout Washington University campus as well as UMSL and SLU. Respondents University Affilia@on

WUSTL U of Missorui-‐St.Louis St. Louis University Other

Mean(Age) = 22.09 Mean(Working Experience) = 2.36 Industries of Interest

Energy, Materias, or Industrials Healthcare Automo@ve or Aerospace Finance Technology Media Retail Consumer Staples Professional Services Nonprofit

34

Appendix B.1 Surveys – St. Louis Percep;on

Survey Questions: STL Perception

Q1: Please select each company that you have heard of Q2: Of the companies with which you are familiar, please select the ones you would consider seeking employment from in the future. Q3: Why to stay or leave St. Louis Q4: Where do you like to spend your free time? (This includes eating out, shopping, socializing, exercising, etc.) Q5: Where do you like to spend your free time? (This includes eating out, shopping, socializing, exercising, etc.) Q6: Which of these do you use often (once a week) to find out about things to do in St. Louis? Q7: In your opinion, how easy would it be for you to make a positive impact on the St. Louis community? Q8: What type of organizations are you currently involved with that contribute to the St. Louis community? Q9: What type of organizations are you currently involved with that contribute to the St. Louis community? Q10: What type of organizations are you currently involved with that contribute to the St. Louis community? Q11: What school or university do you attend? Q12: What is your major or program focus? Q13: What year are you in school? (If you're an alum, put "alum.") Q14: How old are you? Q15: What is your hometown zip code? (May differ from your current zip code.) Q16: Have you ever spent time in St. Louis for non-academic reasons? (Examples: internship, part-time work, full-time work, volunteering, research) Q17: Primary industry of interest Q18: What size company would you prefer to work for?

35


Ameren

Anheuser-‐Busch & Boeing

Apex Oil

Ascension

BJC

Bryan Cave

Build-‐A-‐Bear


Centene

ConAgra

Cortex

Edward Jones

Emerson

Energizer

Enterprise

Equifax

Express Scripts

Fabick CAT

Fleishman Hillard

Graybar

Mallinckrodt

Moneta

Monsanto Nestle Purina

Peabody


S@fel

Sigma-‐Aldrich

ScoTrade

SSM

Thompson Coburn

T-‐REX

Wells Fargo

World Wide Technology

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0% 10% 20% 30% 40% 50% 60% 70%

Awaren

ess

Willingness to work 36

Students’ Awareness & Considera;on of STL Employers (Just MBAs & BSBAs; n = 79)

37

Delmar Loop The Grove Laclede's

Landing Downtown CWE Clayton Forest Park

Cherokee Street Maplewood LafayeTe

Square Soulard Grand Center Brentwood

Daily or weekly

41% 6% 4% 11% 37% 33% 37% 4% 5% 5% 10% 20% 27%

Monthly or rarely

57% 80% 67% 89% 61% 62% 62% 62% 62% 59% 78% 62% 66%

Never heard of it

2% 14% 29% 0% 2% 5% 1% 34% 33% 36% 11% 19% 8%

Delmar Loop

The Grove

Laclede's Landing Downtown CWE Clayton Forest

Park Dogtown The Hill

Cherokee Street Maplewood LafayeTe

Square Soulard South Grand

Grand Center Brentwood

Daily 26 2 1 4 16 11 18 0 0 1 0 1 1 1 23 3

Weekly 54 9 6 17 57 52 55 5 6 6 10 7 18 15 15 48

Monthly 72 50 25 87 82 60 85 17 32 19 24 19 45 37 38 65

Rarely 39 104 103 84 38 61 34 84 132 100 95 94 106 95 80 62

Never heard of it 4 27 54 0 3 10 1 85 22 66 63 69 22 43 36 16

Totals: 195 192 189 192 196 194 193 191 192 192 192 190 192 191 192 194

Students were asked, “Where do you like to spend your free time? (This includes eating out, shopping, socializing, exercising, etc.)” They were given 16 neighborhoods or locations in St. Louis (shown below in the top rows) and asked to either selected “daily,” “weekly,” “monthly,” “rarely,” or “never heard of it.” The first table includes raw data in # of votes; the next table is consolidated into high engagement, low engagement, and not aware. A few instances are highlighted of the most successful neighborhoods and neighborhoods lagging behind in either engagement or awareness:


38

Delmar Loop

The Grove

Laclede's Landing

Downtown St.Louis

Central West End

Clayton

Forest Park

Dogtown

The Hill

Cherokee Street Maplewood

LafayeTe Square

Soulard

South Grand

Grand Center

Brentwood

40%

50%

60%

70%

80%

90%

100%

1.00 1.50 2.00 2.50

Awaren

ess

Level of Engagement (1 – 4)*

*Level of engagement isn’t linear, but is reflected as linear on this chart. “1” corresponds to ‘rarely,’ “2” corresponds to ‘monthly,’ “3” corresponds to ‘weekly,’ and “4” corresponds to ‘daily.’ So “1” could equal one visit per month, and “4” could equal 30 visits a month.


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How does the size of the company a person is interested in working for affect their willingness to stay in St. Louis?

Small (1 -‐ 50

employees) 11%

Medium (51 -‐ 250

employees) 30% Large

(250+ employees)

36%

No preference

23%

What size company do students prefer to work for?

No, I don’t plan

on staying Yes, I plan on staying

Large / Corpora;on (250+ employees) 73.1% 26.9%

Medium (50 -‐ 249 employees) 67.6% 31.5%

Small / Start-‐up (1 -‐ 49 employees) 55.0% 45.0%

No preference 76.5% 18.5%

How does a student’s exposure to non-‐academic opportuni;es affect their willingness to stay in St. Louis?

How does age affect someone’s willingness to stay in St. Louis?

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No, I don’t plan on staying

Yes, I plan on staying

No Experience 82.3% 17.7%

Some Experience 69.2% 29.5%

No, I don’t plan on staying

Yes, I plan on staying

Below 23 77.5% 22.5%

23+ 58.6% 39.6%

How does the hometown zip code affects people’s willingness to stay?

Zip Code Absolute % "Yes" "Yes" % "No" "No" %

East 30 10% 5 17% 25 83%

Southeast 12 4% 3 25% 9 75%

Midwest 171 59% 61 36% 110 64%

South 16 6% 2 13% 14 88%

West 36 13% 5 14% 31 86%

Southwest 4 1% 2 50% 2 50%

Northwest 19 7% 3 16% 16 84%

288 100% 81 28% 207 72%

Zip Code Absolute % "Yes" "Yes" % "No" "No" %

MO 63 22% 35 56% 28 44%

IL 55 19% 15 27% 40 73%

Midwest 171 59% 61 36% 110 64%

Non-‐Midwest 117 41% 20 17% 97 83%

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What are the reasons behind people choosing to stay vs. leave?

Write-‐In Survey Responses: Reasons Students Cited to Stay and Leave

Reasons Cited Code "Yes" % "No" %

Job 1 10 63% 23 49%

Culture 2 2 13% 6 13%

Family 3 2 13% 5 11%

Loca@on preference 4 1 6% 5 11%

Con@nuing educa@on 5 0 0% 3 6%

Other 6 1 6% 5 11%

16 100% 47 100%

42


Do par;cular industries of interest have a higher willingness to stay in St. Louis?

% Planning to Stay in St. Louis

Aver Gradua;on Technology 35.1% Professional Services (Doctor, Lawyer, Accountant, etc.) 34.3% Healthcare, Pharmaceu@cals, Biotechnology 31.0% Media 29.4% Consumer Staples (food, beverage, household products) 28.0% Retail 26.7% Other 25.0% Finance 23.5% Energy, Materials, or Industrials 18.8% Non-‐Profit 14.3% Uncertain 15.0%

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0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Where students get their informa;on about St. Louis events


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Survey Methodology: Comparable Cities

This survey was conducted using a simple random sample of students in St. Louis (including students at Washington University in St. Louis, St. Louis University, University of Missouri-St. Louis). We decided to include New York, Chicago, Minneapolis, San Francisco and Boston as points of comparison because these are the cities graduates typically relocate to after graduation according to Career Center of Washington University in St. Louis as well as Western Career Center of Olin Business School.

Respondents University Affilia@on

WUSTL U of Missorui-‐St.Louis

St. Louis University Other

Academic Program

BA BS MBA BSBA MD JD

MS MA Other PHD MSW

Mean(Age) = 22.58 Mean(Year in School) = 1.95 Mean(Working Experience) = 2.22

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Appendix C.1 Surveys – Comparable Ci;es

Survey Questions: Comparable Cities

Q1: Please rate the following ci@es in terms of job opportunity Q2: Please rate the following ci@es in terms of Salary Q3: Please rate the following ci@es in terms of the Sports Scene (sports event availability, variety, team spirit, etc.) Q4: Where do you like to spend your free @me? (Includes ea@ng out, shopping, socializing, exercising, etc.) Q5: Please rate the following ci@es in terms of Safety Q6: Please rate the following ci@es in terms of Ease of Transporta;on Without a Car Q7: Please rate the following ci@es in terms of Ease of Transporta;on With a Car Q8: Please rate the following ci@es in terms of the Restaurants and Bar Scene Q9: Please rate the following ci@es in terms of Greenspace (quality and quan@ty) Q10: Please rate the following ci@es in terms of Ease of Transporta;on With a Car Q11: Please rate the following ci@es in terms of Arts/Culture/Entertainment Q12: Please rate the following ci@es in terms of the Diversity of its inhabitants Q13: Please rate the following ci@es in terms of Youthfulness Q14: What school or university do you aTend? Q15: What is your academic program? (Choose all that apply) Q16: Why or why not? Q17: What is your major or program focus? Q18: What year are you in school? (If applicable, for the academic program you answered with above.) Q19: What is your age?

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Survey Questions: Comparable Cities

Q20: How many years of prior work experience (excluding internships) do you have? Q21: What is your hometown zip code? (May differ from your current zip code.) Q22: Have you ever spent @me in St. Louis for non-‐academic reasons? (Examples: internship, part-‐@me work, full-‐@me work, volunteering, research, from St. Louis, etc) Q23: If yes, what did you do? Which company or organiza@on?(if applicable)? Q24: Primary industry of interest: What size company would you prefer to work for? Q25: What size company would you prefer to work for? Q26: Please provide your email address if you'd like the chance to win a $50 Starbucks gin card.

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Cost of living

Ease of transport with car

Green space

Diversity Arts & entertainment Job opportunity Ease of transport w/o car Restaurant/Bat scene

Safety

Salary

Youthfulness

Sports scene

St. Louis

San Francisco

Boston

Chicago

New York City

Kansas City

Minneapolis


•  Pos@ng is short and direct, with rigorous requirements •  Tone is compe@@ve, challenging, innova@ve:

•  “Entrepreneurial” •  “Growth companies” •  “Analy@cal rigor” •  “Manage” and “Supervise”

•  Requires candidate to have prior experience & right “fit”

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Documents

2015 Olin STL Talent Retention Presentation