• Recruiting Benchmarks: Key Data About Use, Structure of Rotational Programs

    Spotlight for Recruiting Professionals
    May 29, 2013

    Forty-one percent of respondents to NACE’s 2012 Recruiting Benchmarks Survey reported having a rotational program for their new hires, compared with 44 percent who reported such programs in the 2011 survey.

    The existence of rotational programs can be clearly associated with larger companies. Firms with fewer than 1,000 employees are very unlikely to have a rotational program. In fact, it isn’t until the size of the firm exceeds 20,000 employees that a majority of the respondents reported having rotations. (See Figure 1.)

    Rotational programs are very much aligned with firms in the manufacturing sector and relatively uncommon among service sector firms and government agencies. (See Figure 2.)

    Some of the other survey highlights include:

    • Respondents with rotational programs reported that 61 percent of their new graduates go through their rotational programs. However, there is a considerable range in this percentage, as smaller employers funnel a greater percentage of their new hires through the program than their larger counterparts. (See Figure 3.)
    • Eighty-four percent of respondents indicated their recruits experienced work in different departments within the organization as part of the rotation, and two-thirds of the respondents had their new hires experience different job positions while rotating through the departments.
    • Fifty-one percent of the programs took place at various sites in the United States, while approximately 15 percent required their new hires to experience work life in different parts of the world.
    • Most firms have new recruits stay in their rotational program for more than a year. Nearly 40 percent reported an overall rotation length of one to two years, and nearly the same amount reported having a rotation length other than one of the specified choices. Nearly all these “other” responses were for durations that exceeded two years—three years being the duration of choice among this group. (See Figure 4.)

    NACE’s 2012 Recruiting Benchmarks Survey was conducted June 15 through August 15, 2012; 242 employer-member organizations took part. Read the executive summary here.


    Figure 1 - Rotational Programs By Company Size

    Figure 2 - Rotational Programs By Industry

    Figure 3 - Percent Recruits in Rotational Programs

    Figure 4 - Rotational Programs Duration


Recruiting Benchmarks: Key Data About Use, Structure of Rotational Programs