In 2022, Cappfinity partnered with EY’s UK student recruitment team to deliver an immersive, inclusive, and differentiated approach to early careers recruiting, creating VR for intern attraction and development.

Many URR and career services functions are using artificial intelligence (AI) to streamline their processes and enhance their operations. However, there are potential legal risks adopters should consider as they move from dipping their toes into the AI pool to fully diving in.

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.

Mohawk Industries believes it has a responsibility to do what it can to support the transition of students to the workplace, which is just one of the reasons its ASPIRE program is so important.

In a unique interview with ChatGPT, NACE asks the AI language model how it feels about its use as a tool in the job search, career readiness, and talent acquisition; the ethics of its use; and more.

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

Over the summer, NACE conducted a Quick Poll to learn about fall recruiting plans, and the findings seemed to indicate that most activities would mostly return to in-person. Employers expected to spend about 70% of their time recruiting in person and 80% of career centers were planning for in-person career fairs. However, even with a return to in-person events, both employers and colleges still had to adjust their standard procedures because of the ongoing risk posed by the pandemic.

When employers consider skills and practice skills-based hiring and skills-based networking, they bring in a more diverse slate of candidates from non-traditional backgrounds, says Asha Aravindakshan.

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?

The M&T Bank talent acquisition unit’s partnerships with employee resource groups (ERGs) has yielded a range of benefits, such as helping to identify internal talent, providing training opportunities, improving engagement across the organization, and boosting retention.

The employers that could best weather the coronavirus pandemic in terms of their college recruiting programs will find ways to adapt to current conditions and still deliver on the aspects of their programs that are most important to college students.

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.

NACE Community members share ideas for keeping interns who have accepted their job offers interested and excited until the first day of employment.

What, if anything, do you give your interns to welcome them to their internship or help them remember their intern experience?

How long do employers give interns to decide whether to accept an offer of a full-time position? Employers want to give soon-to-be graduates plenty of time to make their decision.

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

When it comes to developing URR strategy, Mark Woodrum, university recruiting leader for Cloudera, encourages organizations to drill deeper than general data.

INROADS has co-developed a program to help organizations recruit students at a greater number of HBCUs across the United States for paid internships.

Following the Great Recession a little more than a decade ago, many organizations learned a costly, yet valuable, lesson.