Companies haven’t stopped hiring, but they’re more cautious, according to the 2025 College Hiring Outlook Report
Every year, I tell my students in my business analytics class the same thing: “Don’t just apply for a job. Audition for it.” This advice seems particularly relevant this year. In today’s turbulent economy, companies are still hiring, but they’re doing it a bit more carefully. More places are offering candidates short-term work experiences like internships and co-op programs in order to evaluate them before making them full-time offers. This is just one of the findings of the 2025 College Hiring Outlook Report. This annual report tracks trends in the job market and offers valuable insights for both job seekers and employers. It is based on a national survey conducted in September 2024, with responses from 1,322 employers spanning all major industries and company sizes, from small firms to large enterprises. The survey looks at employer perspectives on entry-level hiring trends, skills demand and talent development strategies. I am a professor of information systems at Drexel University’s LeBow College of Business in Philadelphia, and I co-authored this report along with a team of colleagues at the Center for Career Readiness. Here’s what we found:
Employers are rethinking talent pipelines
Only 21% of the 1,322 employers we surveyed rated the current college hiring market as “excellent” or “very good,” which is a dramatic drop from 61% in 2023. This indicates that companies are becoming increasingly cautious about how they recruit and select new talent. While confidence in full-time hiring has declined, employers are not stepping away from hiring altogether. Instead, they’re shifting to paid and unpaid internships, co-ops and contract-to-hire roles as a less risky route to identify talent and “de-risk” full-time hiring. Employers we surveyed described internships as a cost-effective talent pipeline, and 70% told us they plan to maintain or increase their co-op and intern hiring in 2025. At a time when many companies are tightening their belts, hiring someone who’s already proved themselves saves on onboarding reduces turnover and minimizes potentially costly mishires. For job seekers, this makes every internship or short-term role more than a foot in the door. It’s an extended audition. Even with the general market looking unstable, interest in co-op and internship programs appears steady, especially among recent graduates facing fewer full-time opportunities. These programs aren’t just about trying out a job. They let employers see if a candidate shows initiative, good judgment and the ability to work well on a team, which we found are traits employers value even more than technical skills.
What employers want
We found that employers increasingly prioritize self-management skills like adaptability, ethical reasoning and communication over technical skills such as digital literacy and cybersecurity. Employers are paying attention to how candidates behave during internships, how they take feedback, and whether they bring the mindset needed to grow with the company. This reflects what I have observed in classrooms and in conversations with hiring managers: Credentials matter, but what truly sets candidates apart is how they present themselves and what they contribute to a company. Based on co-op and internship data we’ve collected at Drexel, however, many students continue to believe that technical proficiency is the key to getting a job. In my opinion, this disconnect reveals a critical gap in expectations: While students focus on hard skills to differentiate themselves, employers are looking for the human skills that indicate long-term potential, resilience and professionalism. This is especially true in the face of economic uncertainty and the ambiguous, fast-changing nature of today’s workplace.
Technology is changing how hiring happens
Employers also told us that artificial intelligence is now central to how both applicants and employers navigate the hiring process. Some companies are increasingly using AI-powered platforms to transform their hiring processes. For example, Children’s Hospital of Philadelphia uses platforms like HireVue to conduct asynchronous video interviews. HR-focused firms like Phenom and JJ Staffing Services also leverage technologies such as AI-based resume ranking, automated interview scheduling and one-way video assessments. Not only do these tools speed up the hiring process, but they also reshape how employers and candidates interact. In our survey, large employers said they are increasingly relying on AI tools like resume screeners and one-way video interviews to manage large numbers of job applicants. As a result, the candidate’s presence, clarity in communication and authenticity are being evaluated even before a human recruiter becomes involved. At the same time, job seekers are using generative AI tools to write cover letters, practice interviews or reformat resumes. These tools can help with preparation, but overreliance on them can backfire. Employers want authenticity, and many employers we surveyed mentioned they notice when applications seem overly robotic. In my experience as a professor, the key is teaching students to use AI to enhance their effort and not replace it. I encourage them to leverage AI tools but always emphasize that the final output and the impression it makes should reflect their own thinking and professionalism. The bottom line is that hiring is still a human decision, and the personal impression you make matters.
This isn’t just about new grads
While our research focuses on early-career hiring, these findings apply to other audiences as well, such as career changers, returning professionals and even mid-career workers. These workers are increasingly being evaluated on their adaptability, behavior and collaborative ability – not just their experience. Many companies now offer project-based assignments and trial roles that let them evaluate performance before making a permanent hire. At the same time, employers are investing in internal reskilling and upskilling programs. Reskilling refers to training workers for entirely new roles, often in response to job changes or automation, while upskilling means helping employees deepen their current skills to stay effective and advance in their existing roles. Our report indicates that approximately 88% of large companies now offer structured upskilling and reskilling programs. For job seekers and workers alike, staying competitive means taking the initiative and demonstrating a commitment to learning and growth.
Show up early, and show up well
So what can students, or anyone entering or reentering the workforce, do to prepare?
Start early. Don’t wait until senior year. First- and second-year internships are growing in importance.
Sharpen your soft skills. Communication, time management, problem-solving and ethical behavior are top priorities for employers.
Understand where work is happening. Over 50% of entry-level jobs are fully in-person. Only 4% are fully remote. Show up ready to engage.
Use AI strategically. It’s a useful tool for research and practice, not a shortcut to connection or clarity.
Stay curious. Most large employers now offer reskilling or upskilling opportunities – and they expect employees to take initiative.
One of the clearest takeaways from this year’s report is that hiring is no longer a one-time decision. It’s a performance process that often begins before an interview is even scheduled. Whether you’re still in school, transitioning in your career or returning to the workforce after a break, the same principle applies: Every opportunity is an audition. Treat it like one. Murugan Anandarajan, Professor of Decision Sciences and Management Information Systems, Drexel University This article is republished from The Conversation under a Creative Commons license. Read the original article.
Arizona scholarships 2026: Arizona scholarships are open through ACF: one application for 160+ awards, plus ARAC’s $1,500 Ashby-Herring scholarships due April 6, 2026.
Scholarship season moves fast, and for a lot of Arizona families, the hardest part isn’t writing the essay or gathering transcripts—it’s simply finding the right opportunities in time.
The Archer Ragsdale Arizona Chapter (ARAC), Tuskegee Airmen, Inc. is encouraging students and the community to take advantage of scholarship resources through the Arizona Community Foundation (ACF), including an easy online application that can match applicants with 160+ scholarships—plus virtual workshops where students can get help directly from ACF’s scholarship team.
Whether you’re a high school senior, a current college student, or an adult re-entry student, ACF’s scholarship portal is designed to meet people where they are.
The Big Picture: One Application, 160+ Scholarships
According to the flyer, ACF awarded $6.3 million in scholarships last year, with over 160 scholarships available through a single, easy application.
What to watch for: Even if a student is only targeting one scholarship, completing the ACF application can surface additional matches they didn’t know existed.
ARAC (Tuskegee Airmen, Inc.) awards two or more scholarships to deserving Arizona students who are college-bound. The flyer highlights the Ashby-Herring scholarships, named in honor of late founding ARAC members who were original Tuskegee Airmen.
Free Virtual Workshops (Zoom): Get Help With Your Application
If you’ve ever watched a student stall out halfway through an application, these workshops are a smart fix: they’re designed so applicants can work on their scholarship application with support from ACF’s scholarship team.
Workshop dates (Zoom):
February 12, 2026 — 4:00 to 5:00 p.m.
March 5, 2026 — 4:00 to 5:00 p.m.
March 26 — 4:00 to 5:00 p.m. (date listed on flyer; confirm year when registering)
What to watch for: Register for the dates you can attend and come prepared with what you already have (basic info, activities list, questions). One hour of guided progress can save days of procrastination.
Why This Matters (and Why Sharing Helps)
The Tuskegee Airmen legacy is rooted in excellence, discipline, and breaking barriers—and scholarships tied to that legacy are meant to elevate futures for the next generation.
If you’re a parent, teacher, coach, mentor, or neighbor, consider this your nudge: forward the link, post it in a group chat, or share it with a student who might qualify. Deadlines hit quickly, and the easiest scholarship to win is often the one you actually apply for.
College isn’t just classes and credits — it’s learning how to manage your time, money, health, and relationships while you build a future that actually fits. In our College Life coverage, STM Daily News shares practical, real-world guides for students and families: campus living tips, study and productivity habits, career prep, budgeting basics, mental wellness check-ins, and smart ways to make the most of college in Arizona and beyond.
Expect quick reads, useful takeaways, and “what to do next” advice — whether you’re a first-year student, a transfer, or heading back to school.
Preparing Students: Automation, AI and societal economic changes are affecting the workforce and making a significant impact on the employment prospects of future generations. Consider this guidance to put students on the path toward greater earning potential and economic mobility in a rapidly changing economy.
(Family Features) Automation, AI and societal economic changes are affecting the workforce and making a significant impact on the employment prospects of future generations. More than one-third of today’s college graduates are “underemployed,” meaning they work jobs that don’t require a college degree and may pay less than a living wage, according to data from the Federal Reserve Bank of New York. At the same time, a World Economic Forum report explored how advances in AI are threatening to negatively impact access to entry-level and even mid-level jobs for millions of Americans. Looking ahead, research by Georgetown University indicates that by 2031, 70% of jobs will require education or training beyond high school. However, data from the National Center for Education Statistics indicate only one-third of high school graduates go on to complete a college degree with many of those being in fields that are not in high-earning, high-growth professions. These challenges are not lost on today’s students. In a survey by Junior Achievement and Citizens, 57% of teens reported AI has negatively impacted their career outlook, raising concerns about job replacement and the need for new skills. What’s more, a strong majority (87%) expect to earn extra income through side hustles, gig work or social media content creation. “To put students on the path toward greater earning potential and economic mobility in a rapidly changing economy, students need proactive education and exposure to transferable skills and competencies, such as creative and critical thinking, financial literacy, problem-solving, collaboration and career planning,” said Jack Harris, CEO, Junior Achievement. This assertion is consistent with findings from the Camber Collective. This social impact consulting group identified four key life experiences students can consider and explore that positively affect lifetime earnings, including:
Completing secondary education
Graduating with a degree in a high-paying field of study
Receiving mentorship during adolescence
Obtaining a first full-time job with opportunity for advancement
Students aiming to equip themselves with the skills and experience necessary for the future workforce can seek:
Learning opportunities that are designed with the future in mind. For example, learning experiences offered through Junior Achievement reflect the skills and competencies needed to promote economic mobility.
Internships or apprenticeships that provide hands-on experience and exposure to a career field that can’t be found in a textbook.
Volunteer or extracurricular roles that develop communication and leadership skills. Virtually every career field requires these soft skills for growth and greater earning potential.
Relationships that provide insight and connection. Networking with individuals who are already excelling in a chosen field, as well as peers who share similar aspirations, offers perspective from those who are where you wish to be and potentially opens future doors for employment.
Courses that offer introductory insight into a chosen career path. Local trade or technical schools and other training organizations may even offer certifications that align with a student’s area of interest.
To learn more about how students can pursue education for what’s next, visit JA.org. SOURCE:
Tighter Budgets Haven’t Stopped Travel. They’ve Changed How Americans Plan
Tighter Budgets Haven’t Stopped Travel:Tighter budgets are altering American travel plans, but most still prioritize vacations despite financial concerns.
Tighter Budgets Haven’t Stopped Travel. They’ve Changed How Americans Plan
(Tiffany Miller for ALG Vacations) The flight search is open, but many travelers are pausing before they book. Prices feel higher than last year, headlines are heavy and budgets are tighter. Still, the question isn’t whether to take a vacation, but how to make it work.
A November 2025 survey from ALG Vacations of U.S. adults planning to travel in 2026 shows that financial pressure is reshaping how people approach vacations, not whether they take them. While 81% say they have at least some concern about their household finances in the months ahead, 92% say they would still travel even if tighter finances required scaling back.
Financial pressure shapes decisions, not demand That shift shows up in the small moments of planning. Travelers are taking longer to compare prices, reconsidering timing and adjusting expectations before they book.
Inflation and rising prices top the list of concerns, cited by 61% of respondents, reinforcing why travelers are rethinking destinations, trip length and overall costs.
Concerns about global events and safety follow at 39%, with broader political and economic instability close behind at 38%.
Still, those worries rarely lead travelers to walk away from travel altogether. Instead, many describe pulling back in measured ways, scaling down plans, rethinking details and making trade-offs that keep a trip possible, even if it looks different than originally imagined.
Experience changes how travelers move from planning to booking Not all travelers navigate those trade-offs the same way. For some, uncertainty slows the process. For others, familiarity helps clear the final hurdle.
Among respondents who have previously booked a packaged vacation through a major vacation brand, 80% say they plan to take an international trip in the next year, compared with 46% of those without that experience.
That confidence carries into spending decisions as well. Sixty-seven percent of packaged-vacation travelers expect to spend more than $2,500 on their next trip, compared with 47% of those who have never booked a packaged vacation.
Taken together, the findings point to a confidence gap, with prior experience linked to greater comfort committing to international travel and higher spending.
Professional guidance plays a larger role when planning gets complex For many travelers, planning no longer stops at picking dates and destinations. Rising prices, shifting availability and higher expectations have turned vacation planning into a series of decisions that feel harder to navigate alone.
That complexity shows up most clearly among travelers with prior packaged-vacation experience. Ninety-four percent say they plan to use a travel advisor, compared with 81% of those without prior packaged-vacation experience.
The gap suggests that familiarity with structured travel planning often leads travelers to seek expert guidance. As trips become more layered, getting the details right matters as much as the destination itself.
Travel remains a priority, even as decisions slow The findings suggest that travel is still very much on the table, even as decisions take longer to make. Travelers are weighing trade-offs, seeking guidance and leaning on experience as they plan, rather than walking away altogether.
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The flight search may stay open a little longer this year. But for many Americans, the trip is still happening.
Methodology ALG Vacations commissioned Atomik Research to conduct an online survey of U.S. adults planning to travel and travelers with prior packaged-vacation experience in the United States.
The survey included 1,000 adults planning to travel and a subsample of 502 respondents who had previously booked a packaged vacation through a major vacation brand.
The margin of error is plus or minus 3 percentage points for the full sample and 4 percentage points for the packaged vacation subsample at a 95 percent confidence level.
Fieldwork was conducted in November 2025. Atomik Research, part of 4media group, is a creative market research agency.
