(Dit
a
News
Employ
nient'.-Pr QJaoritiG
n
And Pictures
Of National
And
International
V.
Happenings
On Jan. 31, 1925, gray
snow fell in Japan - a
mixture of snow and ashes
from nearby volcanoes.
. Women, blacks and
other' minority college
graduates can expect a im
provement in the employ-'
ment outlook for the re
mainder -of 1979, accor
ding to an update of Nor
thwestern University's
33rd annual Endicott
i More thari"90 per cent
of theiip2tmajor national
firms ifved : said they
planned lb hir as many or
more females: 'and minori
ty graduates'!--as they
employed last year. , '
'At the -jsame time,
however,' -firms indicated
problems; in hiring , these
graduates citing the lack
of candidates in science
and engineering fields and
the . ', intense ' competition
for such employees.
The May, 1979 update,
conducted- by Frank S.
Endicott, retired director
of placement at Nor
thwestern, showed the
original Endicott Report
for 1979 to be 96 per cent
accurate. The report for
cast increased demand for
college graduates despite
some apprehension about
the economy. Along with
confirming the Report of
last November, the May
update dealt with pro
spects for women and
minority graduates.
"It is clear that these
companies are strongly
committed to the employ
ment of college women,"
Endicott said. Fifty-one
per cent of the firms said
they planned to hire more
female graduates this year
than last, while 43 per cent
said they would hire the
same number. Only six per
cent will hire fewer,
women,-
V Almost without excep
tion the responding com
panies plan to continue to
employ black and other
minority graduates," En
dicott said. Forty-one per
cent; of respondent said
I A :.
WASHINGTON Brig. Gen. Winifred Johnson, the
. U.S. Army's first black women general, tells a Pentagon
oflQ3ul6r news conference she hopes she was selected on the basis
Gdnsrsl ' competence and not race. A native of West Chester,
Pa., she will replace Brig. Gen. Madeline Parks as head
of the Nurse Corps. UPI Photo
Oin G went
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they would hire more
minority, graduates, and
54 per cent said they
would hire the same
number as last year.
One five per cent plan
to hire fewer minority
graduates.
Only 15 per cent of the
respondents thought the
supply of well-qualified
blacks and other
minorities was improving
significantly, although 74
per cent responded affir
matively to the same ques
tion about women grads.
Moreover, when asked
if employing such
graduates involved special
problems, 72 per cent of
the firms said ye,s with
regard to minorities and
one-third (33 per cent)
responded affirmatively
with regard to women.
While Endicott received
a number of reasons for
the difficulties, a major
one seemed to involve sup
ply and demand. There
are too few female or
minority graduates,
especially in technical
fields, and as a result com
petition in fierce. High
starting salaries, some cor
porate spokesman noted,
placed desirable can
didates out of reach and
also led to a high turnover
rate.
As one firm responded,
wryly, "This (seeking
minorities) is the most
competitive aspect of col
lege recruiting. It's almost
as competitive as the
recruitment of high school
athletes by colleges."
' Endicott said lack of
qualified women in
science and engineering;
competition and high
salaries; high turnover and
unwillingness of some to
relocate are the major dif
ficulties firms en
countered. Comments by
employers on problems
encountered in hiring
women graduates include:
' I n s u f f i c i e n t
numbers (of women) in
-engineering and scientific
disciplines. Too many are
in social science:. and?
. . M,,,4WeHiUmd
women are heavily
recruited by many com
panies, competition is
fierce."
"Locating qualified
or qualifiable women
without having to offer
them . overinflated
salaries."
"Women tend to
have a higher offer rejec
tion rate. Also, they tend
to look for non
manufacturing posi
tions." "Women are less
likely to relocate and ac-
-cept transfers."
"It appears that mar
riage is a prime
geographical factor for
more women engineers
than for men engineers."
"Location is the pro
blem that takes the biggest
toll in recruiting, pro
moting and retaining
females."
"Other companies
are raiding our profes
sional women."
"Turnover is much
higher for reasons which
do not apply to male
employees. It is very
discouraging when they
are not around to cash in
on promotions for which
they can qualify."
Commenting on th
firms' difficulty in finding
female engineers to recruit
and their observation that
the pool of women college
graduates is significantly
improving Northwestern
University Director of
Placement Victor Lind
quist said, "The number
of women graduates in the
technical fields at
Norhwestern has doubled
in the last five years."
Many women, he said,
enroll in biomedical
engineering, computer
science and chemical
engineering curricula and,
"to a degree" in
chemistry.
"There is a real falling
off in civil engineering,"
Lindquist said.
"Women seem more in
clined to look at jobs that
will put them in a staff
position ' or in the
laboratory," he said. ,
When it comes to hiring
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minority graduates, firms
generally said the same
problems of short supply,
intense competition and
high turnover applied.
In addition,
respondents cited other
problems, Several pointed
to the unwillingness of
some minority students to
live in areas where plants
and offices are located as
well as unrealistic career
expectations. Employers
also spoke of inadequate
preparation in high school
or college for the job
market.
Corporate recruiters
noted that minority
students often do not
make use of college
recruiting interviews by
firms and that many do
not use college placement
services at some schools.
Lindquist said that
minority students are in
many cases recruited prior
to their senior year by
employers. Comments by
employers on minority
employment problems in
cluded: x
It still remains a pro
blem for us to find
qualified members of
minority groups in our
recruiting effort."
"The number of
technically oriented black
graduates is not growing
fast enough to supply the
demand."
"Due to affirmative
action by many com
panies, retaining blacks
has become more dif
ficult. Furthermore, it is
almost impossible to find
them."
"Great difficulty in
finding qualified minority
applicants who can suc
ceed in our training pro
gram." 'It's a very com
petitive market, much
more so than the rnarket
for women."
"The supply is
limited, the turnover is
high, and many who have
been hired have not lived
up to expectations."
"It is almost impossi
ble for us to . compete
financially for really
outstanding minorities.
We have difficulty
attracting blacks to our
headquarters city and re
quests to interview the
great majority of them
have been refused."
"After one or two
years, the minority
engineer feels he or she
must be in management
and they will seek employ
ment elsewhere."
"Minorities who pass
our rigorous screening and
testing process are
qualified to earn more in
other industries."
"The need for strong
communication skills
makes success difficult for
minorities."
"Black students fre
quently avoid the place
ment services of the
universities. We have
numerous open schedules
on large campuses and
rarely see more than 1 or 2
black MBA's through
placement."
"Many are too staff
oriented in their career
goals."
"The continuing pro
blem of high expectations
and indadequate basic
training leads to high tur
nover." "Many have degrees
but are not qualified to
compete in the business
world. Some expect and
get too many special con
siderations." "We are unable to
pay the salaries that larger
corporations are able to
and willing to pay."
"The supply of
qualified minorities is very
limited. By dipping a bit in
hiring standards, we build
in a problem of promoting
and training them. Well
qualified ones who do well
and are promoted have
many opportunities to
leave at higher salaries."
"Many grads know
very little about the
business world, but it is
especially true of
minorities."
St"!
1
0
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CO fifflOO