• Current Benchmarks

    Career Services

    Among responding career centers:

    • More than three-quarters have centralized operations.
    • The most common office title includes “career services.”
    • The average career center is 2,573 square feet and four interview rooms.
    • 98 percent of career centers offer counseling by appointment.
    • 90 percent sponsor career fairs.
    • Survey respondents average four career fairs each academic year.
    • Commonly offered services include counseling, career classes for credit, internships, career fairs, on-campus interviewing, career workshops, student employment, assessment tools, and career resources libraries.
    • Almost all career centers host a career center website and an online job-posting system.
    • Only about 16 percent of career centers offer credential files services.
    • More than four-fifths of survey respondents indicated that their university offers internship positions for academic credit.
    • 60 percent offered on-campus interview programs.
    • Career centers offer an average of 70 workshops.
    • About 91 percent of survey respondents offer career assessment tools.
    • Four-fifths of career centers offer a career resource library; almost all are available electronically.
    • 82 percent of career centers reported that they collected outcomes data on graduates.
    • Development, distribution, and analysis of first-destination surveys is the responsibility of almost 80 percent of career centers.
    • Almost 48 percent of respondents use NACE’s First-Destination Survey Standards and Protocols. Close to two-thirds of those will report the results of their student outcomes data to NACE for aggregation.
    • The average ratio of students to career services personnel is 2,672 to 1.
    • The average salary for a director is $74,300. Directors average 17 years of experience in the field.
    • 77.6 percent of career services offices rely on institutional funding for their annual budgets.
    • Few career services offices charge fees to students.
    • Career centers charge employers an average $191 to $288 to participate in a career fair.
    • Less than one-quarter of career services offices have a partnership program with employers.
    • Half of respondents conducted an operations assessment within the past five years.

    Source: NACE 2014-15 Career Services Benchmark Survey for Colleges and Universities


    Among responding employers:

    • The number of internships and co-ops remained unchanged in 2015.
    • Career fairs and on-campus recruiting are rated highest in effectiveness for recruiting interns and co-ops.
    • Employers choose schools for recruiting interns and co-ops based on geographic location of the school, academic majors offered, past recruiting experience at the school, and perceived quality of the programs.
    • It takes employers an average of 35 days from job-posting to interview and 16 days from interview to offer.
    • The average hourly wage for interns at the bachelor's degree-level is $17.20. The average hourly wage for interns at a master's degree-level is $23.83.
    • The highest salaries for bachelor’s degree-level interns were reported for computer science and engineering majors, while the lowest were reported for education, liberal arts, and social sciences majors.
    • The average hourly wage for co-ops at a bachelor’s degree-level is $17.36. The average hourly wage for master’s degree-level co-ops is $22.15.
    • By industry, the highest paid bachelor’s level co-ops were in the oil and gas extraction and chemical (pharmaceutical) manufacturing industries; the lowest paid were in the finance, insurance, and real estate, and retail trade industries.
    • The most common benefits for interns and co-ops include planned social activities, paid holidays, and recognition for work service time.
    • Interns and co-ops working for NACE employer members spend the majority of their time with analytical and problem-solving tasks and project management.
    • Overall, the most highly regarded skills in interns and co-ops were the ability to work in a team, the ability to obtain and process information, organizational and planning skills, verbal communication skills, and decision-making/problem-solving skills.
    • Overall, the most influential attributes for both internship and co-op positions were major, leadership experience, and grade-point average.
    • Where an employee held his or her previous internship or co-op experience—whether at the same employer or at a different employer—had little effect on one-year retention rates. This factor, however, was quite influential at the five-year benchmark.
    • The intern conversion rate was 51.7 percent. The co-op conversion rate was 37.8 percent.

    Source: NACE 2015 Internship & Co-op Survey

    University Relations and Recruiting

    Among responding employers:

    • 78.8 percent of employers recruit in the United States for U.S.-based operations.
    • 77.8 percent of new hires during the 2013-2014 academic year were new college graduates.
    • More than 75 percent of employers use job listings on their own company websites or university websites to find candidates.
    • Organizations with 1,000 or fewer employees typically have from four to five staff members. Firms with more than 20,000 employees claim 22 to 23 staff members.
    • Almost 99 percent of employers recruit at four-year schools.
    • The average salary for directors rose to $142,807.
    • Campus career fairs and corporate websites are the most widely used branding mechanisms.
    • 80 percent of employers report using social media in branding or searching for and contacting potential job candidates.
    • Top two criteria used to choose target schools to recruit: academic major and perceived quality of the school's programs.
    • On-campus interviews are used by almost three-fourths of all employers.
    • Just over a third of employers use video interviewing.
    • The average time from interview to offer: 22.9 days.
    • The average time from offer to acceptance: 13.3 days.
    • The average cost-per-hire during the 2013-14 recruiting season: $3,582.
    • About 77 percent of employers have active diversity recruitment efforts, most of which are focused at hiring women, African-Americans, Hispanic-Americans, military veterans, and people with disabilities.
    • 48 percent of employers report having rotational programs.
    • Almost 93 percent of new graduate hires who participated in a rotational program were retained by their employers after one year.

    Source: NACE 2014 Recruiting Benchmarks Survey


    Among graduating members of the Class of 2014:

    • 59.9 percent of graduates from the Class of 2014 plan to enter the work force.
    • 23.4 percent of new grads plan to attend graduate or professional school.
    • More than 40 percent of graduating seniors from the Class of 2014 are interested in working for a government entity at the federal, state, or local level.
    • The opportunity for personal growth is clearly the most important consideration students have when evaluating a job offer.
    • 52 percent of new grads view starting salary as very or extremely important—however a high starting salary ranked ninth out of 15 job attributes measured in terms of important.
    • For students who accepted a full-time job offer, the median starting salary was $50,050
    • Almost 84 percent of new graduates entering the work force say they plan to stay with their first employer more than two years.
    • 96.8 percent of the members of the Class of 2014 entering the work force say they use employers’ websites to research potential employers.
    • Almost 47 percent of Class of 2014 grads entering the work force said they made multiple visits to the career center each semester.
    • 52 percent of grads entering the work force found the career services office an effective resource for learning about potential employers.
    • New grads that visited the career center or the career center website during their senior year and applied for jobs had an offer rate that was 1.3 percent higher than respondents who did not visit the career center or its website and applied for jobs.
    • Resume writing/reviews, career center job listings, job-search assistance were the top three activities at the career center used by graduating seniors.
    • Use of social media in the job search among graduating seniors has grown from 37 percent in 2010 to 58 percent in 2014.
    • 61 percent of graduating seniors had an internship or co-op experience.
    • 52 percent of those graduates receiving job offers before graduation held an internship.
    • More than 65 percent of students with paid internships received full-time offers; 39.5 of students with unpaid internships received job offers; 38.6 percent of students with no internship experience received a job offer.
    • Graduates who came from a paid internship and received a full-time job offer generally commanded a higher starting salary than did graduates from an unpaid internship who received full-time job offers.
    • 47.9 percent of job applicants received at least one offer; 30.1 percent of the graduating class who had applied for a full-time position landed a job prior to graduation.
    • Majors most likely to get job offers included accounting, economics, computer science, engineering, and business administration.

    Source: 2014 Student Survey Report

Current Benchmarks