UNIVERSUM-2021年全球最具吸引力雇主（英）-43正式版

World’sMostAttractiveEmployers2021ResearchfromUniversumrevealsthemotivationsofuniversitygraduatesastheyentertheglobalworkforce.CONTENTS3

KeyFindings21DeclineinGlobalCareers6PreferredAttributes253236PreferredIndustries111317Universum’sFiveTalentPersonasIdealEmployerAttributesDashboardsHybridWorkforYoungTalentWorld’sMostAttractiveEmployersRanking1Eachyea,overonemilloncareebally.In2021,weWhicheployersdontsholdintregarddwhatfactorsmnfluencetdecision?2KEYFINDINGSKEYFINDINGSYoungtalentinsearchofsecurityYoungpeopleexperienceashiftinpersonalandcareerprioritiesForyoungtalent,ajetsetcareerslipsinfavorInlightoftheeconomicandsocialupheavalof2020–2021,youngtalentisincreasinglyseekingstability,security,andthetraditionalmarkersofcareersuccess.Studentsprioritizehighfutureearningsandthepotentialfortraininganddevelopmentaboveallelse.Thepandemicgaveyoungprofessionalsachancetoreevaluatetheirworklivesandreprioritizewhattheywantfromanemployerandacareer.Someemployers—particularlythoseinhigh-stressindustries—arefacingaculturalreckoning.Withbordersshut,travelseverelyrestricted,andthestructuresofsocialdistancinginplace,studentsshowawaninginterestininternationalcareers.Acrossindustriesweseeyoungpeoplefavoringcompaniesheadquarteredintheirhomecountries.EmployersmuststrikeabalancebetweenIntheCOVIDera,Pandemicripple-effectfavorsspecificindustriesstartupslosesomealluresupportingvirtualworkwhilemaintainingahumantouchAstheneedforsecuritygrowsamongyoungerworkers,theallureofworkingforahigh-growth,high-riskstartupisdiminishing.Employerbrandingprofessionalsagreethatfornowatleast,startupsarefadingasatalentthreat.Somesectors—likelifesciences—standtogainfromapandemic-fueledupswing.Youngpeopleareattractedtothehistoricpaceofinnovationandgrowthinglobalhealthandlifesciences.Virtualandhybridworkforcesareheretostay,buttalentleadersmusttakecarenottoadoptaone-size-fits-allapproach—particularlywithyoungtalent,whichhasthemosttolosefromvirtualworkformats.PreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers4“NeverhastheverynatureofworkbeensofundamentallydisruptedasbyCOVID-19.Somechangesweobserve—suchasyoungpeople’sgrowingdesireforjobsecurity—willbetemporary.Yetotherdisruptionshavelong-termimplicationsforemployerbrands.Nowcompaniesmustdecidehowtore-shapetheiremploymentdealstoreflect“theseismicshiftsintalentexpectations.MatsRöjdmark,ChiefExecutiveOfficer,Universum5PREFERREDATTRIBUTESBusinessstudentsPreferredAttributesWOMENPreferredAttributesMENHighfutureProfessionalFriendlyworkenvironmentSecureemploymentHighfutureProfessionalMarketsuccessCompetitivebasesalaryLeadershipopportunitiesGoodreferenceforfuturecareerearningstraining&earningstraining&developmentdevelopmentPreferredIndustriesWOMENPreferredIndustriesMEN#1Management&strategyconsulting#2Banking#3Advertising#1Banking#2Management&strategyconsulting#3Financialservices&technology#4E-Commerce#4E-Commerce#5Fashion,accessories&luxurygoods#5Auditing&accountingPreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers7EngineeringstudentsPreferredAttributesWOMENPreferredAttributesMENHighfutureProfessionalFriendlyworkenvironmentSecureemploymentHighfutureInnovationearningsProfessionalCompetitivebaseGoodreferenceCreative&dynamicworkenvionmentearningstraining&training&salaryforfuturecareerdevelopmentdevelopmentPreferredIndustriesWOMENPreferredIndustriesMEN#1Architecture&urbanplanning#2Energy#1Aerospace&defense#2Automotive#3Aerospace&Defence#4Mechanical&industrialengineering#5IT&engineeringconsulting#3Mechanical&industrialengineering#4Energy#5IT&engineeringconsulting8ITstudentsPreferredAttributesWOMENPreferredAttributesMENProfessionaltraining&developmentHighfutureearningsSecureemploymentFriendlyworkGoodreferenceenvironmentforfuturecareerHighfutureProfessionalInnovationCompetitivebaseFriendlyworksalaryenvironmentearningstraining&developmentPreferredIndustriesWOMENPreferredIndustriesMEN#1Computersoftware&technology#2IT&engineeringconsulting#3Computer&networksecurity#4Internetcontent&information#5Videogame#1Computersoftware&technology#2Computer&networksecurity#3IT&engineeringconsulting#4Videogame#5Computerhardware9WMAEStudyMethodologyStudentBackgroundsWMAE2021Engineering(84,476)50Business(110,529)12%IT(26,802)ResearchUniversum,aglobalemployerbrandresearchfirm,surveyed221,807business,engineeringandITstudentsacross10oftheworld’slargesteconomies.ThestudywasconductedfromSeptember2020toMay2021.Thestudentswereasked:(a)whichemployercharacteristicsaremostinfluentialastheyconsiderfutureemployment,and(b)whichemployerbrandstheymostadmire.Tobeconsidered,companiesmustrankinthetop90%amongthemostattractiveemployers.RegionsWMAE2021Thisyearforthefirsttime,Universumalsoanalyzedthedatatoidentifyfivekeytalentpersonas:Go-Getters,Globe-Trotters,Ground-Breakers,Change-Makers,andBalance-Seekers.(Seepage12fordefinitions.)Thesesegmentsareanewtooltohelpemployersoptimizetheiremployerbrandingactivitiestoensuretheyareattractingtherightprofilestotheirgraduateprogramsandotherroles.10UNIVERSUM’SFIVETALENTPERSONASUniversum’snewcareerpersonasgiveemployerbrandingleadersadata-drivenwaytoevaluateandoptimizetheirtalenttargeting.Thefivepersonasdiscussedinthisreportare:Go-GettersGlobe-TrottersGround-BreakersChange-MakersBalance-SeekersAttractedtocompanieswithanestablishedrecordofsuccess.Focusedonhighperformance,rapidpromotion,prestige,andattainingahighlevelofresponsibility.Drawntobigcity-based,multi-nationalorganisationsthatprovideopportunitiestotravelabroadandworkwithadiverseinternationalcommunityofcolleagues.Enjoyteam-orientedworkAimtoworkforpurpose-Seekflexibleworkingconditionsandwork-lifebalance.Theyareoftendrawntolocalcompaniesthatcanoffersecureemploymentandacompetitivebasesalary.andacreative,dynamicworkenvironment.Ground-Breakersseekchallengingworkininnovation-drivencompanies,andtheyliketoembracenewtechnologies.drivencompanieswithastrongcommitmenttodiversityandinclusion,highethicalstandards,corporatesocialresponsibilityandthegreatergood.TheglobalemployerswiththehighestproportionofGo-Gettersintheirstudentfanbasewere:TheglobalemployerswiththehighestproportionofGlobe-Trottersintheirstudentfanbasewere:TheglobalemployerswiththehighestproportionofGround-Breakersintheirstudentfanbasewere:TheglobalemployerswiththehighestproportionofChange-Makersintheirstudentfanbasewere:TheglobalemployerswiththehighestproportionofBalance-Seekersintheirstudentfanbasewere:49%49%47%45%45%35%LVMH30%SociétéGénérale30%TheBostonConsultingGroup34%AirbusGroup36%ABB34%VolvoCarCorporation19%Danone18%MondelēzInternational18%IKEA30%UbisoftMorganStanleyUBS30%ElectronicArts24%GrantThornton23%IKEAGoldmanSachsJ.P.MorganEricsson29%28%33%GeneralMotors18%BayerBain&Company33%16%23%MarsMcKinsey&CompanyBASFGrantThornton12Thestudentfanbasewasdefinedineachcasebythosechoosingeachcompanyamongtheirtop5idealemployers.IDEALEMPLOYERATTRIBUTESTheUniversumstudyeachyearasksyoungtalent:Whatattributesdoyoulookforinafutureemployer?Notsurprisingly,“highfutureearnings”scoresasthetopprioritymostyears,and“professionaltraininganddevelopment”tendstoscoresecondorthird.Followingaperiodofgreatuncertainty,youngpeopleareinsearchofmoretraditionalcareermarkers:highearnings,security,andpathwaystocareeradvancement.Beyondthesewidelyheldpriorities,whatelsecanwelearnfromyoungtalentintheCOVIDera?Analyzingwherethereismovement—attributesslippinginfavororthoserisinghigher—showstheareaswherecompaniesmaywanttodirecttheirattention.Thesemovementscaninfluencehowemployerspositiontheirbrandswithinspecificdisciplines.In2021,weseeapivottowardgreatersecurity,particularlyamongengineeringandITprofessionals.Alsointeresting:awaninginterestinworkingforstartups.Overthelastfiveyears,Universumdocumentedafascinationamongyoungtalentwithstartups—boththecultureandcommunitytheyoffer.YetintheCOVID-19era,theshineiswearingoffthestartupworld.PreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers14Overthelastfiveyears,Universumdocumentedafascinationamongyoungtalentwithstartups—boththecultureandcommunitytheyoffer.YetintheCOVID-19era,theshineiswearingoffthestartupworld.15Eventhoughthepandemichasspurredmanytolaunchnewbusinesses(theUSCensusBureau,forexample,reportsanunprecedented24%jumpinnewbusinessstarts),youngtalentisnolongerdrawnenmassetocareersinstartupventures.Andtalentleadersagreeonthispoint.AstudybyUniversumfoundthatin2019,morethan1in3HRandrecruitingprofessionals(38%)insidetheWorld’sMostAttractiveEmployersreportedtheywere“veryconcerned”abouttalentcompetitionfromstartups;in2021,thatfiguredroppedbymorethanhalftojust16%.Breaker”talent,whoaremotivatedtoadvanceinnovationandworkforhigh-impactcompanies.(SeeexplainationofUniversum’sfivepersonasonpage12).“Duringthepandemic,largercompanieshadthefinancialfirepoweranddigitalcapabilitiestorapidlyretooltheirbusinessmodelsanddevelopnewproducts,whilemanysmallercompetitorslanguishedandfocusedonsurvival.[...]Bigbusinesseshavetheirpickofthebestcandidates,whilesmallfirmsstrugglewithworkershortages.”Well-resourcedenterprisecompaniesarenowpositionedtosnapuptoptalentfromsmallercompanies—offeringgenerouspaypackagesplusthepromiseofsecuritytoyoungtalentwhocraveexactlythat.Theymusttakecare,however,toensurethatrolesinsideenterprisebrandsstillretainsomeofthesamedynamismfoundinstartupculture;thisisparticularlytruefor“Ground-WallStreetJournal,August202121:TheNewYorkTimes:“Start-UpBoominthePandemicIsGrowingStronger,”Aug.19,2021./2021/08/19/business/startup-business-creation-pandemic.html2:TheWallStreetJournal“HeavyweightCompaniesEnjoyOutsizeRewardsasEconomyRebounds,”Aug.1,2021./articles/heavyweight-companies-enjoy-outsize-rewards-as-economy-rebounds-1162782640016DASHBOARDBusinessstudentsstillprioritizehighfutureearningsaboveallelse.Yettheresearchalsoshowsagrowinglevelof“careerism,”withyoungpeoplemorefocusedonissueslikesecurityandprofessionaldevelopment.2021-TOP10IDEALEMPLOYERATTRIBUTESFORBUSINESSSTUDENTS12345678910HighfutureProfessionalLeadershipFriendlyworkGoodSecureMarketsucessLeaderswhoCompetitiveRespectforitsearningstraining&opportunitiesenvironmentreferencesforemploymentfuturecareerbasesalarypeoplewillsupportmydevelopmentdevelopmentSIGNIFIESARISEORFALLINRANKINGSCOMPAREDTO2020CHANGEVS.2019CHANGEVS.2020PreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers18Engineeringstudentsaretakingalonger-termviewoftheircareers.Similartobusinessstudents,engineerssayhighfutureearningsarethetoppriority,butsecuringpositivereferencesandjobsecurityaremovinguptheprioritieslistforstudentengineers.2021-TOP10IDEALEMPLOYERATTRIBUTESFORENGINEERINGSTUDENTS12345678910HighfutureearningsInnovationProfessionalGoodFriendlyworkSecureemploymentAcreativeandCompetitiveChallengingRespectforitstraining&referencesforenvironmentdevelopmentfuturecareerdynamicworkbasesalaryenviromentworkpeopleSIGNIFIESARISEORFALLINRANKINGSCOMPAREDTO2020CHANGEVS.2019CHANGEVS.202019ForITstudents,securingajobwithaninnovativecompanyisslightlylessimportantin2021,whilejobsecurityisontheupswing.Thispivottosecurity,observedacrossallstudentssurveyedbyUniversum,favorsglobalenterprisebrandsoverfast-moving,higherriskstartupcompanies.2021-TOP10IDEALEMPLOYERATTRIBUTESFORITSTUDENTS12345678910HighfutureProfessionalFriendlyworkInnovationSecureGoodCompetitivebasesalaryEmbracingnewAcreativeandRespectforitsearningstraining&environmentemploymentreferencesforfuturecareertechnologiesdynamicworkenviromentpeopledevelopmentSIGNIFIESARISEORFALLINRANKINGSCOMPAREDTO2020CHANGEVS.2019CHANGEVS.202020DECLINEINGLOBALCAREERSThe2021Universumresearchpointstoatrendthatsurfacedthreeyearsagobutacceleratedoverthelast18months:amarkeddecreaseininterestininternationalcareers.Duetopandemictravelrestrictionsaswellassocio-politicalpressures,thestudyshowsawaninginterestininternationalcareers.BeforeCOVID-19surfaced,this“careernationalism”wasmostclearlyseenamongChinesestudents,whopreferredtoworkforChinesecompaniesratherthanpursuejobsoutsideoftheirhomecountry.(Tobefair,theresearchhasalwaysshownenterprisecompaniesaremostattractivetoyoungpeoplefromthecompany’shomecountry—butthispreferencewasmuchstrongeramongChinesenationals.)Wenowseethissentimentexpressedmorewidely.Acrossbusiness,engineering,andITstudents,interestininternationalcareershasdroppedsignificantlycomparedtolastyear.PreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers22Thepandemichascauseda“hunkeringdown”oftalent,whoareoptingtostayintheirowncountries—likelyduetotravelbans,concernsaboutsafety,andotherCOVIDbarriers.ManyEuropeancountries,forexample,arereportingtalentshortfallsduetoclosedbordersandmigrationshortfalls.“InEurope,theproblemsaremorestructural,”AxelPluennecke,aneconomistattheGermanEconomicInstitute,explainedtoB.“Especiallyinthetechnicalprofessions,areaslikedigitization,decarbonization,therewillbebigdemandforqualifiedworkers.Youreallyhavetowonderwhether[givenbarrierstomovement]thisdemandwillbemet.”3Alsoatplay:sociopoliticalchangesthatmakehiringinternationalprofessionalsmoretediousorexpensive.Forexample,theUSintentionallyslowedadmissionofChineseengineersforUS-basedjobsin2019,fearingtoomuchUSengineeringexpertisewasbeingexportedtoChina.4Weexpectthatlowerinterestininternationalcareersisatemporarydrop.That’sbecausewestillseeasignificantportionofyoungpeoplewhodefinethemselvesasGlobe-Trotters—fascinatedbyothercountriesandcultures,andenergizedbytheopportunitytoworkoutsidetheirhomecountries.3:B:“EuropeHeadsforJobsCrunchthatMayBeDeeperthantheU.S.’s,”May19,2021./news/articles/2021-05-20/europe-heads-for-jobs-crunch-that-may-be-deeper-than-the-u-s-s4:TheWallStreetJournal:“U.S.SlowsHiringofChineseNationalsbyChipMakers,”May21,2019./articles/u-s-slows-hiring-of-chinese-nationals-by-chip-makers-1155843100023Satisfying“Globe-Trotter”employeesintheCOVIDeraManyglobalbrandsrelyheavilyonattractive“Globe-Trotter”talent—peoplewhorelishlivinginternationally,enjoyinteractingwithclientsfrommanycountries,andareenergizedbyjobswithtravelopportunities.TheDeltavarianthasagaindelayedbusinesstravelacrossmanycountries,groundingGlobe-Trotterandtheircareerambitions.“Pre-COVID,globalemployerbrandsonceattractedyoungpeoplewiththepromiseoftravel,internationalworkexperience,andafast-pacedlearningenvironment,”“Thebestemployerbrandsareworkinghardtodevelopproxiesoftheseexperiencesuntiltravelresumes.”KortneyKutsop,MDAmericas,Universum24PREFERREDINDUSTRIES“Thisyearwearefindinghistoricchangesinattitudesamongyoungpeopleaboutwhattheywantfromtheirfutureemployersandcareers.Highfutureearningsandgreatersecurityarebothtoppriorities,butsotooisacompany’s‘respectforitspeople.’Thepost-COVIDerawillbeoneofdelicatenegotiationsbetweenemployersandemployeesasbothsidessetnewexpectationsfor“flexibility,work-lifebalance,andcareerdevelopment.RichardMosley,GlobalClientDirector,Universum26#1Banking#2Managem#3E-Comme#4Financia#5Advertis#6Auditing#7MarketR#8Fashion,#9MediaBusinesstalentprioritizebankingandconsultingindustries#10Arts,Ent#11Tourism#12Property#13Automot#14Logistics#15RetailWillthesetraditionalindustriesevolvetomeetthenewdemandsforhybrid,flexibleworkformatsinthepost-COVIDera?#16Insuranc#17Audiovis#18Educatio#19Internet#20Health,W29#1Aerospac#2Mechani#3Automot#4EnergyEngineeringtalentaimforinnovativeindustries#5ITandEn#6Compute#7Manufac#8Architec#9CivilEng#10Construc#11Managem#12Compute#13Compute#14VideoGa#15Consume#16Applianc#17Pharmac#18Telecomm#19Chemical#20E-CommeManyoftheseindustriesstillfavorin-personworkdespitethelargermovementtowardhybridformats,offeringopportunitiesforemployerbrandswithmoreflexibleworkstyles.30#1Compute#2Compute#3ITandEn#4VideoGa#5Internet#6Compute#7Telecomm#8Banking#9E-Comme#10Aerospac#11Financia#12Audiovis#13MediaYoungITprofessionalsfavorIT-firstindustriesThefindingsshowthatindustriesdesperateforITtalent,suchasbankingandfinancialservices,stillhavealongwaytogotoattractspecializedtechtalent.#14Arts,Ent#15Automot#16Educatio#17Managem#18Advertis#19Military/#20Energy31HYBRIDWORKFORYOUNGTALWhiletheworldatlargewasquicktoembracevirtualandflexibleworkformatsduringtheacutephaseofthepandemic,formanyyoungprofessionals,virtualworkisn’talwaystheidealoption.Virtualandhybridworkformatsareheretostay,buttalentleadersmusttakecarenottoadoptaone-size-fits-allapproach.TheUniversumresearchshowsthatstudentsin2021valueotherjobcharacteristicsmorehighlythanflexiblework.Findingsecureemployment,team-orientedwork,andavarietyofassignmentsareallprioritiesforyoungpeople,andallthreeroseinsignificancecomparedto2020.TheWallStreetJournalrecentlygatheredopinionsfromuniversitystudentsabouttheirinterestinvirtualwork,andtheresponsesshowawiderangeoffeelings—includingthebeliefthatworkingvirtuallywillthreatentheircareeradvancement.8“Remotework[...]shouldn’tbearequirementforyoungpeople,”explainedaneconomicsandbusinessadministrationstudent.“Workingremotelyislessintense—whichisgreatifyouhaveafamilyorothercompetingresponsibilities.Butforworkersaroundmyage,itofferslessopportunitytoshowcaseworkethicandcapabilities.”8:TheWallStreetJournal:“HowaRisingGenerationViewsRemoteWork,”August24,2021./articles/gen-z-remote-work-hybrid-in-person-office-zoom-meetings-recent-graduates-11629840686PreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers33Acivilengineeringstudentexpressedasimilarconcern:“Inanengineeringfield,oneofthemostimportantaspectsofgrowthisfirsthandexperienceofthereal-worldproblemsyouencounter,notaPowerPointpresentationoftheissuefromthecomfortofyourownhome.”Insomefields,remoteworkiswidelyseenasaninferioroptionforyoungprofessionals.Ininvestmentbanking,forexample,mentoringisacriticalpartofajuniorbanker’sdevelopment.SpeakingtoReuters,oneassociatesaystheyspent2020workingon“scienceprojects,”tasksnottiedtolivedeals.Anotherjuniorbankersaidthatbeforethepandemic,hewas“thrownonanydealswhereteamsneededhelp.”Workingvirtually,however,seniorbankerstendedtohandlemuchoftheworkthemselvesratherthanassignittoyoungassociatesatadistance.99:Reuters:“JuniorbankersfeelleftbehindinCOVID-erabankingboom,”January27,2021./article/us-usa-banks-talent/junior-bankers-feel-left-behind-in-covid-era-banking-boom-idUSKBN29W0I934Andthistensionfeltamongyoungtalentisn’tonlyaboutthelackofmentoringorlearningopportunities.Talentleadersincreasinglyseethatthepivottotech-enabledHRthattookrootoverthelastdecadeisperhapsahindranceintheCOVIDera.9ACHROofamultinationalbankexplains,“Wearecurrentlyevaluatingwhatwewanttokeeppost-COVID-19.Originally,managerswereexcitedabouttheabilitytoprovidefrequentcoachingtotheiremployeesviaZoom,andweaddedanapptoprovideinstantfeedback.However,employeesdidnotreallyliketheentireapproach.Coachingwilldefinitelycomebacktomorein-personinagain.”1010AMcKinseysurveyofCHROsinEuropeshowstalentleadersarewrestlingwiththisissue,andtheyarenowexploringhowtobringbacknon-tech,old-schoolinteractions.90%saytheywanttoengagemoredirectlyanddeeplywithemployees,applyingamorehumantouchandmovingawayfromself-serviceCHROswanttoHRsolutions.11bringbackahumantouchtoHR(McKinsey)10:/business-functions/organization/our-insights/back-to-human-why-hr-leaders-want-to-focus-on-people-again11:/business-functions/organization/our-insights/back-to-human-why-hr-leaders-want-to-focus-on-people-again35WORLD’SMOSATTRACTIVEEMPLOYERSRANKINGEachyear,Universumasksstudentsacrosstheglobewhichcompaniestheymostwanttoworkfor.ThisrankingisaGDP-weightedtallyofthosedecisions.Forthefirsttimethisyear,weseparatedengineeringandITstudentstoshowrankingsforbothofthosedisciplines.Amongtheinterestingfindingsthisyear:PreferredIndustriesHybridWorkforYoungTalentWMAERankingKeyFindingsPreferredAttributesUniversum’sFiveIdealEmployerTalentPersonasAttributesDashboardsDeclineinGlobalCareers37Amazoncontinuesitsmarchtothetopasabest-in-classemployerbrand.In2017,Amazonrankednumber26amongbusinessstudents;todayitstandsatnumbersix.AccordingtotheUniversumdata,Amazonappealsmosttogo-getters(thosemotivatedtoadvancequicklyintheircareers)andGround-Breakers(peoplewhowanttoworkforinnovativebrands).ItscoreslowwithChange-Makers,youngtalentwhovalueinclusionandworkingforhigh-integritycompanies.EngineeringstudentsaredrawntoBMWGroup,whichrankednumberthreeamongengineeringstudents.Change-Makers,however,eschewedthebrand.ThisrepresentsaproblemforBMWastheyseektorecruitmorewomentotheirengineeringranks.Thecompanyrecentlylaunchedatrainingprogramforwomenaged15to24whoareinterestedinengineeringcareers.SimonFarrall,headofapprenticeandassociatetrainingatBMWGroupU.K.explains:“Investmentinyoungpeopleisakeypartofourdevelopmentstrategyforourmanufacturingplants.Theautomotiveindustryisstillconsideredasamoreappropriatecareerpathforboysandourprogrammeisdesignedtoaddressthisinequalityandattractmoregirlstoconsideratechnicalcareerinthisfield.”ThelowscoreamongChange-Makertalent,however,showsBMWstillfacedheadwindsinitspushtorecruitamorediverseworkforceofengineers.IBMlandsatnumberthreethisyearamongITstudents.Notsurprisingly,IBMscoresveryhighlyasaGround-Breakertalentbrand—acompanyatthecenterofinnovationandglobalimpact.Thepandemichasgiventhistechbehemothachancetoflexitsmusclesinthevariousareasitdominates:data-enabledhealthcare,supplychain,datacomplianceanddigitalcollaboration,amongothers.Thebrandattractsahighnumberofjetsetters,thosewhowantinternationalcareers,andthechancetotravelandliveabroad.Keepingjetsettersengagedatworkwillcontinuetobeachallengeinto2022astheDeltavariantdelaysbusinesstravelandin-personcollaboration.38Top50World’sMostAttractiveEmployersGlobalBusinessRanking2021BusinessStudents#1Google#18Procter&Gamble(P&G)#19Nestlé#35H&M2021#2Microsoft#36HSBC#3Apple#20Unilever#37Accenture#38Toyota#4Deloitte#21Samsung#5L’OréalGroup