Many students may want to negotiate after receiving a job offer but don’t know how, so it's up to career services staff to prepare them for this process.

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.

The American Heart Association’s approach to its internship program is to create intentionally designed experiences rather than a collection of activities.

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.

When collecting data, more isn't always better. Gathering the right data, providing context, and using it intentionally allows career centers to demonstrate their role in the career ecosystem.

Career fairs have a role in a student's career journey, but instead of being a focus, they are best used as part of a broader, more innovative ecosystem that prioritizes skills and relationships.

The University of Colorado at Boulder’s on-campus internship program is designed to help departments reimagine student employment as a more intentional and developmental experience by embedding career readiness skills directly into student work.

Employers are going into the classroom to share expertise and establish relationships with students and faculty, according to results of NACE’s 2026 Internship & Co-op survey.

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

Volunteering to serve as a mentor can be one of the most powerful ways to give back because it directly shapes future generations and helps them grow both personally and professionally.

Volunteering is a great way to engage with colleagues, contribute to shared goals, and feel like part of a community while also refining the skills needed to grow personally and professionally.

Project Rebound at Sonoma State is a high-touch, relationship-centered program designed to support students who are formerly incarcerated and system-impacted from admission through graduation.

Key metrics for internship programs—offer, acceptance, and conversion rates—all increased among 2024-25 interns compared to 2023-24 interns.

Last summer, Queens College incorporated the NACE Career Readiness Competencies into its summer internship program and used the NACE Competency Assessment Tool to quantify gains interns made.

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.

Affirmation from career center staff shifted a conceptual spark into a departmental priority allowing the Sophomore Career Accelerator to launch as a signature initiative at Muhlenberg College.

Because Insperity has long-used behavioral-based interviewing to identify candidates’ qualities and experience, the transition to more skills-based hiring has been a relatively smooth one.

The University of Oklahoma Career Center has been using the NACE Competency Assessment Tool since this past summer. Staff saw it as a viable device to help support their focus on developing their students’ competencies.

An important consideration for employers offering paid internships—an undertaking that should be performed annually—is setting intern salaries.

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.

When universities, employers, and students collaborate effectively, college graduates are better equipped to transition confidently into the workforce while strengthening the talent pipeline for the future.

Hospitality—a strong component in building fruitful relationships with those organizations that recruit ECSU students—is a foundational element of ECSU’s efforts to overcome any potential limitations associated with its rural location.

In an effort to strengthen retention and quality of hire, Kiewit Corporation refined its college hiring strategy to place greater emphasis on career readiness skills.

Moravian University’s Elevate program aligns the school’s academic strengths with clear, tangible career and life outcomes, integrating leadership and teamwork development, experiential learning, global perspectives, and career preparation across the undergraduate experience.

Williams, a Fortune 500 energy company, bases its college recruiting and early career hiring on NACE’s Career Readiness Competencies, particularly communication, professionalism and critical thinking.

As students prepare to enter the workforce, establishing a network of trusted advisers can be a helpful way to gain valuable insights.

Several schools that have attained high First-Destinations Survey knowledge rates shared their strategies for doing so.

Employers looking to ensure they have a robust pool of college candidates consider several factors when selecting the schools at which they recruit.

Employers looking to maximize their campus recruiting efforts should establish and grow relationships with career services. There are several key steps they can take to do so.

In 2024, Protiviti created a PowerBI dashboard to holistically evaluate the performance of more than 300 of its interns and share the data with leadership teams to use when considering full-time offers.

In 2015, as part of a college-wide strategic plan, the College of Liberal Arts (CLA) at the University of Minnesota embarked on an ambitious journey to integrate career readiness into the undergraduate experience.

In spring 2023, the California State University Channel Islands Martin V. Smith School of Business & Economics launched a career readiness course that all business and economics majors are required to take.

Since the creation of The Ohio State University Wexner Medical Center’s Buckeye Pathways Summer Internship program five years ago, career readiness has been a central priority.

Launched in 2024, “V Teamer for a Day” is an in-person experience at several key Verizon hub locations designed to immerse potential interns in the company’s culture and develop a sense of belonging.

Carnegie Mellon’s Career and Professional Development Center created a custom Google sheet dashboard to track career fair registrations and provide information that helps staff drive toward goals.

In response to a national and extensive industry workforce shortage, Garver’s recruitment team has crafted a dedicated university recruiting program that ultimately serves as a pipeline for eventual full-time employees.

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.

The expectations of career services in higher education have never been greater. Families, students, and institutional leaders are asking tough questions: What support do you offer students in finding jobs after graduation? How will a degree translate into a meaningful career? What is the return on investment for a college education? The answers to these questions are complex, but they point to a broader shift in our field that calls for systemic transformation rather than incremental improvement.

Recently, a NACE member raised recruiter safety on campus. There are many ways recruiters and career services professionals can work together to prepare for and manage tenuous situations to ease the stress level of those involved and ensure the safety of all.

The winner of NACE’s 2025 Chevron Innovation Award, Arizona State University (ASU) Career Services partnered with ASU Family to develop a multi-model strategic communication and event plan designed to engage family members in support of their student's career journey.

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.

Salas O’Brien clears common hurdles when trying to keep interns engaged during the academic year, such as being passive and assuming students will remember their internship experience without ongoing connection.

The large-college winner of the 2025 NACE Career Services Excellence Award, the UConn Work+ Pilot integrated career readiness into on-campus student employment, enhancing the experience for more than 200 student employees and 40 supervisors.

There are many strategies employers can use to maintain—and even strengthen—ties with their interns when they return to campus and throughout the academic year.

The Maximus Summer Internship Program is a mission-driven talent pipeline that advances workforce leadership and strategically engages with students to achieve excellent outcomes.

As the needs of employers frequently change and potential career paths evolve along with them, students should begin working on career preparation earlier in their educational journeys.

The goal of the LER Accelerator coalition and for the release of its recent white paper is to be a catalyst for faster growth of the adoption of learning and employment records.

The college winner of the 2025 NACE Technology Excellence Award, the Kenyon College Career Development Office’s career rewards program incentivizes student use of career services in a way that makes it fun for the students and efficient for office staff.

The employer winner of the 2025 NACE Technology Excellence Award, GM Financial's intern social media strategy tells the authentic story of the firm’s intern experience and grows its pipeline of students for internships and early career opportunities.

Our workplace has become fragmented. Even with numerous options to connect and exchange information online, many professionals still experience a feeling of disconnection. Mentorship can restore workplace connectedness and belonging. 

The small employer winner of the 2025 NACE Recruiting Excellence Award, heritage Moss Adams’ (now Baker Tilly) Summer Internship Experience is designed to build a strong pipeline of skilled career professionals who will elevate the profession and the firm.

The small college winner of the 2025 NACE Career Services Excellence Award, Furman University developed its “Four-Year Pathway,” a program that spans students’ undergraduate career and prepares them to enter the workforce.

Future Business Leaders of America has integrated the NACE Competencies into its collegiate programming to bridge a critical gap between classroom learning and the demands of the modern workforce.

The Olinde Career Center at LSU launched Talking Tiger Talent as a way to modernize and scale the center’s employer outreach efforts.

Career services offices are often seen as places that offer help with resumes and run career fairs—but their impact beyond that is lost. Data can help pain a complete picture.

Volunteering with NACE can create uplifting opportunities to be involved with the changing workforce and allows members to learn skills needed to be a better director, professor, and a person.

When the University of Texas University Leadership Network launched in 2013, it had two main goals that remain in place today: to help students graduate in four years and to provide students who are under-resourced with an opportunity to participate in various forms of experiential learning without having to work.

The traditional office visit has evolved into an opportunity for an organization to give job candidates a glimpse into its culture and a vision for the candidates’ career there.

The North Dakota State University Career and Advising Center team has found that its Employer Town Halls held via Zoom are a great way to disseminate information in a different format than just an email.

In-person activities are the most widely used and effective means for recruiting interns, according to results of NACE’s 2025 Internship & Co-op survey.

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.

Moving to skills-based hiring opens opportunity for a broader demographic of students to access positions where they otherwise would not meet the qualifications. Many employers include skills development in their internship programs to enhance their interns’ career readiness and bolster conversion.

In the second of a two-part series, 13 NACE leaders offer their insight and guidance about what they have learned in their time in the profession.

To persist toward successful conversion of interns, organizations must not view engagement as a 10-week summer pursuit. Instead, engagement must gain momentum through recruiting and pre-internship, accelerate during the internship itself, and be maintained after interns return to campus.

The University of North Florida (UNF) has historically offered innovative programs, services, resources, and events to ensure students are successful and career ready by the time they graduate. This approach led leadership to embark on a new path at the intersection of UNF’s core functions and NACE’s career readiness competencies.

LinkedIn can be a valuable tool for students preparing to enter the workforce, but it can also cause students to miss out on opportunities if not used responsibly.

By using a gamified approach to career development, college career services can create scenarios that simulate the workplace and encourage active student participation.

Understanding the experiences, preferences, and goals of the early career Gen Z professional will help employers craft meaningful experiences that will ultimately enhance productivity and retention, while career centers will be able to better guide their students.

The College of Arts and Sciences at Indiana University Bloomington recently launched its Pillars Undergraduate Experience, a framework designed to prepare students for academic achievement and lifelong career success.

Career services professionals must prioritize teaching students how to build social capital and cultivate ties within their chosen career fields.

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

The goal for employers should be to keep autistic employees from “hire to retire,” which is the ability to sustain these employees by providing them with the support they need to build their career in an organization.

Relocation assistance may be the secret sauce to attracting top-notch interns.

To compete in the job market, students must be able to connect their experiences to skills and communicate that to potential employers. Infusing skill development across campus can achieve that. Jill Donovan, Brookdale Community College, discusses how her career center began the process of integrating career readiness campus-wide.

The Lilly Ledbetter Fair Pay Act of 2009 and pay transparency laws enacted by a number of states are helping to advance equal pay for equal or similar work.

By measuring employment brand strength, companies can identify areas to improve their employer brand, pinpoint strengths to leverage, and assess the effectiveness of their recruitment strategies, ultimately aiming to attract the best candidates and reduce hiring costs.

Networking is a valuable tool for students that offers both career exploration and access to opportunities, particularly in a competitive job market. To get the most out of its networking events, USC Viterbi School of Engineering Career Connections has taken them through several iterations to reach their current format.

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

When recruiting and hiring students with autism, it’s important for employers to train hiring managers so they understand how the hiring process might look different and adjust their criteria on how they evaluate candidates.

The most prominent elements of a successful partnership between an HBCU and an employer are gaining understanding of challenges, demands, and goals and changing behaviors.

In the first of a two-part series, 13 NACE leaders offer their insight and guidance about what they have learned in their time in the profession.

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.

Hyster-Yale Materials Handling is developing a pre-onboarding program to engage and build excitement among its interns prior to their start date next summer.

As a job candidate, students should pursue openings where their skills match the company’s needs, and by dissecting a job description and ensuring those key words find their way into their resume, students can stand out during the screening process.

To produce career-ready graduates, the Lehman College School of Business intentionally equips its students with competencies through the promotion of applied learning in its three programs.

Disney provides resources to the College Fund to administer the latter’s scholarship program, called the Future Native Storytellers Program. Recently, a smaller group of program scholars was selected to receive additional enhancements to increase the awareness of opportunities at Disney for Native students.

This past summer, Arup expanded its career readiness programming for summer interns by working with its internal learning and development team to implement a series of competency-focused workshops.

Matt Purdy of Murray State advises career services professionals to think about the resources they are trying to obtain and find data that not only align with what they are asking for, but to connect them to the priorities of their administration or institution.

Forté, winner of the 2024 NACE Business Affiliate Award for Excellence in Leadership, focuses its work on systematically addressing the barriers that prevent women from pursuing MBA degrees and business leadership positions.

Liberty Mutual has found that one of the most effective ways to maintain or strengthen connections with prior interns when they are on campus is to meet them where they are, such by hosting meetups, dinners, or coffee chats on or near campus.

Despite the changes caused by COVID-19, some employers and educators have reinstituted traditional recruiting practices that may now present barriers to students impacted by the pandemic.

When done right, execution—meeting or exceeding students’ expectations throughout their candidate experience—helps drive success in early talent recruiting.

The Georgia Tech Career Center, large-college winner of the 2024 NACE Career Services Excellence Award, hired eight new staff members across various functional areas within the office in a process that aligned with the institute’s DEI Blueprint to, in part, closely reflect the demographics of Atlanta.

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.

My staff wants to go above and beyond. Unfortunately, wanting something and having the resources to do it are two different things. Acting as if we have the resources is harmful to the very staff who want to provide exceptional services.

The University of Illinois Chicago, College of Liberal Arts and Sciences Career Development Office, winner of the 2024 NACE Career Readiness Excellence Award, designed an innovative eight-week, one-credit career strengths-based course for its students.

Global Atlantic Financial Group, the small employer winner of the 2024 NACE Recruiting Excellence Award, addressed a pressing need for increased diversity and innovation and a robust talent pipeline.

The use of gamification apps at in-person events can be invaluable for individuals who may struggle to focus or interact in traditional settings.

The college winner of the 2024 NACE Technology Excellence Award, University of California, Berkeley Career Engagement used Google Workspace products to create a data-visualization dashboard to tell its story in a low-cost, efficient manner.

The employer winner of the 2024 NACE Technology Excellence Award, Freese and Nichols implemented talent acquisition platform Yello and modified its roles and processes related to its on-campus career fair strategy to significantly increase its university hiring.

The small college winner of the 2024 NACE Award for Career Services Excellence, Providence College’s Chirico Career Center has created and honed an engaging program designed to help students as they consider their majors and explore potential careers.

Although allyship with the LGBTQ+ community different for everyone, one thing is clear: It requires action.

As the world of work continues to evolve, career development professionals must evolve their resources and services accordingly, based on the communities they serve. The school-to-work transition is common for both undergraduate and graduate students, but these two groups often have distinct career development needs, based on their identities, developmental stages, and life roles among other distinguishing characteristics. For colleges and universities to effectively promote the career success of their alumni, a customized approach will not only make services more accessible to graduate students, but more relevant as well.

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

Northwestern Mutual shifting the focus of its internship program to development of career readiness competencies seemed like a natural progression since the company was already focusing on themes similar to those identified by NACE’s competencies.

The UC San Diego Student Employment Program employs more than 6,000 students who work in more than 170 departments across campus.

Student employment can be a potent catalyst for transformative learning experiences, but is often relegated to the sidelines.

Winner of NACE’s 2024 Diversity, Equity, and Inclusion Excellence Award for colleges, the Georgia Tech Career Center’s Georgia Tech’s AuthenTECH Partnership initiative leverages staff to provide population-specific resources, expand programming, and cultivate partnerships to advance equitable career outcomes.

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.

Landmark College, an institution exclusively for students who learn differently including those on the autism spectrum, champions a strengths-based model and gives students the skills and strategies they need to achieve their goals.

Winner of the 2024 Chevron Innovation Award, the Gregory S. Fehribach Center at Eskenazi Health empowers Indiana college students with physical disabilities to achieve equitable employment following graduation.

When it comes to advising students on the importance of professional skills, demonstrating those skills in your day-to-day can go a long way.

Because Liberty Mutual Insurance hires hundreds of interns a year, it equips interns with a wide range of skills and has the skill profile of an intern closely align with its early career roles to prepare interns for potential future full-time roles.

For Spring Hill College, the work to attain a high knowledge rate on its first-destination survey begins in the fall.

NACE offers many options to get involved, and those who choose their pursue volunteer opportunities can experience both personal and professional growth.

Because all talent acquisition specialists have had their own unique journeys, embracing those experiences can help them better understand and connect with students.

Career centers that integrate into all parts of a student’s journey in college are better positioned to effectively serve students and demonstrate their value on campus.

Cayuga Community College’s career services office launched its microcredentialing program in 2018. Since then, it has been building microcredentials in the non-credit and credit side of the institution, including developing its microcredential program and updating it to an online learning platform.

Visa’s internship program is designed to build full-time conversion and provide an exceptional experience for incoming talent. Phill Haig, Visa’s director of early career programs, says Visa’s target conversion rate has been 70%.

Despite achieving a knowledge rate of 90.6% on its most recent first-destination survey, the Roanoke College career center is tweaking the survey’s process to improve it.

Centre College’s three-year average knowledge rate for its first-destination survey (FDS) stands at an impressive 98%. This is especially notable given that the survey wasn’t required for students until 2023.

Consultant Katie Donovan offers tips for employers to eliminate the main causes of pay inequity for women, including that women are underpaid doing the same jobs as men and are underrepresented in leadership roles.

Because students may lack the professional network to get noticed, career services staff can help by leveraging their own networks to highlight students to potential employers.

A pilot study conducted among cooperative education students at University of Cincinnati tested the value of providing students with flexible due dates to help them manage their mental well-being and grow their project management skills.

Interns who feel committed to the organization because they were well treated are 7.14 times more likely to accept an offer of full-time employment.

The University of Dallas career development office listened to student feedback to pivot from texting students career-related information to sending messages via email. The results have been impressive.

A former dean now working with hiring organizations offers five lessons for how higher ed can work with industry and move the needle for students—especially low-income and first-generation students.

Students who begin building their social media presence while still in college will have an advantage after graduating, and there are several easy steps they can take to get started on LinkedIn.

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.

Visa has found that hiring diverse talent is easier to accomplish the earlier it can engage students and it helps create a network of brand evangelists who are able to advocate for Visa on campus.

The Yale Office of Career Strategy enlisted the help of key partners to create an assessment tool that incorporates design-thinking principles and is available to everyone, not just Yale students and alums.

As Gen Z enters the workforce, there will be a shift in workplace culture and expectations, and employers who have embraced these changes have an advantage are positioned for success.

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.

The classroom can be a valuable resource for students to develop the skill and mindset to think of themselves as professionals and describe how their skills relate to their field.

UCSD’s Rady School Career Management Center is addressing and creating resources around AI to guide students in its effective, safest, and ethical use during the college recruiting process.

To foster a truly diverse and inclusive workplace, employers should expand their DEI efforts to encompass what is increasingly being referred to as DEIA—or diversity, equity, inclusion, and accessibility.

To make McPherson College students aware of the skills they are developing during their campus jobs, Amy Beckman incorporated career readiness competencies into student job descriptions and supervision.

Getting faculty buy in, having liaisons in different departments, and having the faculty be program champions was the key to the success of Georgia State’s “College to Career” career readiness initiative.

The Williams Companies evaluates talent for internships based on the NACE Career Readiness Competencies, focusing on the competencies where it has seen gaps in its intern class.

Career centers looking to increase FDS response rates might want to focus on communicating regularly with students, providing participation incentives, and ensuring the process is convenient for students.

Not only does PathwayU offer student assessments, but it also provides guidance based on predictive knowledge that accounts for the user’s sense of purpose and meaning.

While moving to a virtual world and with little experience using virtual tools, William & Mary career center staff connected students and alumni by creating the Professional Development Academy.

Internships can provide students with valuable professional skills but also a professional network, which can be even more valuable upon graduation.

Dominican University, a Hispanic-serving institution with 64% of students identifying as Latinx and located just outside of Chicago, launched its successful career development program in its Brennan School of Business in fall 2017.

To prepare students for their transition to the workforce, career centers have to account for the standards of professionalism shifting over the past several years.

The large-employer winner of the 2023 NACE Award for Recruiting Excellence, DISH’s “Recruit Once, Hire Twice” college recruiting process brings in top interns and works to convert them into full-time hires.

Among the key information recruiters need to know to successfully navigate their careers is to stay informed and value relationships.

Research conducted by NACE and The Center for the Study of HBCUs underscores how important it is for companies to conduct audits to assess gaps and inequities in their recruiting efforts.

A new $1 million gift supporting career development at William & Mary will triple the number of students annually who can receive university funding for unpaid and underpaid internships.

The University of Texas at Austin (UT Austin) is a public Research 1 university with 52,000 students and 18 colleges and schools, including medical and law schools. Like many large universities, UT Austin has a highly distributed model of 15 career centers within schools, and each area operates independently.

During the pandemic in 2020, LaGuardia Community College—a public community college that is part of the City University of New York (CUNY) system—inaugurated a new president, who is an advocate for workforce development as well as for internships. In addition, the chancellor for CUNY established career services as one of his priorities.

A grant from the United Negro College Fund (UNCF) helped to move career services to a position of more prominence at Tougaloo College and embed career readiness in the school’s curriculum.

Through its Experiential Learning Platform™, Saxbys builds individualized academic partnerships to open cafes that provide exceptional paid experiential learning opportunities for students.

Career services at Michigan State University (MSU) is a centralized/hybrid organization of offices and is well-known for its Career Services Network, which is composed of career services professionals strategically located in central and college-based offices.

The University of Illinois at Chicago College of Engineering Job & Internship Fair Tours were created to engage more first- and second-year students in job fairs and to reduce barriers to attendance.

William & Mary (W&M) has recently undergone a shift that has elevated career services, alumni engagement, internships, and applied learning at the highly selective, Research 2, public, residential research university.

College graduates in their early professional careers report significant mental health issues and view their jobs as a contributing factor. How can employers and colleges provide support?

Career services needs to be strategically positioned on campus to provide the vision, guidance, and relationships to demonstrate its importance and value and to maximize student outcomes.

After witnessing the impact that the pandemic had on early undergraduate students from underrepresented groups in the tech industry, IBM scaled up its early talent ID program.

Soon after Mark Peltz was hired as the associate dean and director of career development at Grinnell College, it began a process of institutional elevation and prioritization of career services.

An employer looking to set up a “campus champion” program as an element in its campus recruiting efforts turned to colleagues in the NACE Community for ideas on staffing, the responsibilities and expectations of the program, and the guidelines for campus engagement.

Two critical factors for limiting bias in AI systems are building diverse AI teams and implementing an enterprise-wide trustworthy AI framework.

The Center for Career Development at the University of Charleston is working to engage employers by transforming transactions into relationships.

Schools that conduct an annual FDS to capture information on how their new college graduates fare following graduation can benefit their own institutions and demonstrate the value of higher education.

NACE offers suggestions for getting the most out of your organization’s intern surveys.

Eight best practices provide a foundation for organizations that are focused on recruiting and hiring new college graduates.

Document aspects of your organization’s internship program on an ongoing basis to, among other things, help you clarify what you do, how you do it, and why you do it.

NACE offers best practices for internship programs that feed full-time hiring, including recommendations for work assignments, work arrangements, housing and relocation assistance, and program management.

Career centers and students must be vigilant about fraudulent employers and should identify steps to take to verify the legitimacy of an employer.

Developed by the NACE Tribal Colleges & Universities Affinity Group, this resources includes insights to consider in engaging Native American students and provides links to a variety of Native American organizations.