Using AI-driven gamified learning tools can help students think critically and gain skills, but it requires a human touch to develop and refine throughout the development process.

For decades, one of the pervasive arguments in college recruiting has been the effectiveness of high-tech versus high-touch practices. According to research conducted by Mary Scott, that argument persists with the integration of AI into college recruiting.

UConn’s Center for Career Readiness and Life Skills created an AI Committee to develop a sustainable, intentional strategy for integrating AI into career services in ways that support student learning, staff confidence, and employer/alumni engagement.

Artificial intelligence (AI) is reshaping the workplace, but one of its most important implications remains unclear: What does AI mean for early-career jobs?

Employers are increasingly reporting attempts by fake candidates to obtain jobs—and gain access to the organization’s systems and properties—for unlawful purposes.

For generations, the transition from college to career followed a relatively stable script, and entry-level jobs were not just jobs; they were training grounds. Now we’re seeing a shift away from that traditional path. So, whose responsibility is it to prepare students for work?

Results from NACE’s 2026 Career Services Benchmarking Poll on AI show a big shift in just a few years in how AI is integrating into the work of career centers. Eighty-six percent of career centers are using AI as an assistive tool when working with individual students—up sharply from just 20% in 2023 and 76% in 2025.

AI is increasingly becoming an expectation for early career talent, shaping both the job market and entry-level work, according to NACE’s Job Outlook 2026 Spring Update.

The irreplaceable value of career staff is found in their judgment, personal relationships, and the human capacity to help a student understand who they are becoming, not just where they are applying.

Jeff Crume, an adjunct professor of cybersecurity who has spent more than four decades in the IT industry, provides insight into the ways companies and college students are adapting to AI’s impact on the entry-level workforce.

AI isn’t replacing career services; it’s making it more necessary to ensure students are being authentic, carrying themselves professionally, thinking critically, and not losing their voice in an increasingly automated world.

Despite the prevalence of AI in the national dialogue, its use among graduating seniors as a job-search tool is not as widespread as many believe as students have strong concerns about using AI.

The use of AI in career centers to help students in their employment journey has grown substantially in recent years, according to results of NACE’s recent Quick Poll on Career Services Benchmarks.

AI is creating new job opportunities for college graduates, and higher education and employers can adjust the ways they operate and interact to ensure students are prepared for these roles.

A guide developed by the 2024-25 Principles for Ethical Professional Practice Committee applies the NACE principles to AI use in career services and recruitment, providing actionable recommendations to ensure responsible implementation.

For those in career services and early talent recruiting who are considering using artificial intelligence (AI) in their work, the Principles for Ethical Professional Practice Committee offers an ethical framework based on NACE’s Principles.

Research conducted by Mary Scott shows candidates’ increasing “lack of enthusiasm” about employer use of AI as a screening tool.

The Career and Life Design process that Hassan Akmal created is evolving. Today, AI makes this pursuit more tangible than ever, acting as an unprecedented sounding board for self-exploration.

Among the main reasons why career center staff are not using AI with students are concerns about the technology collecting students’ personal data.

There are two primary reasons that career centers might lack confidence in using AI in their work: speed and ethics.

Aurora University’s career services office uses ChatGPT as a tool to help its students prepare for job interviews and teach them ethical ways to use generative AI.

Fear of AI has turned into curiosity, says Jeremy Schifeling, who reports seeing more and more career leaders getting excited about leveraging these tools for both their students’ and their own success.

AI can support first-generation students in the job search by bridging the gap in their professional network.

Career services professionals can help students use AI tools effectively and avoid common traps and mistakes.

Using AI in the preemployment process can increase objectivity but can also increase the risk of discriminating against candidates.

Because of the potential challenges of using career services effectively, international students may turn to artificial intelligence for their career-related questions without fully realizing the possible negative outcomes related to it.

The University of Western Florida CDCE recently launched its AI Career Toolkit to address AI use, challenges, and possibilities by students exploring careers and the career coaches supporting them.

The career services office at Colorado Boulder launched an Artificial Intelligence Working Group to collect information on developments, discuss campus applications of AI, and more.

In this op ed piece, Chris Miciek discusses problems with jumping into AI without considering the consequences and urges we take the middle ground.

The National Association of Colleges and Employers (NACE) polled its career services members in spring 2023 about their use of AI in their work and in their work with students.

Automated video interviews (AVIs) are an emerging recruitment tool. As success factors in AVIs may differ from face-to-face interviews, it is important for career services practitioners to know how to help their students prepare for these new types of interviews.