To make McPherson College students aware of the skills they are developing during their campus jobs, Amy Beckman incorporated career readiness competencies into student job descriptions and supervision.
The University of California, San Diego Career Center developed the Triton Career Readiness Passport to help students launch a personal career journey by answering a simple question: Why?
Getting faculty buy in, having liaisons in different departments, and having the faculty be program champions was the key to the success of Georgia State’s “College to Career” career readiness initiative.
While moving to a virtual world and with little experience using virtual tools, William & Mary career center staff connected students and alumni by creating the Professional Development Academy.
CSU Fullerton’s “I Am First” program teaches first-generation students how to create social capital through a curriculum that empowers students to cultivate agency in their career search.
The Villanova University Disability Inclusion in the Workplace Conference is a half-day program designed primarily with hiring employers in mind to help them build disability inclusion into internship and entry-level hire experiences.
Dominican University, a Hispanic-serving institution with 64% of students identifying as Latinx and located just outside of Chicago, launched its successful career development program in its Brennan School of Business in fall 2017.
Members of the NACE Community recently offered some suggestions to their colleagues for books to add to their summer reading lists.
The large-employer winner of the 2023 NACE Award for Recruiting Excellence, DISH’s “Recruit Once, Hire Twice” college recruiting process brings in top interns and works to convert them into full-time hires.
Skill development and early engagement are key priorities of New York University’s (NYU’s) Wasserman Center for Career Development. It addressed both of these priorities by developing a program that embedded career readiness competencies in a course for first-year students.
The Community College Research Center (CCRC) at Teachers College, Columbia University recently published a new practitioner packet that provides guidance to colleges seeking to redesign their new student onboarding practices.
An employer looking to set up a “campus champion” program as an element in its campus recruiting efforts turned to colleagues in the NACE Community for ideas on staffing, the responsibilities and expectations of the program, and the guidelines for campus engagement.
Winner of the 2023 NACE/Chevron Award, the IUPUI First Generation Career Connection Night connects first-generation students to employers to build their social capital.
Use the Recruitment Toolkit Worksheet, provided courtesy of Jeff Brzozowski, The Travelers Companies, and Suzanne Helbig, University of California – Irvine, to identify areas of opportunity to leverage career services more effectively to improve recruiting outcomes.
NACE looks at how two universities brought career readiness competencies to their campus.
Eight best practices provide a foundation for organizations that are focused on recruiting and hiring new college graduates.
At Princeton University, career services is reimagined along the themes of purpose and meaningful work.
Document aspects of your organization’s internship program on an ongoing basis to, among other things, help you clarify what you do, how you do it, and why you do it.
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.
First-generation have unique career development needs that career services can address.
The Office of Career and Continuing Education at Florida Southern College developed and implemented the “Diversity in the Workplace” series to address student needs.
Providing impactful professional development opportunities for interns can have positive implications for organizations.
LIM College has a unique career education structure that is based on the NACE Competencies and that will allow the college to conduct longitudinal research.
Using before and after assessments, career coaches at the University of Cincinnati analyze the outcomes of their course for undergraduate business students and identify future directions based on the data.
By encouraging students to engage in real-world problems using the Challenge Method, career professionals can help students take tangible steps toward career decision-making and planning.
Career services offices can help students develop their professionalism and navigate situations when “professional standards” may fuel and foster bias.
Part of the mission of UNH CaPS is to help employers establish or enhance employers’ work around diversity and inclusion by providing them with resources, consultation, and recognition.
A collection of syllabi for career development and career exploration classes.