1. A diverse group of young professionals.
    Preferences for Job/Organization Attributes and Benefits Differ by Race and Gender

    When it comes to the attributes of a job and an organization and the benefits the organization offers, there are some differences in student preferences by race and gender.

  2. A woman programming on a computer.
    Insights for Supporting Women in Computing-Related Internships

    Women remain underrepresented in computer science majors and careers. Two researchers conducted a study to see how women in computing experience and make sense of their internships, and how their internship experiences shape their future career plans.

  3. A group of college students smile.
    Visa’s Internship Program Values Early Engagement, In-person Interactions

    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.

  4. A smiling group of students.
    Ensuring Students With Disabilities Can Access Your Workplace and Thrive Once There

    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.

  5. A person in a wheel chair enters a conference room.
    Tap Into Resources for National Disability Employment Awareness Month and Beyond

    As October is National Disability Employment Awareness Month, several organization offer resources about disability inclusion for employers and career services offices to use now and throughout the year.

  6. An illustration of two people shaking hands.
    Williams Shifts to Basing Intern Hiring and Development on Career Readiness Competencies

    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.

  7. Interns at work at Progressive.
    Progressive’s Intern Hiring Process, Integration Instrumental in Achieving High Conversion Rate

    Last year, Progressive Insurance achieved an intern conversion rate of 91%, far exceeding the overall conversion rate of 57.6% for 2021-22.

  8. Graphs showing the results of NACE's latest quick poll.
    Fall 2023 Affirmative Action and Internship Quick Poll

    As we enter the new school and recruiting season, NACE is conducting a Fall Quick Poll. The focus of our poll is on two important issues– the impact the end of Affirmative Action is having on our work and state of unpaid internships.

  9. A group of recruiters with their hands together.
    URR PROFESSIONALS HAVE UNIQUE OPPORTUNITY TO POSITIVELY IMPACT PEOPLE’S LIVES

    Some of the rewarding aspects of being a URR professional include changing people’s lives and providing a seat at the table for many who may not have been historically represented.

  10. group of women posing for a picture
    DISH’S STRATEGIC APPROACH TO “RECRUIT ONCE, HIRE TWICE” YIELDS HIGH INTERN CONVERSION RATE

    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.

  11. students at a large desk working on separate computers
    LISTENING TO THE STORIES NACE RESEARCH IS TELLING US

    NACE has conducted research that identifies important trends and unearths key insights that can help members enhance or adjust their operations to meet challenges and demands.

  12. A composite image of people silhouettes and a network.
    CULTIVATING CONNECTIONS, ADJUSTING TO SHIFTING LANDSCAPES KEYS FOR SUCCESS IN URR PROFESSION

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

  13. Employers conduct an in-person interview.
    Employers Committed to In-person Recruiting, but Virtual Remains Part of Employer, College Strategies

    Employers are strongly committed to in-person college recruiting activities this fall as they are largely unencumbered by travel restrictions that organizations imposed during the COVID-19 pandemic, according to results of NACE’s Quick Poll on Fall Recruiting and Career Services.

  14. An illustration of people holding on to a line graph.
    Preliminary Poll Results Highlight Resolve in College Recruiting Despite Potential Impact of Recession, Surge in Viruses

    Based on their forward-looking staffing plans for the upcoming year, it appears employers are expecting similar or higher levels of recruiting activity this year, according to preliminary results of NACE’s Summer 2022 Quick Poll on Fall Recruiting and Career Services.

  15. University Relations and Recruiting professionals discuss their Fall 2022 recruiting strategy.
    Summer 2022 Quick Poll on Fall Recruiting and Career Services

    To facilitate planning and benchmarking for both employers and career centers, the National Association of Colleges and Employers (NACE) is conducting a quick poll that looks at fall recruiting as well as how career services offerings will be delivered.

  16. An employer works with a group of interns.
    Employers Cite Internships as Recruiting Strategy With Highest ROI; Strongly Prefer In-person Career Fairs

    Employers overwhelmingly believe hosting internships is the recruiting strategy that yields the highest return on investment leading to entry-level hires.

  17. A group of nontraditional students.
    Embracing Nontraditional Students Can Help Employers Create Diverse and Inclusive Workplace

    Many emerging professionals are turning to community colleges, vocational schools, and technical bootcamps to gain marketable skills.

  18. A campus champion smiles.
    Setting Up a Campus Champion Model

    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.

  19. An illustration of people silhouettes and data symbols.
    NACE Quick Poll: Employers Cautious About Using AI in Recruiting Efforts

    Uncertainty surrounds the use of artificial intelligence among university relations and recruiting professionals and, to a lesser extent, among career services practitioners.

  20. man and a woman working together on a laptop
    Toolkits Provide Key Information to Interns, Managers

    Ellucian’s internship toolkits are intended to enhance the employee experience, while providing interns and their managers with key information and resources.

  21. five people standing
    Reaping the Benefits of Doing D&I Right

    Expert and author Tony Byers cites research confirming that there are substantial benefits associated with having a diverse and inclusive workplace.

  22. person looking at a laptop
    Supporting Students With Disabilities in Their Job Searches

    Collaboration among campus offices is a critical aspect in supporting students with disabilities during their search for employment.

  23. A neurodiverse employee works with a mentor.
    Considerations for Starting a Neurodiverse Hiring Program

    Key aspects of building an effective neurodiverse hiring program are having a sustained supply of candidates and getting buy in from within.

  24. A group of students on their mobile devices.
    Gearing Your Organization’s Website to Attract Candidates

    There is a disconnect between students’ use of employer websites and their perception of the usefulness of those sites. Here’s why and how to fix it.

  25. An illustration of hands and people connecting on different mobile devices.
    Stony Brook Center Provides Support for Employers Operating in the Virtual World

    The Stony Brook Center for Remote Internships & Experiential Learning provides practical resources for employers operating remotely during the pandemic and beyond.

  26. A group of career services professionals discuss their 3rd party recruiting policy.
    A Career Services Professional Asks: What Is Your Third-Party Recruiting Policy?

    Some universities and colleges require third-party recruiters to reveal the name of the organization they are recruiting for.

  27. three people sitting around a table
    Empower Retirement Moving Away From Assessing Candidates for “Fit”

    Empower Retirement is moving away from assessing candidates for “culture fit” by aligning values and providing hiring managers with interview questions and language.

  28. The Use of and Attendance in Virtual Career Fairs Climbs Sharply

    The percentages of career centers offering virtual career fairs and employers taking part in them has climbed steeply this fall.

  29. person looking at another person
    Questions Students May Ask to Assess Your Organization’s Commitment to DEI

    Students may ask specific questions to assess your organization’s commitment to diversity, equity, and inclusion. Be prepared to answer them.

  30. Students in a classroom
    Insight Into Student Use of Mobile, Other Tech in the Recruiting Process

    Research conducted by Mary Scott reveals that students are far more likely to use laptops than smartphones to complete key tasks throughout the recruiting process.

  31. Picture of a report
    Succeeding in the New Normal: Student Attitudes and Effective Virtual Recruiting

    This NEW publication from NACE, Succeeding in the New Normal: Student Attitudes and Effective Virtual Recruiting, provides recommendations and insights, based on research and qualitative interviews with students, for effective virtual recruiting strategies and practices. Download your FREE copy today.

  32. Image of laptop
    Shifting Perceptions, Adding Value to Your Virtual Career Fair Participation

    Long-promoted as a viable replacement for employers’ physical presence on campus, virtual career fairs had not gained significant traction prior to COVID-19.

  33. Three people in conversation
    Oregon Has Strict Policy for Employers Looking to Post Unpaid Internships

    Having a formal policy helps the team in the University of Oregon’s career center team with consistency when considering postings from employers seeking unpaid interns.

  34. Two people looking at a laptop screen
    Students Differentiate Between Personal, Professional Social Media

    Students consider personal social media to be undesirable as a recruitment channel, whereas they view LinkedIn as professional online networking.

  35. Computer generated image with laptop
    Employers Divulge Plans for Summer Internship Programs, Fall Career Fair Attendance

    More than 40% of employers are planning to hold a hybrid internship program this summer. Also, the highest percentage prefer to attend both in-person and virtual career fairs.

  36. Three people in a conversation
    Funding Program for Unpaid Internships in Arts and Humanities Has Unique Twist

    The New College of Florida’s SMAH Internship Program has a twist in its approach that distinguishes it from other programs that fund students’ unpaid internships.

  37. Computer image of two people in conversation
    Building Authentic Relationships in a Virtual Recruiting World

    Can building authentic relationships—the very essence of effective recruiting—be replicated digitally? There are steps employers can take to personalize the student experience.

  38. Five people standing
    Culturally Intelligent, Diverse Leadership Keys to Recruiting, Retaining Diverse Employees

    Cultural intelligence may be the most important individual area of change for organizations that want to bolster their recruitment and retention of culturally diverse individuals.

  39. Cutout sign with word engagement
    Talent “Acquisition” vs. Talent “Engagement”: Using Language That Empowers

    It is important for employers to consider the language they use because language can be loaded and have different meanings for different people.

  40. Man looking at four pictures
    NACE Quick Poll: Career Centers Accounting for Hybrid Recruiting This Fall

    Most career services offices plan to hold both in-person and virtual career fairs this fall, but many employers expect to hold their own virtual events.

  41. Person looking at laptop screen
    NACE Quick Poll: Employers Will Hold Own Virtual Recruiting Events This Fall

    This fall, the majority of employers will be hosting their own virtual recruiting events, such as Zoom sessions, virtual tours, and virtual career fairs.

  42. Three people in conversation
    NACE Quick Poll: Career Centers Alter Outreach to Employers, Students From Marginalized Groups

    College career services offices have changed the ways they engage employers and students from historically marginalized groups during the COVID-19 pandemic.

  43. Five people gathered around a table
    Examining Professionalism Through a DEI Lens

    The biggest challenge with “professionalism” is ensuring that all candidates and employees understand what it means within the context of the organization and their specific job function.

  44. Interns sitting if front of a computer
    NACE Quick Poll: Employers Holding Hybrid Internships This Summer

    In response to the ongoing COVID19 pandemic, employers are most commonly offering a hybrid internship program this summer.

  45. Five people sitting around a table
    Diversity Hiring and Authenticity at Work

    Many employers have embraced the idea of authenticity at work, but career services must work with students to anticipate and navigate challenges should these employer efforts still fall short.

  46. Three people in conversation
    Reframing Authenticity

    Many employers encourage employees to bring their “authentic” selves to work, but it should ultimately be up to the employee to determine how much of themselves to share.

  47. Person talking to another person on a laptop
    What Will You Keep From These Creative Times?

    After the pandemic forced major changes to recruitment and talent acquisition, the question of what changes were temporary and which are here to stay remains.

  48. Person sitting with a laptop
    Quick Poll Results Show Virtual Internship Format Likely to Become Permanent

    Many employers that shifted their internship programs to virtual during the pandemic plan to make virtual assignments part of their internship programs in the future.

  49. People sitting around table
    Career Services Makes Small Changes to Outreach Strategy, Substantial Changes to Career Fairs

    While the COVID-19 pandemic caused many adjustments to the ways career services offices operate, they did not make substantial changes to their employer relations strategy.

  50. Image of people standing
    Quick Poll Preliminary Results: More Than Half of Career Centers Have Instituted New DEI PD

    To address and better understand racial injustice and the needs of historically marginalized groups, career centers are providing more professional development for their staff.

  51. Person with hands around paper figures
    Quick Poll on Racial Injustice: Preliminary Results Show Much Work Remains

    At this early juncture in NACE’s current quick poll, it seems that there is still progress for employers to make in addressing racial injustice and the needs of historically marginalized groups.

  52. Picture of classroom
    If We Kill Career Fairs, Then What?

    While many schools have seen fewer students attend both virtual and in-person career fairs, schools must consider other options to foster employer-student relationships.

  53. Person helping two students
    Helping Neurodiverse Students Navigate in Evolving Worlds of Higher Education, Employment

    Recruiting, onboarding, and retaining employees are not one-size-fits-all processes and there are challenges throughout. This is especially true for neurodiverse students.

  54. Four students smiling
    Preliminary Poll Results Show Pace of Funding for Recruiting, Serving Marginalized Groups

    URR functions and career services operations have received increased funding and resources to address racial injustice and the needs of historically marginalized groups, just at different paces.

  55. Person helping another person
    Flexibility, Accommodations Key Elements for Hiring Neurodiverse Employees

    To get the best results when recruiting and hiring neurodiverse candidates, employers need to be flexible, supportive, and willing to make accommodations.

  56. Who Are We Serving?

    When working with employer partners, career services teams must keep in mind that career centers are not staffing agencies and student needs must come first.

  57. Picture of resume
    Should Students Include Professional Summary Statements on Resumes?

    NACE members share their personal thoughts on resume professional summary statements and what information, if any, should be included by students seeking employment after graduation.

  58. four people gathered around table
    Building an Inclusive Internship or Apprenticeship Program From the Ground Up

    Work-based learning opportunities can be great ways for students with disabilities to gain valuable professional experience while preparing for their postgraduation careers.

  59. four graduates standing
    Graduating During a Recession, On-Campus Recruiting, and University Selectivity

    Research indicates that there are detrimental effects for on hiring for students graduating during a recession from a less-selective university.

  60. Two women in conversation
    Spotlight Setbacks Along with Successes When Job Searching

    As students prepare their resumes and practice interviews for internships and postgraduation employment, it is important to remember that failures can be as important as successes.

  61. People standing together
    Salary Transparency Is Just the Beginning

    Increasing salary transparency in general and including information on potential payroll deductions can go a long way towards a more equitable work environment.