More than two out of five new college graduates had at least one job offer before graduation, according to results of NACE’s 2026 Student Survey.

Results from NACE’s 2026 Career Services Benchmarking Poll on AI show a big shift in just a few years in how AI is integrating into the work of career centers. Eighty-six percent of career centers are using AI as an assistive tool when working with individual students—up sharply from just 20% in 2023 and 76% in 2025.

Employers looking to ensure they have a robust pool of college candidates consider several factors when selecting the schools at which they recruit.

Employers looking to maximize their campus recruiting efforts should establish and grow relationships with career services. There are several key steps they can take to do so.

Employers made more offers to candidates this year, but they took longer to make decisions about these offers, according to NACE’s 2025 Recruiting Benchmarks Report.

Employers continue to recruit in the fall but have made significant adjustments to the timing of their offers, according to NACE’s 2025 Recruiting Benchmarks Report.

Offers to interns for full-time positions fell along with overall conversion rates even as acceptance rates rose, according to NACE’s latest internship benchmarks.

Career center budgets for the 2024-25 academic year have increased across the board since 2022-23, according to results of NACE’s 2024-25 Career Services Benchmarks survey.

Attendance numbers reflect the preferences employers and students have for the format of career fairs, results of NACE’s 2024-25 Career Services Benchmarks survey reveal.

Because faculty are frequently asked by their current and former students for career advice, there is an opportunity to increase awareness among faculty of the resources available to them.

There are interesting data points from NACE’s 2024 Recruiting Compensation Report in terms of budgets, internship offers, and retention that provide insight into the operations and approaches of URR functions.

Recruiters are taking more time to extend an offer to a candidate following an interview, but the deadline for acceptance remains close to two weeks.

Lifted by average increases that ranged between 3.5% and 4.4%, salaries for all recruiting professionals increased in 2023, while the majority of respondents at all levels received bonuses.

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.