• Operations - Recruiting


  • 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.


    Recruiting Benchmarks: Average Cost-Per-Hire Was $5,100 in 2011-12


    The average cost of recruiting a new college graduate during the 2011-12 recruiting season was $5,134, according to employers responding to NACE’s 2012 Recruiting Benchmarks Survey.


    Recruiting Benchmarks: Department Structure, Size of Staff


    While nearly 76 percent of organizations responding to NACE’s 2012 Recruiting Benchmarks Survey have a college relations and recruiting department within their organization, there is a fairly clear relationship between the size of a company and the existence of a formal college relations department


    Benchmarks: Recruiting Budgets

    The greatest portion of recruiting budget costs is allocated to overhead and recruiter compensation, training, and development, according to employers responding to NACE’s 2012 Recruiting Benchmarks Survey.

    Employers Report a Four-Week Window Between Job Interview and Offer

    NACE’s 2012 Recruiting Benchmarks Survey found that, on average, employers hiring new college graduates take 24.2 business days to extend an offer to a college student after an interview. Once an offer has been extended, employers then give a candidate an average of 14.1 business days to make a decision.

    Benchmarks: Average Offer, Acceptance Cycle Times

    NACE’s 2012 Recruiting Benchmarks Survey found that, on average, employers hiring new college graduates take 24.2 business days after an interview to extend an offer. Once an offer has been extended, employers then give candidates an average of 14.1 business days to accept or reject it.

    Benchmarks: Average Salaries for College Relations Staff

    Director-level positions commanded the highest salaries among full-time college relations staff members, according to results of NACE’s 2012 Recruiting Benchmarks Survey.

    Six Keys for Effective Recruiter Selection and Training

    Keys to making recruiter selection and training successful.

    Four Tips for Managing a Global University Relations Program

    When it comes to global university relations, it’s no secret that processes and procedures are different throughout the world. Being flexible and adjusting procedures and practices to meet local demands is critical.

    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