| Could Video Interviewing Transform College Recruiting? |
| RMS has streamlined its recruiting process by incorporating video interviewing. |
| Employer Nondiscrimination Policy Statement |
| This Employer Nondiscrimination Policy Statement can be used by NACE members to indicate that they are committed to providing equal employment opportunity for all persons regardless of race, color, religion, sex, age, national origin, citizenship status (as defined under the Immigration Reform and Control Act), disability, or veterans status. |
| Applying the Golden Rule to Recruitment Effectiveness |
| What characteristics should a recruiter possess to be successful? Studies show that recruiter personableness, informativeness, and competence should be considered by the recruiting organizations that are truly interested in increasing the attraction of talent to their organizations. |
| Building a Successful University Relations Program on a Dime |
| 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. |
| Recruiter Development: Learning, Experiences, Coaching |
| Learn how one firm is developing and nurturing its recruiters by offering professional development opportunities through a variety of methods and venues. |
| Recruiting Budgets: By Company Size, Region |
| The overall average recruiting budget for a URR operation in 2016 was $562,642, an increase of nearly 6 percent over last year. |
| Recruiting Budgets: Travel, Office Costs Net Most Funds |
| In terms of URR budget allocation, the majority of funds were slotted for recruiting trips, office overhead, and internship/co-op programs. |
| The Heart of Recruiting: A New Understanding of Motivation |
| Humans have a basic need for three things: autonomy, competence, and relatedness. When these needs are fulfilled among your employees, your company will see of motivation, performance, persistence, and creativity. When any of these needs are hindered, your company will experience the opposite effect. |
| Are You Offering the Benefits That Candidates Want? |
| If your organization provides dental insurance and a company-matched 401(k) plan, it’s offering the benefits new hires are seeking most. |
| Employers Reveal Selection Criteria for Target Schools |
| What attributes do employers find important when selecting target school? They rated majors offered and quality of programs as “extremely important.” |
| Sample Employer Reference Letter |
| A sample employer reference letter that may be printed and personalized to suit NACE member needs. |
| Advisory Opinion: Rescinded and Deferred Employment Offers |
| Rescinding a job offer or acceptance is unfortunate and should only happen in rare instances. This advisory from the NACE Principles Committee considers the relevant ethical issues. |
| Authentic Leadership Hinges on Listening |
| Authentic leadership requires a willingness to listen, plus trust, grit, and flexibility. The outcome: greater productivity and job satisfaction among staff. |
| Case Study: Confidentiality of Student Counseling |
| This case study discusses the role of the career center when a student’s identifiable demographics are shared by staff via email with others outside the university. |
| Case Study: Discussing Students by Email |
| This case study discusses ethical considerations when career services professionals seek opinions and feedback of other career services staff on challenging student situations. |
| Case Study: When Employers Seek Connections With Students From Diverse Identity and Affinity Groups |
| This case study discusses ethical considerations when a career center an employer seeks to connect with specific student populations through the career center in order to enhance diversity recruitment efforts. |
| Case Study: Should Career Services Select Students for Employers? |
| A career center is asked to select students for an employer to interview. |
| Case Study: Career Services for Diverse Identity and Affinity Groups |
| This case study discusses ethical considerations when a career center seeks to attract students from diverse identity and affinity groups to engage with its services. |
| Case Study: When a Student Reneges on a Job Acceptance |
| This case study examines the ethical issues involved in reneging on a job acceptance. |
| Case Study: When an Employer Rescinds a Job Offer |
| This case study describes the role of the career center when a student’s job offer is rescinded right before graduation. |
| Case Study: When Faculty Refer and Rank Students for Employers |
| This case study looks at how career center staff can address the ethical issues involved when faculty refer and rank students for employers. |
| Advisory Opinion: Requiring Logins, Passwords Violates NACE Principles for Ethical Professional Practice |
| Employers should not require a candidate’s social media account logins or passwords; it violates NACE’s ethical principles. |
| Advisory Opinion: Setting Reasonable Deadlines for Job Offers |
| The timing of job offers and acceptances is market-driven. NACE encourages employers to set reasonable deadlines that work for their organizations and students. |
| URR Paid Holidays and Vacation Time |
| While the average number of paid holidays for employees in URR functions is fairly consistent, the average number of vacation days ranges more widely. |
| Being a Successful Mentee: A Guide for Career Services and URR Professionals |
| “Being a Successful Mentee,” by Diane Safer, Yeshiva College, provides guidance on how to get the most out of relationships with mentors. |
| Diversity and Inclusion Self-Assessment |
| The Diversity and Inclusion Self-Assessment is a tool that can be used to gauge current status and progress toward diversity and inclusion goals. |
| FAQ: Principles for Ethical Professional Practice |
| Get answers to frequently asked questions about the revised NACE Principles. |
| Principles for Ethical Professional Practice |
| NACE’s Principles provide everyone involved in the career development and employment process with an enduring ethical framework on which to base their operations and interactions. |
| Directors’ Salaries, Raises Tops Among Recruiting Staff |
| With an annual average salary of nearly $110,000, directors are the highest paid core position involved in college recruiting at employer organizations. |
| URR Bonuses Based on Company, Individual Performance |
| Bonuses for positions involved in college recruiting were determined mostly by company-wide and individual performance measures, not by departmental ones. |
| Recruitment Toolkit Worksheet |
| 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. |
| Majority of URR Departments a Component of HR |
| More than 70 percent of employers identified their university relations and recruiting (URR) department as a component of human resources. |
| Advisory Opinion: Working With International Students |
| This advisory opinion from the NACE Principles Committee addresses concerns many career centers have in working with international students who are limited by work authorization restrictions. |
| Case Study: Student Activism and Employer Access |
| A senior university official requires the career center to bar a specific employer from on-campus recruiting events due to possible protests. |
| Case Study: Employer Access and Partnerships |
| An employer has a partnership arrangement with a career center and wants special access to diverse students. How does the career center balance its relationship with the employer and its responsibilities to students? |
| Inclusive Excellence: Materials From the NACE19 Session |
| At NACE19, attendees took part in “Inclusive Excellence,” a mega-session led by Alma Clayton-Pedersen and dedicated to diversity, equity, and inclusion (DEI). Some of the materials from that session are provided here. |
| Data Reporting Tells the Story for Recruiting 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. |
| One-Third of URR Functions Are Under HR in a Hybrid System |
| One-third of employer URR departments operate as a component of human resources in a hybrid system. |