The National Association of Colleges and Employers (NACE) polled its career services members in spring 2023 about their use of AI in their work and in their work with students.
Uncertainty surrounds the use of artificial intelligence among university relations and recruiting professionals and, to a lesser extent, among career services practitioners.
Among respondents to a recent NACE quick poll, more than half of the association’s employer members and more than two-thirds of its college members reported experiencing burnout.
Employers overwhelmingly believe hosting internships is the recruiting strategy that yields the highest return on investment leading to entry-level hires.
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.
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.
Although the large majority of career centers conduct first-destination surveys, what they do—or don’t do with the results—has implications for the progress of DEI efforts.
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.
Over the last two years, the nature of employment has shifted, and college career services may need to adjust to more closely align with these changes.
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.
To address and better understand racial injustice and the needs of historically marginalized groups, career centers are providing more professional development for their staff.
While the COVID-19 pandemic caused many adjustments to the ways career services offices operate, they did not make substantial changes to their employer relations strategy.
College career services offices have changed the ways they engage employers and students from historically marginalized groups during the COVID-19 pandemic.
Research shows a greater number of career services units are moving away from their traditional homes in student affairs divisions; this article explores the root causes behind the trend and uses the University of California, Irvine to illustrate what this shift might mean for universities exploring career services realignments on their campuses.
Most career services offices plan to hold both in-person and virtual career fairs this fall, but many employers expect to hold their own virtual events.
Qualitative research conducted with 12 markedly different colleges and universities identifies the factors that led to the elevation of the career services operation.
It’s not surprising that fees for in-person career fairs were down sharply in 2020-21 compared to 2019-20, but the charges for hybrid fairs jumped for some employers.
Research illustrates the hit that career center budgets took during the pandemic, as more than one-third of career centers reported cuts to their personnel budgets.
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.
Last spring, career services offices were asked about the main ways in which they were engaging students, as nearly all contact had become virtual. In addition to email, phone calls were a popular tool.
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.
NACE research shows just how dramatically career centers have increased their ability to serve students online during the COVID-19 pandemic.
The guarded optimism of early June has faded into the reality that the COVID-19 pandemic has had a significant impact on college enrollments for the fall.
There is very little differentiation in the average salaries for each of the career services positions until one gets to the management level.
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.
NACE quick polls, launched in March 2020, tracked members’ response to the coronavirus pandemic and revealed the evolution of members’ strategy and tactics.
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.
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 career services offices.
NACE’s environmental scan for 2022-23 incorporates insights and data to inform strategic thinking and planning.
Career centers are being housed less frequently in student affairs, more frequently in other divisions, and increasingly in various parts of the institution.
Career fairs are one of the most frequently provided services by college career centers, as 91.7 percent reported hosting at least one career fair in 2017-18.
When it comes to working with multiple generations, one of the biggest mistakes career centers make is thinking that this generation is vastly different from others.
A study conducted at Ohio University shows the power and potential of machine learning to predict and influence employment at graduation.
The more often bachelor’s-level students visited career services, the more likely they were to do so online.
What does the future hold for the profession? This looks at the implications raised at the “Future of We” session, held at the 2018 NACE Conference.
NACE members discussed the “Future of We” at a special session at the NACE 2018 Conference & Expo in New Orleans. The presentations, scripts, and other materials are provided.
A significant percentage of career centers have implemented employer partnership programs, and the trend is for more schools to add these programs.
Centralized remains far and away the most common career services office structure, even with the introduction of the hybrid structure as an option.
Data analytics are viewed as important skills, and the vast majority of institutions already have courses in place to teach these skills.
The average salaries and years of experience for career center directors and associate directors were highest among all career services positions.
NACE looks at five trends and how they may play out by 2021. NACE polled members about megatrends affecting the field, then continued the conversation at the NACE 2016 Conference & Expo, with Millennial guru Lindsey Pollak facilitating.
NACE Poll: Technology (Career Services)
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.
Arlene Kaukus, director of career services at the University at Buffalo, believes that by 2021 career services will have to shift its approach to account for changes in the marketplace in order to meet its goal of preparing students for success in the workplace.
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.
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 second poll asked members about their predictions regarding the operational challenges they anticipate facing in 2021.
When they are considering new college graduates for jobs, employers look for leadership, teamwork, communication, and problem-solving skills, and a strong work ethic.
The current drive to better understand and anticipate the future of career services may be distinctive in that it is influenced by certain environmental factors that threaten a potential sea change in higher education.
Given the increased attention to career outcomes from both government and university administrations, one would expect a significant commitment on the part of the university to the career services office. This commitment could be measured in terms of critical resources expressed as either added dollars or increased personnel to handle the increasing difficulty of counseling students to succeed in a depressed job market. Using data from two installments of NACE’s annual Career Services Benchmark Survey for Colleges and Universities (2007 and 2014), this article examines the strength of that commitment.
Percent of institutions that offer stipends for low- or underpaid internships
Percent of institutions that collect demographic usage data
Percent of institutions that have implemented career readiness competencies institution-wide
Percent of career centers experiencing a change in reporting structure over the past year
2022-23 Career Services Benchmarks Report