• 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:

    • Recruiters prefer high-touch recruiting methods for intern/co-op recruiting.
    • Career fairs and on-campus recruiting comprise more than half 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.
    • Job listings on career services' websites rank third 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.
    • The average hourly wage for interns at the bachelor's degree level is $16.26.
    • The average hourly wage for interns at a master's degree level is $21.90.
    • 80 percent of employers offer some type of benefits to interns; 75 percent offer benefits to co-ops.
    • The most popular benefits for interns include planned social activities, paid holidays, and recognition for work service time.
    • 54 percent of employers offer relocation assistance to interns.
    • 47 percent of employers offer relocation assistance to co-op students.
    • Employers made full-time offers to 56.5 percent of their interns.
    • The conversion rate for interns is 48.4 percent.
    • 48.8 percent of employers made full-time offers to their co-op students.
    • The conversion rate for co-op students is 36.9 percent.
    • Respondents who hired interns/co-op students from their own programs retained 88.9 percent of these hires after one year. And, for those hires with no internship/co-op experience at all, slightly less than 80 percent were retained.
    • After five years, the retention rates are lower in both cases, with 72.9 percent of hires coming from an organization's own internship/co-op programs being retained, and 66.4 percent of hires retained with no internship/co-op experience.

    Source: NACE 2013 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


Current Benchmarks