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.

Approximately one-half of employers responding to NACE’s 2026 Internship & Co-op Survey report that they provide financial relocation assistance to interns, a benefit that they say also boosts their experiential education programs.

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

Employers expect to bring in 3.9% more interns in 2025-26 compared with 2024-25, according to NACE’s 2026 Internship & Co-op Report.

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.

Students hoping to demonstrate their skills during a skills-based hiring process should share examples and situations when they used their skills to solve problems, according to employers responding to NACE’s Job Outlook 2026 survey.

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.

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 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.

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

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

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.

Students appear to be unfamiliar with the concept of skills-based hiring, despite being asked to demonstrate their skills and working to develop them, according to results of NACE’s 2025 Student Survey.

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.

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.

Employers made more offers to candidates this year, but they took longer to make decisions about these offers, according to NACE’s 2025 Recruiting Benchmarks Report.

Employers continue to recruit in the fall but have made significant adjustments to the timing of their offers, according to NACE’s 2025 Recruiting Benchmarks Report.

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.

Learn how to transform your early talent recruiting program into a must-have strategic partner that delivers high-impact results. (Members Only.)

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.

Third in a series of articles focused on the candidate experience, this article by Mary Scott addresses how execution, authenticity, and the candidate experience shape the employer’s campus brand.

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.

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.

More than 70% of organizations expect to increase or maintain intern hiring, according to NACE’s 2025 Internship & Co-op Report. However, overall intern hiring is expected to fall 3.1%.

NACE is conducting a quick poll and would like your input to assess ways that campus recruiting may be impacted. Last spring, we saw increased campus protests and lockdowns in response to student activism. As we prepare for the fall semester and campus recruiting, there is a potential for increased campus unrest in response to global and national events (i.e. Presidential election, war in Middle East). This Quick Poll is intended to get an overall understanding of the ways university recruiters and campus career centers are preparing for possible campus unrest related to the recruiting process.

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.

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.

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.

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%.

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.

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.

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.

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.

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

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.

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.