QS Rankings Guide for Employers expressed preference for MBA candidates. India (69%), Turkey (67%) China (62%) displays the highest demand for masters candidates. Indian (51%) and

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QS Rankings Guide for Employers

Susan Gatuguta Gitau (BSc USIU - Africa, MA Nottingham University Business School)

2014

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The QS Global Employer Survey has been running for the past ten years, providing invaluable data for the Employer Reputation component of the QS World University Rankings® as well as strategic insights into current recruiter trends. The QS Global Employer Survey has seen a dramatic increase in responses from almost 17,000 in 2011 to almost 28,000 in 2013. Indeed, growth has been witnessed worldwide but most profoundly in South Asia, Central Europe and Latin America. Responses are closely scrutinized and weighted to eliminate the bias that may result from disproportionate regional response.

The 2013 survey is as extensive as its previous editions and presents an unrivalled overview of the global graduate recruitment market. For the purpose of this report, responses were considered from 18,546 respondents from over 1,000 companies in 134 countries. These employers were actively recruiting masters, MBA and undergraduate students over a three year period, with 4,538 brand new respondents in 2013.

The QS Global Employer Survey was conducted between March and July 2013.

*QS Global Employer Survey collects response from companies seeking to hire masters, MBA and undergraduate level students. In total 27,000 employer respondents contributed to our reports in 2013.

How can this survey be used?

The current research will be of interest to all who follow the international MBA and recruitment market. It will help three groups in particular to make informed strategic decisions:

~ Companies and agencies that recruit graduates

National and international recruiters will find the survey useful in managing human resource policies, such as whether to determine salaries globally or locally, and whether to benchmark salaries against peer institutions.

~ Career services offices worldwide

MBA program administrators and career service professionals will find the survey valuable for providing guidance to students and managing relationships with recruiters.

~ Current and future masters and undergraduate students

Graduates can use the research to determine which industries and geographies to pursue in their job search, and to help negotiate an optimum compensation package.

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1. Summary of findings 4

2. Key Hiring Trends 5

2.1. General recruitment preferences 5

2.2. Recruitment in emerging and developing economies (BRICS vs. MINTs) 5

2.3. Recruitment preferences by industry sector 6

3. Sample of Graduate employer respondents 8

3.1. Regional breakdown (2013) 8

3.2. Employer responses by company size 8

3.3. Employer responses by industry 2013 9

3.4. Sample of responding employers by region 10

4. Salaries & compensation 11

4.1. Overview 11

4.2. By region and sub region 12

4.3. Comparing local and international employer compensation 13

4.4. Salaries by industry 13

5. Employer Requirements 15

5.1 A profile of employer recruiting patterns by region - Geographic extent of recruitment 15

5.2 Skills sought 15

5.3 Preferred disciplines 17

6. QS Rankings: How to use the QS Rankings for your recruitment 18

6.1 What are QS rankings? 18

6.2 Why should employers be using QS rankings? 18

6.3 Companies contributing towards QS Global Employer Survey 19

6.4 How to use the QS rankings to meet your recruitment needs 19

7. QS World University Rankings: Top nominated universities by Employer Reputation 20

Appendix: Participating companies 23

Contents

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~ The 2013 survey evidenced a significant number of responses from the Asia Pacific (30%) and Latin America (36%) regions. The third highest number of responses hailed from Western Europe (15%) with France and the United Kingdom contributing the greatest proportion of these.

~ The proportion of masters candidates recruited significantly increased in 2012, up 17% from its 2011 level. Although this figure dipped in 2013, the proportion is much higher in comparison to 2011.

~ Masters candidates are popular with recruiters from the Consulting, Finance, Pharmaceuticals and Technology sectors. Although Pharmaceuticals and Technology were historically not the preferred graduate choice, they have nevertheless gained popularity: both sectors demand highly skilled labour and are perceived to provide relatively stable working environments in comparison to Consulting and Finance.

~ The global average salary has steadily increased since 2011 signalling a steady recovery from the deep global recession. The fastest rate of growth was experienced in 2012, this, symptomatic in the uptake of confidence in the global economy

~ The gap between domestic and multinational recruiters is most significant in the Asia Pacific at 27%, equating to a shortfall of $10,000. Comparatively, Western Europe boasts the narrowest gap with local pay at 6% less than their intentional counterparts.

~ The Pharmaceutical sector is the highest paying sector with an average salary of $34,880 and offers the highest average postgraduate salary at $40,590 (offered by national, regional and global employers). It is the financial industry, who follows a close second in terms of postgraduate salaries, whilst leading with the highest undergraduate salaries at $31,690.

~ Undergraduate and postgraduate employers are seen to channel their recruitment efforts predominantly in domestic markets. However, it is Africa & Middle East which signals the most balanced recruitment strategy with 48% of their recruitment targeted in the domestic markets, 24% recruitment from the global market and with 33% seeking candidates from the regional talent pool.

~ Recruiters were asked to identify the most important candidate skills and to indicate their level of satisfaction with respective skills. 60% of employers stated that interpersonal skills are the most important skills they seek in candidates, second was analytical skills (53%) and the third most important skill sought was technical skills at 48%. Overall, employers were satisfied with the skills encountered. A smaller proportion indicated that they were in fact very satisfied with the depth of knowledge (19%), interpersonal skills (20%) and technical skills (20%) that they found in the candidate pool. Nonetheless, a small but sizeable proportion of employers are dissatisfied with graduate skills.

1. Summary of findings

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2.1. General recruitment preferences

Respondents to the QS Global Employer Survey were asked to identify recruitment levels over the last five years. This multiple choice question reveals that whilst undergraduate candidates prove the highest recruited proportion, masters candidates are an increasing popular choice. This is an expected outcome as globalisation has led to an increasingly highly competitive candidate pool. The proportion of masters candidates recruited significantly increased in 2012, up 17% from its 2011 level. Although this figure dipped in 2013, the proportion is much higher in comparison to 2011.

2.2. Recruitment in emerging and developing economies (BRICS vs. MINTs)

Shifts in global trade have seen significant gains and losses in GDP across various economies. The BRICS (Brazil, Russia, India, China and South Africa) represent the five major emerging national economies. The MINTs (Mexico, Indonesia, Nigeria and Turkey) are hotly tipped to be the next growth economies by 2050 by the World Bank. Chart 2.2 presents recruitment preferences from over 3,600 employers from both the BRICS and MINTs.

NB: Nigeria is excluded from the results due to lack of sufficient data.

2. Key Hiring Trends

Chart 2.1 - Recruitment preferences

Chart 2.1 - Recruitment preferences: BRICS and MINTs

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For the purposes of comparison, MBA programs have also been factored in as some graduate recruiters expressed preference for MBA candidates. India (69%), Turkey (67%) China (62%) displays the highest demand for masters candidates. Indian (51%) and Turkish (44%) recruiters also displayed the greatest preference for MBA candidates. Mexico (93%) and South Africa (97%) account for the highest demand for first degree/undergraduate candidates. In contrast to Mexico, South African employers also display a healthy demand for masters (55%) and MBA (18%) candidates.

In order to better understand the recruitment dynamics in these economies, further research would be advisable into the various factors that are currently at play. Research from PwC reveals that the skills shortage is already a major concern. “To sustain their growth and development as they further transform and move up the value chain, emerging nations will need an enormous enhancement of their human capital — a challenge that will require massive investment in education and training, increased talent planning within companies, along with other measures designed to attract and retain both domestic and international talent.”1

2.3. Recruitment preferences by industry sector

Masters candidates are popular with recruiters from the consulting, finance, pharmaceuticals and technology sectors. Although pharmaceuticals and technology were historically not the preferred graduate choice, they have nevertheless gained popularity: both sectors demand highly skilled labour and are perceived to provide relatively stable working environments in comparison to consulting and finance.

The financial sector gleans the highest demand for masters candidates with 57% of employers indicating this is their target group. This highly competitive sector displays the least demand for recent Undergraduate candidates in comparison to the other industry sectors. The pharmaceuticals sector came in at a close second place with 56% of the recruitment preferences placed on masters candidates.

“Other”, encompasses companies in FMCG, law, media / entertainment & arts, public sector / govt. / non-profit, recruitment / HR services, retail, transportation / distribution and travel / leisure / hospitality. Such market segments are most likely to recruit from the undergraduate candidate pool.

1Closing the talent shortage gap in the emerging world, PwC, www.pwc.com/gx/en/capital-projects-infrastructure/talent-shortage-in-emerging-markets.jhtml

Chart 2.2 – Recruitment preferences by Industry sector

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A detailed analysis over the three years, as evidenced in Chart 2.3, reveals varying levels of demand across the various industry sectors. Demand levels have been relatively stable across the board over the past two years. Pharmaceuticals are the standout industry, with a higher demand for postgraduates versus undergraduate students in 2012. As evidenced below, undergraduates present a cheaper resource option and exhibit as a suitable candidate pool as recruitment demand grew in 2013. However, this is a highly competitive industry with recruitment demand for masters, MBA and undergraduate candidates. It has been a period of change in the financial industry following the global financial crisis of 2008. Firms are conscious not to repeat the mistakes of the past while identifying potential growth areas and have adopted stringent efficiency and cost saving practices. This industry is also under the scrutiny of both the regulators and the public at large. These factors have resulted in a lesser job security and significant layoffs.

Chart 2.3 – Recruitment preferences by industry sector (2011 - 2013)

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3. Sample of Graduate employer respondents

3.1. Regional breakdown (2013)

The 2013 survey evidenced a significant number of responses from the Asia Pacific (30%) and Latin America (36%) regions. The third highest number of responses hailed from Western Europe (15%) with France and the United Kingdom contributing the greatest proportion of these. Australia, India and South Korea dominate the Asia Pacific responses, while Argentina, Mexico, Peru and Venezuela constitute a solid proportion of the Latin American responses.

3.2. Employer responses by company size

In 2013, a higher proportion of respondents worldwide were made up of large companies with over 250 staff. This segment has grown from 43% in 2011 to 51% in 2013. In contrast, responses from medium and small companies have gradually declined, currently standing at 23% and 26% respectively.

Further analysis by industry reveals that pharmaceutical companies contribute to the largest proportion of companies with over 350 staff. Consulting firms dominate the medium sized band with 50 to 250 staff while recruiters who classified themselves as “Other” constitute the greatest proportion of small companies.

Chart 3.1 – Regional breakdown

Chart 3.2 – Employer responses by company size

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3.3. Employer responses by industry 2013

Consulting/professional services issued, for the third year running, the largest number of responses . Engineering/manufacturing and banking/financial services account for the second and third highest responding sectors. Reponses from both sectors have steadily grown over the past three years. Construction/property, IT/computer services and public sector/non-profit were also well represented in the sample. In the event of respondents not identifying with the industry definitions provided, or deeming them too narrow, autonomous definitions were invited and/or the category of “Other” was selected.

Chart 2.3 – 2013 Employer responses by industry

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3.4. Sample of responding employers by region

The following table provides a global snapshot of several of the organisations that participated in the survey. A comprehensive list can be found at the end of this document.

Table 3.1 – Sample of responding employers by region

Africa & Middle East

Asia Pacific Eastern Europe

Western Europe

Latin America

US & Canada

Consulting Booz & Company Accenture CEE Consulting Group

Bain & Company Capgemini Berkeley Research Group

Deloitte Ernst & Young Euromonitor International

BearingPoint KPMG Gannett Fleming, Inc.

IBM Kellogg, Brown and Root

The Garrison Group

Capgemini Consulting

Nestlé Business Services

Avanade, Inc

Noir & Blanc ltd The Nielsen Company

ABB Consultig Ltd.

Towers Watson ENGStudios Omnicom Group Inc.

Finance KPMG Capital Eight Barclays Bank Russia

Baillie Gifford Banamex Citigroup

Arab National Bank

Daewoo Securities

KBC Securities Barclays Capital BBVA GE Capital

Johannesburg Stock Exchange

JPMorgan Chase & Co.

ING Corporate Finance

Clearstream Chrysler Financial Services

Morningstar, Inc.

Ecobank Hana Financial Group

European Financial Group

Euler Hermes HSBC Standard & Poor’s

Industry BHP Billiton 3M Forestar Group ABB BASF Baker Hughes

Drake & Scull Ashok Leyland Skoda Auto Bouygues Boart Longyear DuPont

Dresser-Rand Daelim Corporation

Komtech CEMEX Coca-Cola General Motors

Halliburton Hyundai TNK-BP De Beers Group ExxonMobil Ford Motor Company

Technology Ericsson Apple Inc. Capgemini Atos Origin ACS Xerox Cisco Systems

Microsoft Dell Gameloft BAE Systems Alcatel-Lucent Hewlett Packard

Saudi Telecom Co.

LG Motorola Solutions

Cognizant Claro Software Oracle

Telefonica Intel NetCracker Robert Bosch EPSON Schneider Electric

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4. Salaries & compensation

4.1. Overview

For purposes of comparison, this section observed graduate salaries as reported by global, national and regional employers. Local employers and/or employers reporting figures of less than $4,500 per annum are excluded.

As evidenced below, we can see that the value of basic compensation offered by employers in Eastern Europe and Latin America falls below $20,000 per annum. This outcome is mirrored by the findings from the Global Cost of Talent Index from Universum. Students from some countries within these respective regions displayed low salary expectations.2 The Asia Pacific, Western Europe and US & Canada compensation is valued above the global average while Africa & Middle East falls 5% below the global average.

The global average salary has steadily increased since 2011 signalling a steady recovery from the deep global recession. The fastest rate of growth was experienced in 2012, this, symptomatic in the uptake of confidence in the global economy.

2Global cost of Talent, universumglobal.com/2013/11/global-cost-of-talent-index

Chart 4.1 – Average graduate compensation offered by national, regional and global recruiters

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4.2. By region and sub region

While chart 4.1 displays the regional compensation overall, charts 4.3 and 4.4 provide deeper insight into sub-regions. Northern European employers are seen to offer the highest compensation on the whole, with Denmark and Norway offering the highest salaries. Southern Europe, by contrast, draws the lowest salaries. Countries classified within this sub region i.e. Cyprus, Greece, Italy, Malta, Spain and Turkey have fared poorly in the global recession and are laden with heavy government debt that has had a domino effect on business viability, at the local and national level. Switzerland ($92,550) offers the highest salaries in Western Europe with Swiss respondents displaying a greater preference for Masters Candidates. Swiss employers, furthermore, display steady year on year compensation. Melissa Murray Bailey, Universum’s president of Americas points out that Swiss salaries are much higher than the global average due to two overriding factors: the high cost of living and a relatively poor talent pool attributed to low unemployment.3

3The 10 Countries Where Students Have The Highest Salary Expectations, Forbes 11/01/2013, www.forbes.com/sites/jacquelynsmith/2013/11/01/the-10-countries-where-students-have-the-highest-salary-expectations

Australasian employers (Australia and New Zealand) offer the highest salaries in the Asia Pacific region, approximately $19,000 above the regional average. According to the Australian Graduate Survey, the median starting salary for new bachelor degree graduates aged less than 25 and in their first full-time employment in Australia is AUD $52,450.4 At $11,230, Central Asia (Azerbaijan, Kazakhstan and Kyrgyzstan) falls far below the regional average salary.

4Grad Stats, Employment and Salary Outcomes of Recent Higher Education Graduates, www.graduatecareers.com.au/wp-content/uploads/2013/12/GCAGradStats2013.pdf

Chart 4.2 – Global average salary in US dollars (USD)

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4.3. Comparing local and international employer compensation

There exist differentials in salaries offered by domestic and international employers as evidenced in the chart 4.5. For the purposes of comparison, local and national employers are classified as domestic recruiters while regional and global employers are classified as international recruiters.

The gap between domestic and multinational recruiters is most significant in the Asia Pacific at 27%, equating to a shortfall of $10,000. Comparatively, Western Europe boasts the narrowest gap with local pay at 6% less than their intentional counterparts. Eastern European domestic recruiters exhibit the second highest pay gap at 20% below international recruiters.

Globally, a 35% gap exists between domestic and international employers – however this gap is seen to shrink over time. Multinational companies coordinate recruitment on a global level, and do not want to drive top candidates away from key geographies because of a salary differential. As international companies set up operations in emerging markets, they are increasingly willing to pay more for candidates who they see as critical to establishing a foothold in each region. Over time, it is likely that differentials with local companies will diminish, as they respond by trying to attract talent for equivalent positions globally with more competitive salaries and bonuses.

Chart 4.3 – Average salary in Western Europe

4.4. Salaries by industry

The pharmaceutical sector is the highest paying sector with an average salary of $34,880 and offers the highest average postgraduate salary at $40,590 (offered by national, regional and global employers). It is the financial industry, who follows a close second in terms of postgraduate salaries, whilst leading with the highest undergraduate salaries at $31,690. The average starting salary for the pharmaceutical sector, at $31,570, a mere $120 behind.

In comparison to postgraduate candidates, the highest compensation gap exists in the pharmaceutical sector at 29%. A postgraduate degree is equally a favourable option in consulting, finance and other industries, all of whom post an average compensation gap over 20%. Undergraduate and postgraduate salaries are drawn closer in technology with a 15% compensation gap.

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Chart 4.4 – Average salary in Asia Pacific

Chart 4.5 – Salary differentials between local and multinational employers by region

Table 4.1 – Average salary by industry sector

Industry Average Salary (USD)

Average Undergraduate

Salary (USD)

Average Postgraduate

(USD)

Compensation Gap (Undergraduate vs.Postgraduate)

Consulting $28,720 $26,500 $32,530 22.75%

Finance $33,620 $31,690 $37,890 19.56%

General Industry $28,200 $26,910 $31,840 18.32%

Pharmaceuticals $34,880 $31,570 $40,590 28.57%

Technology $32,460 $30,970 $35,580 14.89%

Other $23,340 $22,020 $27,560 25.16%

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5. Employer Requirements

5.1 A profile of employer recruiting patterns by region - Geographic extent of

recruitment

Undergraduate and postgraduate employers are seen to channel their recruitment efforts predominantly in domestic markets as is evidenced by chart 4.1. However, it is Africa & Middle East which signals the most balanced recruitment strategy with 48% of their recruitment targeted in the domestic markets, 24% recruitment from the global market and with 33% seeking candidates from the regional talent pool. Eastern European and Latin American recruiters display a greater preference for regional talent over global recruitment, reflecting the historical conditions of these markets.

5.2 Skills sought

Recruiters were asked to identify the most important candidate skills and to indicate their level of satisfaction with respective skills. Chart 4.2 displays that employers around the world emphasise the importance of analytical, interpersonal and technical skills: 60% of employers stated that interpersonal skills are the most important skills they seek in candidates, second was analytical skills (53%) and the third most important skill sought was technical skills at 48%. In addition to these critical skills, 52% of employers seek CSR skills, 47% are looking for internship experience and 46% seek depth of knowledge. By contrast, the least important skills were international experience (49%), internship experience (32%) and multilingual (34%) skills.

Overall, employers were satisfied with the skills encountered. A smaller proportion indicated that they were in fact very satisfied with the depth of knowledge (19%), interpersonal skills (20%) and technical skills (20%) found in the candidate pool. Nonetheless, a small but sizeable proportion of employers are dissatisfied with graduate skills.

Chart 5.1 – Geographic extent of recruitment

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During the recent IREG conference (Employability and Academic Rankings – Reflections and Impacts) employers emphasised the importance of “soft skills”. It was echoed across the board whilst students exhibit great technical skills their soft skills didn’t come through clearly in person or in their CVs. Stephen Isherwood, Chief Executive Association of Graduate Recruiters, listed several key competences that employers seek:

~ An ability to work collaboratively with teams of people from a range of backgrounds and countries

~ Excellent communication skills: both speaking and listening

~ A high degree of drive and resilience

~ An ability to embrace multiple perspectives and challenge thinking

~ A capacity to develop new skills and behaviours according to the role requirements

~ A high degree of self-awareness

~ An ability to negotiate and influence clients across the globe from different cultures

~ An ability to form professional global networks

~ An openness to and respect a range of perspectives from around from the world

~ Multi-cultural learning agility (e.g. able to learn in any culture or environment)

~ Multilingual

~ Knowledge of foreign economies and own industry area overseas

~ An understanding of one’s position and role within a global context or economy

~ A willingness to play an active role in society at a local, national and international level.

Chart 5.2 – Importance of skills sought and satisfaction with candidates’ skills

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5.3 Preferred disciplines

Employers from the various industry sectors selected the top 10 preferred disciplines they recruit from. Business & management studies featured across the board and maintained a strong position within the top five preferred disciplines in all the industries.

While results below are a snapshot of industry preferences, the following section provides a regional outlook from the Employer Reputation component of the QS World University Rankings.

Table 4.1 – Top 10 preferred disciplines by industry sector

Consulting Finance

Business & Management Studies (34.3%)

Accounting & Finance (29.7%)

Economics & Econometrics (26.8%)

Engineering - General (23.6%)

Computer Science & Information Systems (21.5%)

Medicine (13.0%)

Communication & Media Studies (11.0%)

Mathematics (10.9%)

Law (10.4%)

Politics & International Studies (8.3%)





Mathematics (21.4%)

Law (20.5%)



Politics & International Studies (9.4%)

Statistics & Operational Research (8.2%)

General Industry Pharmaceuticals






Law (14.0%)


Medicine (11.4%)

Chemistry (9.9%)

Engineering - Electrical & Electronic (7.7%)

Medicine (68.8%)


Chemistry (29.6%)



Pharmacy & Pharmacology (17.6%)


Biological Sciences (16.1%)

Nursing (11.6%)


Technology Other






Engineering - Electrical & Electronic (16.2%)

Mathematics (15.8%)


Law (9.5%)

Engineering - Mechanical, Aeronautical & Manufacturing (8.7%)







Medicine (9.8%)

Education (8.7%)

Law (8.6%)

Chemistry (8.4%)

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6. QS Rankings: How to use the QS Rankings for your recruitment

6.1 What are QS rankings?

The QS World University Rankings are now one of the most widely-cited rankings of its kind, receiving mentions from thousands of media outlets around the world every year. As the independent expertise of QS Intelligence Unit (QSIU) became well-known globally, we have been able to gather more sophisticated data and produced more rankings and expand our research.

Our rankings are ever-evolving to better serve the needs of academics, students, parents, employers and government policy makers.

Our rankings portfolio now includes:

~ QS World University Rankings (World’s top 850 universities)

~ QS World University Rankings by Subject ( World’s top 200 universities in 30 individual subjects)

~ QS University Rankings: Asia ( Top 300 universities in Asia)

~ QS University Rankings: Latin America (Top 250 universities in Latin America)

~ QS University Rankings: BRICS (top 200 universities in the BRICS countries–Brazil, Russia, India, China and South Africa)

~ QS Best Student Cities ( Top 50 cities in the world for students)

~ QS Top 50 under 50 ( Top 50 universities established within the last 50 years)

6.2 Why should employers be using QS rankings?

The 2013/14 QS World University Rankings took into account the responses of over 25, 000 employers, making it the largest survey of its kind in the world.

The QS World University Rankings, and all other rankings in the QS portfolio, are the only international rankings that take into account the opinion of employers, in recognition of its importance to students in their choice of university and courses.

“[The QS rankings] are 100 per cent useful- a kind of one-stop shop for the information we need. It is good to know what academics and other employers think.” - Fazalur Rahman, Leadership and Development at the Abu Dhabi Marine Operating Company.

Rahman’s company uses QS rankings to choose overseas universities at which to sponsor researchers working in oil and gas exploration.

In the age of increasing international mobility, employers around the world are placing great importance on international experience when recruiting

One of the criteria for the QS rankings shows the preferred universities by the large sample of international employers surveyed. This information can be a useful benchmarking tool for your organization’s recruitment strategy.

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6.3 Companies contributing towards QS Global Employer Survey

In 2013, over 25,000 employers- 30% representing Fortune Global 500 companies- responded to the survey which makes up the ‘employer reputation’ component in all of the QS rankings.

Some of the employers participating in the QS Global Employer Survey:

~ Consulting: Accenture, Boston Consulting Group, Deloitte, A.T. Kearney, Ernst & Young, PricewaterhouseCoopers, Bain & co., Paradigma, Picard Soluciones, Booz, Cap Gemini, KPMG

~ Finance: Citigroup, Standard Chartered, SKS Microfinance, Barclays, HSBC, Morgan Stanley, Banco Santander, Bradesco, Bank of America, Merrill Lynch, GE Capital, Liberty Mutual

~ Industry: BHP Billiton, TATA, BP, Diageo, General Electric, Johnson & Johnson, Procter & Gamble, TOMO CORP., Eaton Corp, General Motors, 3M

~ Technology: Avaya, Hewlett Packard, LG Electronics, IBM, SAP, Vodafone, Boehringer Ingelheim, Marcatel Com, Siemens, CISCO, IBM, INTEL

A detailed list of participating companies can be found in Appendix 1.

6.4 How to use the QS rankings to meet your recruitment needs

By looking at the employer reputation component of the QS World University Rankings, HR professionals and hiring managers can easily identify institutions that are most favored by other employers around the world.

If you are recruiting for a specific discipline, for example civil engineering, the QS World University Rankings by Subject can help you narrow the field under consideration and provide further insight.

If your recruitment efforts are concentrated in Asia or Latin America, employer responses for the QS University Rankings: Asia and the QS University Rankings: Latin America can help you identify institutions within the regions, which are the most highly regarded by other employers.

7. QS World University Rankings: Top nominated universities by Employer Reputation

The Employer Reputation component of the QS World University Rankings® is unique among current international evaluations, taking into consideration the important component of the employability of graduates. The majority of undergraduate students leave university in search of employment, making the reputation of their university with employers a crucial consideration.

A common approach to the evaluation of employability in domestic rankings is the graduate employment rate. There are two reasons why this indicator does not work on an international level. Firstly, the evaluation looks at the top universities in the world, all of whom have very high employment rates. Secondly, since we are looking at different countries, the results would react to local economic conditions and not necessarily just the quality of the institution. So, instead, QSIU surveys employers to ask their opinion on the quality of graduates.

The QS Global Employer Survey has seen a dramatic increase in response from almost 17,000 in 2011 to almost 28,000 in 2013. Growth has been seen worldwide, most profoundly in South Asia, Central Europe and Latin America. Responses are closely scrutinised and weighted to eliminate the bias that may result from disproportionate regional response levels.

Regional rank University Country

1 The University of Melbourne Australia

2 National University of Singapore (NUS) Singapore

3 The University of Tokyo Japan

4 Tsinghua University China

5 Peking University China

6 The University of New South Wales (UNSW) Australia

7 Monash University Australia

8 The University of Sydney Australia

9 Nanyang Technological University (NTU) Singapore

10 Seoul National University (SNU) South Korea

11 University of Hong Kong (HKU) Hong Kong

12 Fudan University China

13 Australian National University (ANU) Australia

14 Kyoto University Japan

15 The University of Queensland (UQ) Australia

16 Shanghai Jiao Tong University China

17 The Hong Kong University of Science and Technology (HKUST) Hong Kong

18 Indian Institute of Technology Bombay (IITB) India

19 The University of Auckland New Zealand

20 Sungkyunkwan University South Korea

21 Indian Institute of Technology Delhi (IITD) India

22 Waseda University Japan

23 Tokyo Institute of Technology Japan

24 RMIT University Australia

25 Keio University Japan

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Asia Pacific


1 University of Oxford United Kingdom

2 University of Cambridge United Kingdom

3 London School of Economics and Political Science (LSE) United Kingdom

4 London Business School United Kingdom

5 INSEAD (France) France

6 Imperial College London United Kingdom

7 The University of Manchester United Kingdom

8 The University of Warwick United Kingdom

9 HEC Paris France

10 Università Commerciale Luigi Bocconi Italy

11 UCL (University College London) United Kingdom

12 Durham University United Kingdom

13 University of Edinburgh United Kingdom

14 University of Bristol United Kingdom

15 ESSEC Business School, Paris France

16 The University of Nottingham United Kingdom

17 ETH Zurich (Swiss Federal Institute of Technology) Switzerland

18 Ecole Polytechnique ParisTech France

19 Technische Universität München Germany

20 Rheinisch-Westfälische Technische Hochschule Aachen Germany

21 Université Paris Dauphine France

22 King’s College London (KCL) United Kingdom

23 University of St Gallen (HSG) Switzerland

24 ESCP Europe France

25 KIT, Karlsruher Institut für Technologie Germany


1 Universidad de Buenos Aires Argentina

2 Universidade de São Paulo (USP) Brazil

3 Pontificia Universidad Católica de Chile Chile

4 Tecnológico de Monterrey (ITESM) Mexico

5 Universidad de Chile Chile

6 Universidad Nacional Autónoma de México (UNAM) Mexico

7 Universidad Nacional de Colombia Colombia

8 Universidad de Los Andes Colombia Colombia

9 Pontificia Universidad Católica Argentina Santa María de los Buenos Aires (UCA) Argentina

10 Pontificia Universidad Javeriana Colombia

11 Universidad Adolfo Ibáñez Chile

12 Universidade Estadual de Campinas (Unicamp) Brazil

13 Universidad Tecnológica Nacional (UTN) Argentina

14 Universidad del Rosario Colombia

15 Pontificia Universidade Católica de São Paulo (PUC-SP) Brazil

16 Universidad de Santiago de Chile (USACH) Chile

17 Universidad Iberoamericana (UIA) Mexico

18 Universidad de La Sabana Colombia

19 Universidad Austral Argentina

20 Instituto Politécnico Nacional (IPN) Mexico

21 Instituto Tecnológico Autonomo de México (ITAM) Mexico

22 Universidad Nacional de Córdoba Argentina

23 Universidad de San Andrés Argentina

24 Universidad Central de Venezuela (UCV) Venezuela

25 Universidad Católica Andrés Bello - UCAB Venezuela

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Europe

Latin America


1 American University of Beirut (AUB) Lebanon

2 American University in Cairo Egypt

3 University of Cape Town South Africa

4 Cairo University Egypt

5 King Fahd University of Petroleum & Minerals (KFUPM) Saudi Arabia

6 Ain Shams University Egypt

7 American University of Sharjah United Arab Emirates

8 Jordan University of Science and Technology Jordan

9 University of Pretoria South Africa

10 University of Bahrain Bahrain

11 University of The Witwatersrand South Africa

12 Stellenbosch University South Africa

13 University of Tehran Iran

14 Tel Aviv University Israel

15 University of Johannesburg South Africa

16 Technion - Israel Institute of Technology Israel

17 Abu Dhabi University United Arab Emirates

18 Sharif University of Technology Iran

19 University of Jordan Jordan

20 Hebrew University of Jerusalem Israel

21 Alexandria University Egypt

22 King Saud University (KSU) Saudi Arabia

23 United Arab Emirates University United Arab Emirates

24 King Abdul Aziz University (KAU) Saudi Arabia

25 Sultan Qaboos University Oman


1 Harvard University United States

2 Massachusetts Institute of Technology (MIT) United States

3 Stanford University United States

4 University of California, Berkeley (UCB) United States

5 Yale University United States

6 Columbia University United States

7 University of California, Los Angeles (UCLA) United States

8 Cornell University United States

9 University of Toronto Canada

10 McGill University Canada

11 Princeton University United States

12 University of Michigan United States

13 University of Chicago United States

14 University of Pennsylvania United States

15 New York University (NYU) United States

16 Northwestern University United States

17 University of Texas at Austin United States

18 University of British Columbia Canada

19 Pennsylvania State University United States

20 Duke University United States

21 Georgia Institute of Technology (Georgia Tech) United States

22 Purdue University United States

23 Carnegie Mellon University United States

24 University of Waterloo Canada

25 Boston University United States

22

Middle East & Africa

US & Canada

Appendix: Participating companies

3M Belgium

AB InBev

ABB Argentina

Abbott Laboratories

Air Canada

Alchem International Limited

Allianz Zagreb

Amgen

Ampus Life Sciences limited

Atomic Energy of Canada Limited

Audi Canada

Aviesan

Avon Cosmetics

Banco Bilbao Vizcaya Argentaria (BBVA)

Banco Bogota

Banco de Chile

Banco Promerica

Banco Santander-Chile

Bank of America Merrill Lynch

Bank of America Merrill Lynch, Hong Kong

Bank of Baku

Bank of Canada

Bank of China (Hong Kong) Limited

Bank of Montreal

Barclays

Barclays Capital

Barrick Gold Corporation

Barwon Water

BASF

Bausch and Lomb

Baxter

Bayer

Bayer S.A.

Bayton

BBVA Colombia

Becton Dickinson

Bellissimo Coffee

Berlin-Chemie/Menarini

BHP Billiton

Bioretec Ltd

BNP Paribas

Boart Longyear

Boehringer Ingelheim

BOS International

BP

BP Azerbaijan

Brinks Argentina

Bristol-Myers Squibb

Bugatti

Bupa

Carillion Plc.

Chiyoda Corporation

Chong Hing Securities Limited

Citi

Coca-Cola

Coloplast

Credicom Consumer Finance

Danske Bank

Deutsche Bank

Deutsche Bank

Dr.Agarwal’s Group of Eye Hospitals

Eli Lilly Japan

Equifax

Eric Salmon & Partners

Exelixis

F. Hoffmann-La Roche AG

Fairwealth Securities ltd

Farmaceutica

Ferrostaal Vietnam co., ltd

Fintel USA Limited

Fisher & Paykel Healthcare

Ford Argentina

Fresenius Kabi

Fuji Film

Garbarino

Gazprom

Gazprombank

GE Healthcare

Geological Solutions Pty Ltd

GlaxoSmithKline

Goldman Sachs

Goldwind Australia

Greenpoint Pharmacy

GSK

Gunvor LLC

Hatch

HDFC Life

HDFC Standard Life

Heineken

Helico Ltda.

Herbalife

Hitachi

Hokkaido Roudoukyoku

HSBC

HSBC

HSBC Bank Argentina S.A.

Huntsman

IBK

Icon Clinical Research India Pvt Ltd

iDD biotech

IMS Health

ING Corporate Investments

Insurance Australia Group

International SOS

Intersnack Bulgaria

Inventis Investment Holdings (China) Ltd

Investec Bank Ltd

Jane Street Asia Limited

Janssen

Jefferies

Johnson & Johnson Medical

JPMorgan

Jyske Bank

Kaufmann Mercantile

KBC Group

Kimberly-Clark Argentina

Kinross Gold Corporation

Kokomo Capital

Komatsu Cummins

KPMG

KPMG

KPMG

Krone Kapital A/S

Labrox

Landsteiner Scientific

Ling Nam Medicine Factory (HK) limited

Below is a sample of participating companies.

23

Loreal

Macquarie Group Services Australia

Manulife-Sinochem Life Insurance Co. Ltd

Melbourne Health

Mellon Group of Companies

Merck

Mettler- Toledo

Mitsubishi Chile Ltda.

Mitsubishi Tanabe Pharma Corporation

Monsanto

Morrison Hershfield

Mosaic Energy Ltd

National Australia Bank

Neem Biotech Ltd

Nestlé

New A Innovation Limited

Nissan Motor Company

Nordea Investment Management

Nordea Life & Pension Denmark

Novartis AG

NuSurgix Ltd

Odyssea-Pharma

Omega

Omniwealth

Origin

Origin Healthcare

Panasonic

Pascoe Pharmazeutische Präparate GmbH

Pfizer

Pfizer

Pfizer Corporation HK Ltd. (Nutrition Business)

Procter & Gamble

Prudential

Q-Biolgicals

Randstad

Robert Half International

Robustan Inc.

Rottapharm|Madaus - Laboratórios Delta

Russia Venture Company

Sanofi-Aventis

Schenker Russi

Schlumberger

Schroders

Scotiabank

SFC

SGCIB

SK networts

Smithers-Oasis

Société Générale

Spirogen Ltd

Standard Chartered

Sunbeam Corpoartion Limited

Syngenta

TaiKangLife Insurance ompany limited

Tata Chemicals ltd.

TATA Motors

Tata Steel

The Bank of East Asia Ltd.

Thomas & Coffey Limited

Thomson Reuters - La Ley

Toyota Motor Corporation

Transasia BioMedicals Ltd

Umicore

Unilever

Vistaprint Australia

Waiwai Pty ltd

WellPoint

Woolworths

Yandex

24

28

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