Last year, Progressive Insurance achieved an intern conversion rate of 91%, far exceeding the overall conversion rate of 57.6% for 2021-22.

As we enter the new school and recruiting season, NACE is conducting a Fall Quick Poll. The focus of our poll is on two important issues– the impact the end of Affirmative Action is having on our work and state of unpaid internships.

Some of the rewarding aspects of being a URR professional include changing people’s lives and providing a seat at the table for many who may not have been historically represented.

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.

NACE has conducted research that identifies important trends and unearths key insights that can help members enhance or adjust their operations to meet challenges and demands.

Among the key information recruiters need to know to successfully navigate their careers is to stay informed and value relationships.

Employers are strongly committed to in-person college recruiting activities this fall as they are largely unencumbered by travel restrictions that organizations imposed during the COVID-19 pandemic, according to results of NACE’s Quick Poll on Fall Recruiting and Career Services.

Based on their forward-looking staffing plans for the upcoming year, it appears employers are expecting similar or higher levels of recruiting activity this year, according to preliminary results of NACE’s Summer 2022 Quick Poll on Fall Recruiting and Career Services.

To facilitate planning and benchmarking for both employers and career centers, the National Association of Colleges and Employers (NACE) is conducting a quick poll that looks at fall recruiting as well as how career services offerings will be delivered.

Employers overwhelmingly believe hosting internships is the recruiting strategy that yields the highest return on investment leading to entry-level hires.

Many emerging professionals are turning to community colleges, vocational schools, and technical bootcamps to gain marketable skills.

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.

Uncertainty surrounds the use of artificial intelligence among university relations and recruiting professionals and, to a lesser extent, among career services practitioners.

Ellucian’s internship toolkits are intended to enhance the employee experience, while providing interns and their managers with key information and resources.

Expert and author Tony Byers cites research confirming that there are substantial benefits associated with having a diverse and inclusive workplace.

Collaboration among campus offices is a critical aspect in supporting students with disabilities during their search for employment.

Key aspects of building an effective neurodiverse hiring program are having a sustained supply of candidates and getting buy in from within.

There is a disconnect between students’ use of employer websites and their perception of the usefulness of those sites. Here’s why and how to fix it.

The Stony Brook Center for Remote Internships & Experiential Learning provides practical resources for employers operating remotely during the pandemic and beyond.

Some universities and colleges require third-party recruiters to reveal the name of the organization they are recruiting for.