The average hourly wage for 2020-21 bachelor’s level interns and co-ops was identical at $20.82 as both salaries continue an ascent seen in recent years.
On average, there were 8.5 full-time recruiters per recruiting department within an organization, with each responsible for an average of 187.9 candidates.
The percentage of employers that use GPA screening as a method of choosing job candidates has dipped nearly 3% since the fall and has reached an all-time low.
Regardless of how employers ran their programs in summer 2021, the hybrid model is their favored modality for their 2021-22 internships.
Employers expect to boost their intern hiring by 22.6% for the 2021-22 academic year, while their hiring of co-ops is up 1.1% this year.
Cycle times during the recruiting process—from interview to offer and from offer to acceptance—have remained steady in recent years.
After declines in offer and acceptance rates in recent years, both increased for Class of 2020 new college graduates.
The increase in formal diversity recruiting efforts reported continues the growth—and recovery—in this area over the last decade.
In this look forward, Shawn VanDerziel, executive director of the National Association of Colleges and Employers, addresses disruptions to our professional lives and the opportunities these present for redefining how college career services and employment professionals operate.
GPA—once widely used to identify potential candidates for jobs—is now used by fewer than half of employers, according to the results of the Job Outlook 2022 survey conducted by the National Association of Colleges and Employers.
URR functions and career services operations have received increased funding and resources to address racial injustice and the needs of historically marginalized groups, just at different paces.
While many schools have seen fewer students attend both virtual and in-person career fairs, schools must consider other options to foster employer-student relationships.
Technology has a place in that future, but whether the tools we use truly promote good or reinforce a damaging status quo depends on the choices we make now.
Many employers that shifted their internship programs to virtual during the pandemic plan to make virtual assignments part of their internship programs in the future.
After the pandemic forced major changes to recruitment and talent acquisition, the question of what changes were temporary and which are here to stay remains.
In response to the ongoing COVID19 pandemic, employers are most commonly offering a hybrid internship program this summer.
This fall, the majority of employers will be hosting their own virtual recruiting events, such as Zoom sessions, virtual tours, and virtual career fairs.
NACE is polling employers and career services professionals on their plans for fall 2021 in light of the pandemic and greater opportunity to return to in-person interactions. The polls run July 27 through August 20, 2021, and results are offered in real time.
One of the benefits of employers converting their interns to full-time hires is evident in employee retention rates.
More than 40% of employers will offer a hybrid internship program this summer, and approximately 45% prefer and expect to attend both in-person and virtual career fairs this fall.
More than 40% of employers are planning to hold a hybrid internship program this summer. Also, the highest percentage prefer to attend both in-person and virtual career fairs.
The average conversion rate for interns climbed nearly 20%, fueled by a substantial increase in the average offer rate, according to results of NACE’s 2021 Internship & Co-op Survey Report.
NACE is polling employer members and nonmembers about their plans for their summer internship programs and fall 2021 recruiting. The poll, which runs April 6 – April 30, 2021, looks at internship format, e.g., in person, virtual, hybrid.
The percentages of career centers offering virtual career fairs and employers taking part in them has climbed steeply this fall.
From March through June 2020, NACE conducted a series of monthly quick polls among its members to gauge how their operations and plans—including job offers and plans for summer internships—were affected by the coronavirus pandemic. This report compiles poll results.
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.
NACE is conducting a quick poll of its college and employer members October 19, 2020, through late November; the poll focuses on how career fairs—long a mainstay of fall recruiting—fared in the virtual environment for students, career services, and employers, and also looks at member mobility.
Larger companies are more likely to recruit virtually during the 2020-21 academic year, according to a forthcoming report from NACE.
Throughout the spring, the URR functions of employers in the transportation industry were particularly hard hit by the coronavirus pandemic.
The number of employers that have revoked the offers for full-time jobs they made to Class of 2020 college graduates appears to have peaked for the time being.
Although a relatively small percentage of employers have revoked the offers for full-time jobs they made to Class of 2020 college graduates, the number continues to grow.
NACE quick polls, launched in March 2020, tracked members’ response to the coronavirus pandemic and revealed the evolution of members’ strategy and tactics.
As NACE has seen play out throughout May, employers are delaying making decisions until they have more information about the fall plans of their college counterparts.
NACE’s Coronavirus Quick Poll reveals the ways employers and colleges are responding to the effects of the coronavirus pandemic on their operations and fall plans.
NACE’s April Quick Poll found that just 4.4 percent of employers are revoking their offers to the new college graduates they recruited for full-time positions.
While employers are seemingly more optimistic that they can maintain most of their plans for the fall and next academic year, colleges are more uncertain.
While employers engaged in college recruiting had taken a cautious approach to their programs during the early stages of the coronavirus pandemic, there are now indications of significant shifts.
The NACE Research Department provides analysis of the data gathered from its quick polls to show how responses to the coronavirus pandemic are changing for URR functions.
NACE is polling its members regarding their response to the coronavirus (COVID-19).
When employers have two equally qualified candidates, they tend to choose the candidate with internship experience.
NACE’s environmental scan for 2021-22 incorporates insights and data to inform strategic thinking and planning.
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.
More than 30 percent of employers plan to hire international students from the Class of 2020, signaling a continued rebound from the 2018 recruiting year.
Converting interns to full-time employees is a topic of great concern to recruiters and their organizations. Research points to aspects of the internship that drive conversion.
In general, a higher applicant-to-hire ratio reflects the general interest in an organization’s opportunities; however, a low ratio may indicate a better efficiency for applicant conversion.
Employers plan to conduct nearly one-third of their college recruiting this spring, which is the highest percentage since 2015.
Employers view the overall college job market this year as “very good,” although there is some movement in the perceptions.
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.
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.
Why do post-graduation employment outcomes differ across universities, even among those of similar selectivity? Russell Weinstein, University of Illinois, explored this and related questions in forthcoming research focused on campus to company proximity. Here, he shares highlights from that research.
One-third of employers this year plan to reassess their college hiring needs on a quarterly basis, according to results of NACE’s Job Outlook 2020 survey.
The tenure of college recruiters appears to have increased considerably since 2016, according to NACE’s 2018 Recruiting Compensation Benchmarks Report.
When it comes to cost-per-hire, the average amount is dependent on the way employers calculate their budgets.
While the overall average recruiting budget for the 2016-17 recruiting year was $491,303, the way employers reported their numbers had an impact on the budget data.
The average number of full-time URR staff members that organizations employ decreased to 13.5 from 14.3 last year.
The recruiting methods for interns and co-ops that employers use the most and find the most useful go hand in hand.
Business schools are seeing a stable recruiting market from M.B.A. and master’s programs compared with the same time period last fall.
Planned social activities and paid holidays top the list of the benefits employers most commonly offer to their interns and co-ops.
On-campus recruiting methods and services offered by the career center are prominent techniques that employers use to recruit their interns and co-ops.
Industry hiring plans provide more evidence of the strength of the current college job market.
Employers are preparing for a robust recruiting season this fall, which is in line with results of recent research that highlight the growing focus on fall recruiting.
Employers amended their fall 2018 hiring projections and now to increase hiring of new college graduates by nearly 11 percent, according to NACE’s Job Outlook 2019 Spring Update.
Both the job offer and acceptance rates for college graduates fell in 2018, which could be attributed to the unemployment rate or to other factors.
This spring, you are most likely to see
employers in miscellaneous professional services and chemical manufacturers
recruiting on campus.
When it comes to elements of their college
recruiting programs, employers are most concerned with their early
identification of candidates.
the prevailing narrative, recent research underscores the relative
ineffectiveness of social media as a college recruiting tool.
Fifty-eight percent of employers responding to NACE’s 2018 Internship & Co-op Survey offered interns relocation assistance.
The use of social media as a recruiting tool increased significantly as nearly 80 percent of employers reported that they use social media in their recruiting efforts.
When considering target schools for recruiting, employers rated majors offered and recruiting experience as the most important criteria.
URR professionals see the lack of competitive compensation as the biggest deterrent to effectively recruiting talent in data analytics and cybersecurity.
While, for the most part, benchmarks associated with the hiring process have remained steady, there has been a continued decline in acceptance rate.
Is there really a skills gap? Employer-based assessments say yes, but the data that should support this idea suggest otherwise.
We hear a lot about predictive analytics—or “big data” analytics—but how prevalent is its use among employers in their college recruiting function?
Career services practitioners offer trends and predictions around STEM recruiting.
The NACE Center and BHEF conducted research into two skills likely to be important in the future economy: data analytics and cybersecurity skills.
There is little change in when employers will reassess their hiring needs, which may mean their current schedules are working or the job market is stable.
While the percentage of employers with a formal diversity recruiting effort has fluctuated since 2008, that percentage dropped significantly this year.
Insurance coverage and company-matched 401(k) plans are nearly universal benefits offered by employers to employees involved in college recruiting.
Compensation for recruiting positions is higher in the information and nonprofit/government sectors and in the West than it is in other industries and regions.
A new report from NACE details average salaries and more for core positions involved in college recruiting at employer organizations.
Employer use of video interviewing jumped nearly 25 percent since last year, making it the primary catalyst for the decline in on-campus interviewing.
Employers plan to use more technology as a recruiting tool. However, this growing focus on technology may affect other traditional recruitment methods.
Employers prefer to recruit college students on campus during the fall, according to NACE’s Job Outlook 2017 report.
We no longer can just identify differences between generations, but we now can identify differences within generations as well.
There is a gender gap in both degrees conferred and in starting salary offers in the engineering and computer sciences fields. In particular, participation by women in computer sciences has been decreasing since the 1980s, and those that are earning computer science degrees receive an average starting salary offer that is 22 percent less than that offered to their male counterparts.
NACE Poll: Technology (Employers)
During its 60th anniversary year, NACE is honoring its service to the profession, in part, by asking its members to look forward to the year 2021 and help model a vision of the future through polls posted on NACEWeb. The third poll asked members about their predictions for how employers and students will most often make their initial connections in 2021.
NACE Poll: Student Values
Matt Meltzer, founder and CEO of Sage Corps, believes that by 2021, universities will award course credit for substantive internships as experiential learning will receive the academic recognition and value it deserves. This shift, he says, is already occurring.
Diversity recruiting continues to be a core element of overall college recruiting programs, as 70.9 percent of employers responding to NACE’s 2015 Recruiting Benchmarks Survey report having a formal diversity recruiting program.
NACE 60th Anniversary Predictions: Connecting With Students
NACE analyzes the Fortune 1000 CEOs’ backgrounds and aggregated data to determine if having a college degree guarantees success in business. Those interested are encouraged to create detailed, longitudinal profiles of CEOs’ education and professional experiences to possibly provide a more comprehensive understanding of how education, experience, and personality can affect the corporate futures of college graduates.
The Collegiate Learning Assessment Plus (CLA+) is an assessment test used in the hiring of college graduates. Standardized tests (assessments of competency) are better indicators of an individual’s content knowledge and capacity to process information than the individual’s record of achievement in the classroom. Nearly 200 American universities poised to administer the test to their graduating seniors next spring, there is some indication that even the higher education community is seeking a better way to measure learning outcomes than the traditional reliance on completed course work.
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