• Current Benchmarks


    Career Services

    Among responding career centers:

    • 84 percent have centralized operations.
    • 48 percent use “career services” in the office title.
    • The average career center is 2,688 square feet and four interview rooms.
    • 98 percent offer career counseling by appointment; 81 percent allow “drop-in” counseling.
    • 90 percent offer career fairs.
    • 52 percent sponsor specialized career fairs.
    • Respondents average four career fairs each academic year.
    • Other commonly offered services include on-campus interviewing, career workshops, work/study programs, in-office student employment, career assessment tools, and career resources libraries.
    • Only 20 percent offer credential files services.
    • 71 percent conduct first-destination surveys at graduation; 69 percent conduct a post-graduation, follow-up survey.
    • The average ratio of students to career services personnel is 2,370 to 1.
    • The average salary for a director is $70,000.
    • More than 75 percent of career services offices rely on institutional funding for their annual budgets.
    • Few career services offices charge fees to students.
    • Career centers charge employers an average $125 to $225 to participate in a career fair.
    • About 22 percent of offices have a partnership program with employers.
    • More than half of respondents conducted an operations assessment within the past five years.
    • 98 percent of career services offices have an online job posting system.

    Source: NACE 2013-14 Career Services Benchmark Survey for Colleges and Universities


    Internships/co-ops

    Among responding employers:

    • The number of internships in 2014 is expected to decrease by 3.4 percent.
    • The number of co-op positions in 2014 is expected to increase by 4.4 percent.
    • Recruiters prefer high-touch recruiting methods for intern/co-op recruiting.
    • Career fairs and on-campus recruiting comprise almost three-quarters of employers' recruiting budgets for interns and co-op students.
    • Career fairs and on-campus recruiting are rated highest in effectiveness for recruiting interns and co-ops.
    • Employers choose schools for recruiting interns and co-ops based on academic majors offered, past recruiting experience at the school, and perceived quality of the programs.
    • It takes employers an average of 30 days from job-posting to interview, and 14 days from interview to offer.
    • The average hourly wage for interns at the bachelor's degree level is $16.35.
    • The average hourly wage for interns at a master's degree-level is $22.50.
    • The average hourly wage for co-ops at a bachelor’s degree-level is $17.44.
    • The average hourly wage for master’s degree-level co-ops is $25.04.
    • The most common benefits for interns and co-ops include planned social activities, paid holidays, and recognition for work service time.
    • 55 percent of employers offer relocation assistance to interns.
    • 41 percent of employers offer relocation assistance to co-op students.
    • Common relocation assistance includes housing stipends and moving allowances. The average amount to individual intern and co-op students is $1,500.
    • Employers made full-time offers to 64.8 percent of their interns.
    • The conversion rate for interns is 51.2 percent.
    • After one year, employers retain about three-fourths of their new college hires who have an internship experience with any employer.
    • 56.8 percent of employers made full-time offers to their co-op students.
    • The conversion rate for co-op students is 82.2 percent.
    • After one year, almost 60 percent of co-op students who accepted a full-time job with their employer were still on the job.
    • Employers provide some benefits to interns and co-ops, with the most common being social activities, paid holidays, and service time.

    Source: NACE 2014 Internship & Co-op Survey


    University Relations and Recruiting

    Among responding employers:

    • 78.8 percent of employers recruit in the United States for U.S.-based operations.
    • 77.8 percent of new hires during the 2013-2014 academic year were new college graduates.
    • More than 75 percent of employers use job listings on their own company websites or university websites to find candidates.
    • Organizations with 1,000 or fewer employees typically have from four to five staff members. Firms with more than 20,000 employees claim 22 to 23 staff members.
    • Almost 99 percent of employers recruit at four-year schools.
    • The average salary for directors rose to $142,807.
    • Campus career fairs and corporate websites are the most widely used branding mechanisms.
    • 80 percent of employers report using social media in branding or searching for and contacting potential job candidates.
    • Top two criteria used to choose target schools to recruit: academic major and perceived quality of the school's programs.
    • On-campus interviews are used by almost three-fourths of all employers.
    • Just over a third of employers use video interviewing.
    • The average time from interview to offer: 22.9 days.
    • The average time from offer to acceptance: 13.3 days.
    • The average cost-per-hire during the 2013-14 recruiting season: $3,582.
    • About 77 percent of employers have active diversity recruitment efforts, most of which are focused at hiring women, African-Americans, Hispanic-Americans, military veterans, and people with disabilities.
    • 48 percent of employers report having rotational programs.
    • Almost 93 percent of new graduate hires who participated in a rotational program were retained by their employers after one year.

    Source: NACE 2014 Recruiting Benchmarks Survey


    Students

    Among graduating members of the Class of 2014:

    • 59.9 percent of graduates from the Class of 2014 plan to enter the work force.
    • 23.4 percent of new grads plan to attend graduate or professional school.
    • More than 40 percent of graduating seniors from the Class of 2014 are interested in working for a government entity at the federal, state, or local level.
    • The opportunity for personal growth is clearly the most important consideration students have when evaluating a job offer.
    • 52 percent of new grads view starting salary as very or extremely important—however a high starting salary ranked ninth out of 15 job attributes measured in terms of important.
    • For students who accepted a full-time job offer, the median starting salary was $50,050
    • Almost 84 percent of new graduates entering the work force say they plan to stay with their first employer more than two years.
    • 96.8 percent of the members of the Class of 2014 entering the work force say they use employers’ websites to research potential employers.
    • Almost 47 percent of Class of 2014 grads entering the work force said they made multiple visits to the career center each semester.
    • 52 percent of grads entering the work force found the career services office an effective resource for learning about potential employers.
    • New grads that visited the career center or the career center website during their senior year and applied for jobs had an offer rate that was 1.3 percent higher than respondents who did not visit the career center or its website and applied for jobs.
    • Resume writing/reviews, career center job listings, job-search assistance were the top three activities at the career center used by graduating seniors.
    • Use of social media in the job search among graduating seniors has grown from 37 percent in 2010 to 58 percent in 2014.
    • 61 percent of graduating seniors had an internship or co-op experience.
    • 52 percent of those graduates receiving job offers before graduation held an internship.
    • More than 65 percent of students with paid internships received full-time offers; 39.5 of students with unpaid internships received job offers; 38.6 percent of students with no internship experience received a job offer.
    • Graduates who came from a paid internship and received a full-time job offer generally commanded a higher starting salary than did graduates from an unpaid internship who received full-time job offers.
    • 47.9 percent of job applicants received at least one offer; 30.1 percent of the graduating class who had applied for a full-time position landed a job prior to graduation.
    • Majors most likely to get job offers included accounting, economics, computer science, engineering, and business administration.

    Source: 2014 Student Survey Report


Current Benchmarks