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.

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.

The research suggests that, long term, we will likely work in and out of the office. Research from the National Association of Colleges and Employers shows that new college graduates want to be in person at least part of the time, but also want the flexibility to work remotely some of the time.

Early data from a forthcoming NACE study indicate that the gender pay gap has widened over the past year, with female graduates now earning just 72 cents to every dollar earned by male graduates, down from around 81 cents.

Projections in the Job Outlook 2023 Spring Update show that employers are planning to hire 3.9% more graduates from the Class of 2023 than they did from the Class of 2022.

A study at a minority-serving institution uncovers aspects of social and cultural capital that contribute to the college-to-career transition of Black undergraduate women.

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.

Slightly more than 85% of employers reported having formal diversity recruiting goals, according to NACE’s 2022 Recruiting Benchmarks Report, but how effective are these efforts?

The amount of time for students participating in a job interview to receiving an offer has increased over the past several years, but the time they take to accept the offer dropped in 2022.

Career services practitioners can help college students attract the attention of employers via their resume by encouraging them to highlight the skills they developed—such as problem-solving and teamwork skills—through their various experiences, according to NACE’s Job Outlook 2023 report.

Employers plan to hire 14.7% more new college graduates from the Class of 2023 than they did from the Class of 2022, according to NACE’s Job Outlook 2023 report.

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.

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.

The percent of interviews resulting in a job offer has climbed to its highest level of the past five years, but acceptances and retention rates for the first three years of employment fell.

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.

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

There were gender and race disparities within the compositions of the 2020-21 intern cohort as the majority of students who take part in internships are men and identify as white, according to results of NACE’s 2022 Internship & Co-op Survey.

More than 80% of schools conducted first-destination surveys in 2021-22, according to NACE’s 2021-22 Career Services Benchmarks Survey Report.

Economic uncertainty often causes employers to amend their expectations of new hires. The 2008 economic recession and the unexpected events of COVID-19 are two examples where mindsets around recruiting shifted, and the entry-level employment landscape yielded unexpected results.

The average number of full-time URR staff members that organizations employ decreased to 13.5 from 14.3 last year.