The M&T Bank talent acquisition unit leverages Talent Acquisition Ambassadors from ERGs for various campus recruiting activities and to help add more diverse talent to the pipeline.
With an eye toward the future of its workforce, Mohawk Industries provides its candidates and new college hires with development that extends beyond the internship.
One of the barriers that prevents more employers from partnering with community colleges is a general lack of understanding about what these schools and their students can provide.
The concept of recognizing feelings as real is a key step in developing emotional intelligence. The risk you run by not doing so is burnout.
It is difficult for students to be or perform their best when they are concerned about the reliability of their internet access and technology.
The State of Georgia’s reverse networking fair offered state agencies the
opportunity to promote their career opportunities for college students to
career services professionals.
As NI went through increasingly rapid changes due to shifts in the market, it became clear that significant adjustments were needed to its programs and strategies.
In response to the climate of racial injustice, Dell expanded its definition of recent graduate talent to engage underrepresented minorities.
Instead of pausing its college recruiting operations during the pandemic, NCR shifted its focus from on-campus to on-screen engagement, while always putting the students first.
Talent acquisition professionals provide insight and ideas on topics around internships, such as converting interns to FTEs, internship duration, and more.
The biggest challenge with “professionalism” is ensuring that all candidates and employees understand what it means within the context of the organization and their specific job function.
It is important for employers to consider the language they use because language can be loaded and have different meanings for different people.
Cultural intelligence may be the most important individual area of change for organizations that want to bolster their recruitment and retention of culturally diverse individuals.
Can building authentic relationships—the very essence of effective recruiting—be replicated digitally? There are steps employers can take to personalize the student experience.
The lessons Cree Wolfspeed’s URR team learned during the COVID-19 pandemic have helped inform their preparation for this summer’s program and beyond.
Employers that hire student veterans have the benefit of hiring employees who have already received “the world’s best leadership training.”
Many challenges with managing an internship program as a sole URR practitioner can be overcome by being resourceful, especially by involving colleagues.
Students consider personal social media to be undesirable as a recruitment channel, whereas they view LinkedIn as professional online networking.
Offering regular activities keeps interns engaged with the organization, which is crucial, especially in a virtual environment.
Long-promoted as a viable replacement for employers’ physical presence on campus, virtual career fairs had not gained significant traction prior to COVID-19.
Research conducted by Mary Scott reveals that students are far more likely to use laptops than smartphones to complete key tasks throughout the recruiting process.
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.
Students may ask specific questions to assess your organization’s commitment to diversity, equity, and inclusion. Be prepared to answer them.
By the end of April, more than half of employers planned to move their internship programs to virtual and nearly half expected to delay intern start dates in responses to the pandemic.
Does your organization run a background check immediately after making an offer or closer to the new hire’s start date? URR professionals in the NACE Community share their approaches.
Although AOIC requires potential interns to be enrolled in college, in certain cases, summer interns who did not return to school because of COVID have been allowed to stay on.
Abbott Laboratories’ high school internship program exposes students from diverse backgrounds across the United States to STEM fields.
A NACE poll found that 27% of companies have instituted a hiring freeze as a result of the COVID-19 pandemic. Here, seven professionals share their insights about how recruiters can make an impact while under a hiring freeze.
For talent acquisition, given its emerging technology-intensive ecosystem, is what role does human interaction appropriately play? Where is the humanity in the technology of talent acquisition?
CDK Global’s retooling of its internship offboarding process has expanded opportunities for interns to stay connected with the firm.
Swinburne University created the AccessAbility Careers Hub, which provides targeted career education for students with disabilities.
Companies that currently do not have jobs or internships should try to provide students with learning engagement support or development, and strive to make connections with them.
Following the Great Recession a little more than a decade ago, many organizations learned a costly, yet valuable, lesson.
PwC is providing its more than 3,600 summer interns with an experience that is preparing them for the new virtual world.
Asurion is keeping its 12-week, full-pay internship format and offering additional learning opportunities and intentional networking for its interns every week.
Engineering Consulting Services has taken a different perspective to adapt its annual intern summit to the virtual space.
Virtual internships are essential in the current work environment, but it is important to recognize that many benefits of a traditional internship are lost.
There are several key steps that organizations can take to best support “onlies” and provide a healthy space for them to excel at work.
URR operations participating in NACE’s URR Virtual Roundtables report that some leadership and hiring managers are resistant to or unsure about having virtual interns.
There are several strategic and innovative steps Duolingo is taking to ensure it delivers a valuable experience for interns in the virtual work environment.
The employers that could best weather the pandemic will find ways to deliver on the aspects of their internship programs that are most important to college students.
MITRE was tracking to host 500 interns this year. Despite the coronavirus pandemic, the company has not abandoned plans to hold its internship program this year.
During the uncertainty caused by the coronavirus pandemic, companies need to communicate the status of their summer internships to their interns.
During these times, it is important for those in URR to lean forward and provide support to their organization’s interns and candidates.
In light of significant responses to the coronavirus pandemic, KPMG is taking a measured and practical approach to college recruiting.
The threat of the coronavirus (COVID-19) has career services and URR professionals working to address how to manage their operations to ensure the safety of staff and students.
Providing impactful professional development opportunities for interns can have positive implications for organizations.
The interviews-per-hire average (IPHA) increases with an increase in the number of interviews for each college hire. A low IPHA can be a reflection of strong candidates.
Employers share ideas on “campus champion” programs, including staffing, responsibilities and expectations, and guidelines for campus engagement.
Throughout the college recruiting process, employers need to take advantage of micro-moments to personalize interactions and dazzle their candidates.
Meetups are effective recruiting tools as they allow students and recruiters to establish personal connections.
When calculating the conversion rate for your interns, it is critical to ensure you are only including your eligible interns, not all of your interns.
While analytics can be important drivers of recruiting success, there are practices to incorporate and pitfalls to avoid when using them.
Track interview-to-offer and offer-to-acceptance rates to identify problems and successes in your recruiting operations. The formulas and suggestions on how to apply them are featured.
NACE Community members share ideas for keeping interns who have accepted their job offers interested and excited until the first day of employment.
Directing students at a career fair to “go to the website” is a brand killer for employers.
Kellie Nickovich’s challenge was that she had just six months to ensure that
AECOM’s URR program was up and running for the fall 2018 recruiting period.
Several employers have reported an uptick in students reneging on job offers this year. What can you do to help your organization avoid reneges?
How should organizations classify returning summer interns who also worked for the organization part time during the school year?
In recent years, A.T. Kearney has been shifting its college recruiting to a more virtual approach. How does it ensure that candidates are getting a personalized experience?
How many representatives and recruiters does it take to engage students during a career fair? It depends on the answers to several questions.
Ellucian’s internship toolkits are intended to enhance the employee experience, while providing interns and their managers with key information and resources.
A recent study has found that progress to increase the representation of women at each level of the leadership pipeline has stalled.
What, if anything, do you give your
interns to welcome them to their internship or help them remember their intern
Scott, founder of Scott Resource Group, offers several considerations for
assessing the reliability and applicability of commissioned and fee-based
Scott, founder of Scott Resource Group, offers two suggestions for evaluating
the reliability of public domain data.
How long do employers give interns to
decide whether to accept an offer of a full-time position? Employers want to
give soon-to-be graduates plenty of time to make their decision.
it comes to working with colleges and universities, URR functions should develop
and nurture relationships that are strong and sustainable.
Morial of the National Urban League details several foundational steps
organizations can take to give their diversity efforts a better opportunity to
Formal URR at Equifax began a little more than three years ago. As it grows, the URR function taps into the energy of its employees for assistance.
Recent research examines the factors contributing to employers’ decisions to conduct most of their college interviews during the fall semester.
When it comes to campus recruitment channels, traditional “high-touch” strategies are deemed most productive among employers satisfied with their campus results.
Baxter Healthcare’s Intern Project Expo allows interns to articulate their experiences, and gives the company a true sense of its interns’ skill sets.
To get the most out of your case interviews, ensure that students are prepared for this format, which differs markedly from behavioral interviews.
Quicken Loans has found it helpful to think of building an internship program similar to constructing something we all can relate to—an ice cream sundae.
Effective information sessions allow students to relate to the speaker and provide key information college students are seeking from a company employee.
Kellogg’s intern conversion rates have been steadily increasing since the launch of its summer internship program in 2012.
Jeff Brzozowski and Suzanne Helbig created a resource for recruiting organizations and colleges to use together to help improve recruiting outcomes.
It is important for organizations to consider both their internal and external efforts to optimize their diversity recruitment and retention efforts.
For nearly 10 years, Cerner's campus recruiting team has hosted its annual Corporate Showcase to strengthen existing and establish new ties on campus.
During a recent conference call among NACE Community members, employers discussed issues, solutions, and best practices in their internship programs.
Eight best practices provide a foundation for organizations that are focused on recruiting and hiring new college graduates.
KPMG’s formal referral program enables partners to refer college students to the firm and has helped alleviate the burden on its campus recruiting team.
When it comes to employer interactions with student candidates, Kayla Woitkowski and Anna Prorock of SAS say that the “Golden Rule definitely applies.”
How can recruiters stand out at a crowded career fair to make strong initial connections with students? Start by asking questions and listening.
Rural Sourcing Inc.’s “Interview Day” program saved 240 employee hours without compromising the quality of the firm’s interview process.
When it comes to developing URR strategy, Mark Woodrum, university recruiting leader for Cloudera, encourages organizations to drill deeper than general data.
The key components that contribute to developing a quick, efficient, and effective hiring process for top talent include a blend of approaches—high tech with an eye focused on the candidate experience.
How can your organization overcome the gender pay gap and promote equal pay? It’s important first to understand the reasons that this gap exists.
Depending on one’s position and responsibilities, unconscious biases can permeate the culture and operations of the organization. The first step toward neutralizing or eliminating unconscious biases is bringing them out into the light.
Identifying schools to target for recruitment is critical to the overall success of your recruiting effort. Approach school selection strategically and base your decisions on a foundation of solid data.
With many challenges to their budgets—including travel costs for recruiters and candidates, donations to schools to boost brand awareness, and the implementation of new technology—how can URR programs leverage limited resources to maximize their reach and effectiveness?
When students visit your organization’s career website, they are most likely looking for information about current openings and salaries/compensation and not for employee comments about the organization and internship opportunities, according to NACE’s Class of 2015 Student Survey.
To be persuasive when asking for approval from upper management to fill your URR needs, you need to build your case on a foundation of solid data that provides flexibility.
With focus and effort, Walgreen’s was able to surpass the new federal regulations that encourage federal contractors to achieve a goal of 7 percent representation of employees with disabilities.
Following are eight best practices to use in your career fair planning.
Average percent of eligible interns converted to FTE
2022 Internship & Co-op Survey Report
Percent of interns who are female versus percent of student population that is female
2022 Internship & Co-op Survey Report
Mean hourly rate for bachelor’s-level interns
2022 Guide to Compensation for Interns and Co-ops
Average number of full-time recruiters per recruiting department
2021 Recruiting Benchmarks Survey Report
Percentage of employers who screen candidates by GPA
Job Outlook 2022 Spring Update