• Operations - Recruiting


  • Key Considerations for a Low-Cost Recruiting Program

    To create a recruiting strategy that fits your organization’s budget, it’s important to understand your recruiting objectives. Then, find recruiting activities that are both effective and budget-friendly.

    Strategies for Building a Strong Virtual Recruiting Program

    Repackage your organization’s current college recruiting resources and offerings for electronic delivery.

    Nearly Half of Employers Report Firm Plans for Spring Recruiting

    Nearly half of employers report having firm plans in place for spring 2015 recruiting, according to results of NACE’s Job Outlook 2015 survey.

    Percentage of Employers Offering Signing Bonuses Increasing

    Fifty-one percent of employers report that they will offer signing bonuses to Class of 2015 graduates, marking the first year that plans have topped 50 percent.

    Recruiting Benchmarks: Offer and Acceptance Rates

    While the offer rate for Class of 2014 bachelor’s degree graduates has dropped since last year, the acceptance rate has climbed, according to results from NACE’s 2014 Recruiting Benchmarks Survey.

    Using Predictive Modeling to Get Big Results From “Big Data”

    Predictive modeling—conducting statistical analysis to predict the consequences of hiring and probability of hiring success—can help you use data to effectively forecast intern hiring outcomes.

    Recruiting Benchmarks: Cycle Time

    The average interval from the time an employer posts a job listing to the time the employer’s job offer to a candidate expires is 74.9 days, according to results of NACE’s 2014 Recruiting Benchmarks Survey.

    Recruiting Benchmarks Survey: Staff Salaries

    All levels of professional university recruiting staff saw increases in their average annual salaries in 2014 compared to 2013, according to results of NACE’s 2014 Recruiting Benchmarks Survey.

    Recruiter Development: Learning, Experiences, Coaching

    Learn how one firm is developing and nurturing its recruiters by offering professional development opportunities through a variety of methods and venues.

    The Importance of the People Who Represent Your Organization

    How important are the people who represent employers during the college recruiting process? Nearly 90 percent of college students pursuing bachelor’s degrees said that their experience with an employer's representatives during the recruitment process has strengthened the students’ interest in the employer.

    Recruiting Benchmarks: What Activities Matter Most?

    How important are branding efforts to employers recruiting college students? Employers responding to NACE’s 2013 Recruiting Benchmarks Survey rated “branding your organization on campus” as the top aspect of college recruiting and “branding your organization to career centers” as the third most important element.

    Monthly Plan Can Help Drive Your Recruiting Program’s Success

    A large component of your college relations and recruiting program’s success is having an efficient plan. This is a sample monthly timeline.

    Recruiting Benchmarks Survey: Staff Salaries

    The average salary of directors jumped nearly 11 percent, according to NACE’s 2013 Recruiting Benchmarks Survey.

    The Benefits and Policies Employers Are Offering to the Class of 2014

    Life insurance, medical insurance, and 401(k) retirement plans are the benefits and policies most often offered by employers to Class of 2014 college graduates, according to results from NACE’s Job Outlook 2014 survey.

    The Heart of Recruiting: Motivate Your Team, Now!

    The best way to motivate your recruiting team is to be very intentional in your communication. Offer words of inspiration and gratitude, and remind the team where you’re headed.

    Applying the Golden Rule to Recruitment Effectiveness


    What characteristics should a recruiter possess to be successful? Studies show that recruiter personableness, informativeness, and competence should be considered by the recruiting organizations that are truly interested in increasing the attraction of talent to their organizations.


    Building a Successful University Relations Program on a Dime


    A common mistake many companies make when building a university recruiting (UR) program is to focus on identifying core schools first. While this is a critical task, it’s not one of the first steps to tackle, especially if you need to build a university recruiting program when funds are low. Many companies have tightened their belts in recent years, so UR professionals must be creative with limited resources and human capital; it’s all about delivering more with less. As such, your first order of business should be to look inside instead of outward.


    Employer Nondiscrimination Policy Statement

    This Employer Nondiscrimination Policy Statement can be used by NACE members to indicate that they are committed to providing equal employment opportunity for all persons regardless of race, color, religion, sex, age, national origin, citizenship status (as defined under the Immigration Reform and Control Act), disability, or veterans status.

Operations - Recruiting