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.

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.

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

On average, there were 8.5 full-time recruiters per recruiting department within organizations replying to NACE’s 2021 Recruiting Benchmarks Survey.

Interviews-per-hire average (IPHA) is the average number of interviews conducted with each college hire. IPHA is a deeper analysis to determine the variation of recruiting processes across positions or sourcing channels.

The applicant-to-hire ratio (AHR) is the average number of applicants for each college hire. AHR can be used to determine the relative interest for various jobs. In general, a higher AHR reflects the general interest in an organization’s opportunities; however, a low AHR may indicate a better efficiency for applicant conversion.

Tracking, analyzing, and acting on key metrics is critical to the success of a recruiting operation. One of these key measures for assessing the effectiveness of your organization’s internship program is tracking its intern-to-full time conversion rate.

Tracking, analyzing, and acting on key metrics is critical to the success of a recruiting operation. Some of the most basic metrics are the interview-to-offer and offer-to-acceptance rates. These can help you identify problems—and successes—in your recruiting operations both with full-time hiring and intern/co-op programs.

Career centers are being housed less frequently in student affairs, more frequently in other divisions, and increasingly in various parts of the institution.

Career fairs are one of the most frequently provided services by college career centers, as 91.7 percent reported hosting at least one career fair in 2017-18.

Coaching is the primary focus regarding the career development of students and the professional development among career services staff.

It’s not surprising that fees for in-person career fairs were down sharply in 2020-21 compared to 2019-20, but the charges for hybrid fairs jumped for some employers.

One of the benefits of employers converting their interns to full-time hires is evident in employee retention rates.

Employers committed to building a pipeline of diverse talent must consider how to diversify the makeup of their internship program.

Despite greater recognition of their negative impacts on the workforce, lack of diversity and an abundance of unpaid internships remain issues, says Anjali Lalani.

The increase in formal diversity recruiting efforts reported continues the growth—and recovery—in this area over the last decade.

After declines in offer and acceptance rates in recent years, both increased for Class of 2020 new college graduates.

Cycle times during the recruiting process—from interview to offer and from offer to acceptance—have remained steady in recent years