• Current Benchmarks


    Career Services

    Among responding career centers:

    • 84 percent have centralized operations.
    • 48 percent use “career services” in the office title.
    • The average career center is 2,688 square feet and four interview rooms.
    • 98 percent offer career counseling by appointment; 81 percent allow “drop-in” counseling.
    • 90 percent offer career fairs.
    • 52 percent sponsor specialized career fairs.
    • Respondents average four career fairs each academic year.
    • Other commonly offered services include on-campus interviewing, career workshops, work/study programs, in-office student employment, career assessment tools, and career resources libraries.
    • Only 20 percent offer credential files services.
    • 71 percent conduct first-destination surveys at graduation; 69 percent conduct a post-graduation, follow-up survey.
    • The average ratio of students to career services personnel is 2,370 to 1.
    • The average salary for a director is $70,000.
    • More than 75 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 $125 to $225 to participate in a career fair.
    • About 22 percent of offices have a partnership program with employers.
    • More than half of respondents conducted an operations assessment within the past five years.
    • 98 percent of career services offices have an online job posting system.

    Source: NACE 2013-14 Career Services Benchmark Survey for Colleges and Universities


    Internships/co-ops

    Among responding employers:

    • The number of internships in 2014 is expected to decrease by 3.4 percent.
    • The number of co-op positions in 2014 is expected to increase by 4.4 percent.
    • Recruiters prefer high-touch recruiting methods for intern/co-op recruiting.
    • Career fairs and on-campus recruiting comprise almost three-quarters of employers' recruiting budgets for interns and co-op students.
    • 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 academic majors offered, past recruiting experience at the school, and perceived quality of the programs.
    • It takes employers an average of 30 days from job-posting to interview, and 14 days from interview to offer.
    • The average hourly wage for interns at the bachelor's degree level is $16.35.
    • The average hourly wage for interns at a master's degree-level is $22.50.
    • The average hourly wage for co-ops at a bachelor’s degree-level is $17.44.
    • The average hourly wage for master’s degree-level co-ops is $25.04.
    • The most common benefits for interns and co-ops include planned social activities, paid holidays, and recognition for work service time.
    • 55 percent of employers offer relocation assistance to interns.
    • 41 percent of employers offer relocation assistance to co-op students.
    • Common relocation assistance includes housing stipends and moving allowances. The average amount to individual intern and co-op students is $1,500.
    • Employers made full-time offers to 64.8 percent of their interns.
    • The conversion rate for interns is 51.2 percent.
    • After one year, employers retain about three-fourths of their new college hires who have an internship experience with any employer.
    • 56.8 percent of employers made full-time offers to their co-op students.
    • The conversion rate for co-op students is 82.2 percent.
    • After one year, almost 60 percent of co-op students who accepted a full-time job with their employer were still on the job.
    • Employers provide some benefits to interns and co-ops, with the most common being social activities, paid holidays, and service time.

    Source: NACE 2014 Internship & Co-op Survey


    University Relations and Recruiting

    Among responding employers:

    • 75 percent of employers recruit in the United States for U.S.-based operations.
    • 25 percent of employers recruit in the United States and internationally.
    • 57.2 percent of new hires during the 2012-2013 academic year were new college graduates--the highest figure in 14 years.
    • Slightly less than 75 percent of employers have college relations and recruiting departments.
    • Organizations with 5,000 or fewer employees typically have from two to four staff members. Firms with more than 5,000 employees claim five to 12 staff members.
    • The average recruiter hires about 90 new grads for full-time and internship positions.
    • Average salaries for directors rose about 11 percent from last year, settling at $136,620.
    • Campus career fairs and corporate websites are the most widely used branding mechanisms.
    • The most common function of social media for employers is sharing information about the organization and its activities.
    • Top two criteria used to choose target schools to recruit: academic major and perceived quality of the school's programs.
    • Employers identified campus career centers, student groups, department chairpersons, and faculty members as important on-campus resources.
    • On-campus interviews are used by about three-fourths of all employers.
    • About 25 percent of employers use video interviewing.
    • The average number of days from interview to offer: 24.7.
    • The average number of days from offer to acceptance: 13.5.
    • The average cost-per-hire during the 2012-13 recruiting season: $3,639.
    • About 75 percent of employers have active diversity recruitment efforts, most of which are focused at hiring women, African-Americans, and Hispanic-Americans.
    • 67 percent of diversity-oriented employers report a focus on military veterans.
    • 93 percent of new college hires are still with the organization at the end of one year.
    • 69 percent of new college hires are with the organization at the end of five years.
    • 43 percent of employers report having rotational programs.

    Source: NACE 2013 Recruiting Benchmarks Survey


    Students

    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.
    • 10 percent of graduating students are unsure of what to do after graduating.
    • 5.7 percent plan to take time off.
    • 28 percent of new grads with GPAs above 3.5 plans to continue their education.
    • 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.
    • 23 percent of new graduates are interested in teaching in the K-12 arena.
    • 52 percent of new grads view starting salary as very or extremely important—however a high starting salary ranked tenth out of 16 job attributes measured in terms of importance.
    • For students that accepted a full-time job offer, the median starting salary was $50,050.
    • The opportunity for personal growth is clearly the most important consideration students have when evaluating a job offer.
    • About 30 percent of the Class of 2014 said diversity of an employer’s work force is extremely important.
    • Graduating seniors from the Class of 2014 entering the work force view more than two weeks of vacation as the most important benefit from employers, followed by tuition reimbursement for advanced education, and promises of annual salary increases.
    • 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.
    • New grads entering the work force named LinkedIn, company websites, and the career center’s job posting website as the top Internet sites to obtain employer information.
    • 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 used by graduating seniors at the career center.
    • 73.4 percent of new graduates expect employers to view their social networking profiles during the college recruiting process.
    • 42.9 percent of members of the Class of 2014 believe social networking sites should be used for college recruiting.
    • 94 percent of graduating seniors have a profile.
    • Use of social media in the job search 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 internships.
    • 46.5 of internships were unpaid.
    • 42 percent of paid internships (with for-profit organizations) received a full-time 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.
    • Greatest improvement in offer rates went to liberal arts, education, and social sciences majors.

    Source: 2014 Student Survey Report


Current Benchmarks