National Association of Colleges and Employers

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National Association of Colleges and Employers

• Career Services and Recruitment from the NACE
  Perspective
• Dr. Ralph Brigham, NACE President
• NMCCEE
• September 28, 2007

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Agenda

• About NACE
• 2007-2008 NACE Priorities
• College Recruiting 2006-2007
• Looking Ahead2007-2008 Beyond
• Best Practices

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About NACE
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NACE Strategic Goals

• Mission To facilitate the employment of the
  college educated.
• NACE will be used by colleges and employers as an
  essential connection to support the transition of
  college students into the workplace.
• NACE will be acknowledged as the foremost
  resource related to the college student/graduate
  employment market.

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NACEBranding Recruiting Tools

• Job Choices
• www.nacelink.com
• www.jobweb.com

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NACEResearch Reports

• Other Survey Reports
• College Recruiting Benchmark Survey
• Graduating Student Survey
• Experiential Survey
• Future Trends

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NACEE-Information

• www.naceweb.org
• Online Membership Directory
• Communities
• Resources
• Market Trends (monthly)
• Spotlight Online (biweekly)

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NACEEducational Tools

• Employer Roundtables
• Web Seminars
• Executive Leadership Program
• Custom Training

• Annual Conference
• May 27-30, 2008

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NACEPublications

• NACE Journal
• Building a Premier Internship Program
• Guide to Diversity Recruiting
• NACEs Guide to Interviewing College Students
• Employers Guide to College Recruiting and Hiring

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NACE 2007-2008 Priorities

• Address future issues and trends of the
  profession.
• Strengthen education and training programs.
• Address current issues related to accountability
  and assessment, compensation trends, and
  professional communities.

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NACE 2007-2008 Priorities

• Increase inclusiveness by encouraging a more
  diverse composition of members.
• Strengthen NACEs role internationally.
• Strengthen NACEs development of leaders and the
  talent pipeline.

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College Recruiting 2006-2007
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College Recruiting 2006-2007

• Employers exceeded Fall hiring projections.
• Hiring up nearly 20 percent from 2005-2006.
• Reasons
• Business growth and expansion
• Increased emphasis on college hiring
• Source NACE Job Outlook Spring Update

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College Recruiting 2006-2007
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College Recruiting 2006-2007
Top 10 Degrees in Demand

• Accounting
• Business Admin./Mgmt.
• Computer Science
• Electrical Engr.
• Mechanical Engr.

• Information Sci.
• Marketing
• Computer Engr.
• Civil Engr.
• Economics/Finance
• Source NACE Job Outlook 2007

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College Recruiting 2006-2007
Top Candidate Qualities Sought

• Communications skills
• Honesty/integrity
• Interpersonal skills
• Motivation
• Strong work ethic

• Teamwork skills
• Computer skills
• Analytical skills
• Flexibility
• Detail-oriented
• Source NACE Job Outlook 2007

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College Recruiting 2006-2007
Top Benefits Offered

• Medical insurance
• Life insurance
• Dental insurance
• 401(k) retirement plan

• Annual salary increases
• EAP
• Tuition reimbursement
• Casual dress policy
• Source NACE Job Outlook 2007

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Looking Ahead2008 and Beyond
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Looking Ahead2008 and Beyond

• Employer Hiring Expectations for Fall 2007

Source NACE Job Outlook Spring Update
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Looking Ahead2008 and Beyond

• College career centers expect 2007-2008 to be
  another strong year for recruiting college
  graduates.
• Source NACE Salary Survey Participating School
  Survey

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Looking Ahead2008 and Beyond

• Offers are expected to be made earlier in the
  2007-2008 year.
• Source NACE Salary Survey Participating School
  Survey

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Looking Ahead2008 and Beyond

• Job Characteristics Important to Applicants
• 1. Interesting work
• 2. Good benefits
• 3. Job security
• 4. Chance for promotion
• 5. Opportunity to learn new skills

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Looking Ahead2008 and Beyond

• 6. Geographic location
• 7. Annual vacations
• 8. High income
• 9. Flexibility in work hours
• 10. Regular hours
• 11. Able to work independently
• Dr. Georgia Chao, Michigan St. U.

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Looking Ahead2008 and Beyond

• Through the Looking Glass The Future of
  College Recruiting
• NACE, 2007

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Looking Ahead2008 and Beyond

• In the future, more and more employer-related
  activities which were typically performed in a
  schools career center will be accomplished via
  the Interneton-line interviews, Internet-based
  assessments, career fairs, virtual seminars. I
  believe college career centers, as we know them
  today, will become totally Internet-based service
  providers.
• Source Bill Warren, NACEs Through the Looking
  Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• Well before 2017 the traditional role of the
  Career Services Dept. on campus changed. With
  the declining stream of talent from 2007-2013,
  companies have done all they can to affect direct
  relationships with students. Tomorrow the
  college recruiter may never have to come to the
  campus placement office since they have been in
  the dorm room for the last four years.
• Source Hank Stringer, NACEs Through the Looking
  Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• An efficient electronic evaluation system will
  now be in full swing, sparking a highly
  competitive and lucrative job market. Think NFL
  draft with the most promising talent going to
  the organizations with the deepest pockets and
  the greatest potential. Employers will even
  start to negotiate with the career placement
  offices of the most prestigious universities for
  the honor of making campus visits.
• Source Steven Ehrlich and Gary Gracie, NACEs
  Through the Looking Glass The Future of College
  Recruiting

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Looking Ahead2008 and Beyond

• The services and processes provided by Career
  Centers will be disaggregated, distributed,
  produced and reassembled with amazing efficiency.
  If placing orders today at the fast food
  drive-through is handled by a call center
  hundreds of miles away, anything is possible 10
  years from now.
• Source Mark Greenfield, NACEs Through the
  Looking Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• The mission of career services will be to broker
  relationships by strategically preparing students
  to use social networks and communication mediums
  that will be central to the hiring process.
  Career staff will spend time on developmental
  issues, such as interests and passions, and
  reflective practice (what do experiences mean?)
  so that students will be able to define
  organizational fit for themselves.

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Looking Ahead2008 and Beyond

• Career centers will still facilitate their
  institutions branding to regional and national
  employers of prominence, but they may lose
  revenue from smaller career fairs and other fees
  collected from employers. For those centers
  heavily dependent on these revenues, the shift
  could be painful.
• Source Phil Gardner, NACEs Through the Looking
  Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• Today, one of the largest U.S. banks analyzes a
  national database of student SAT scores and
  college choices to determine the schools where
  the students they want are migrating to and use
  this data to customize their list of targeted
  schools yearly.
• Source Gerry Crispin, NACEs Through the Looking
  Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• Career Services will partner with admissions and
  alumni/development and their bonuses will, in
  part, be paid based on measured impact on
  admissions and alumni donations.
• Source Gerry Crispin, NACEs Through the Looking
  Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• The stereotyped profile of an educated career
  services counselor who has never worked outside
  the college environment will disappear.
• Source Gerry Crispin, NACEs Through the Looking
  Glass The Future of College Recruiting

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Looking Ahead2008 and Beyond

• Drivers of change
• Need for work/life balance
• Global economic environment changing
• High need for STEM
• Status of health care programs
• Benefits packages being non-traditional
• Immigration issue
• Increase in for-profit education
• Devaluation of BS degree

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Looking Ahead2008 and Beyond

• Telecommuting
• Status of Career Services
• Integration of academic advising and Career
  Services
• Career Services no longer silos
• Chief Career Placement Officer
• Employers faculty connection

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Looking Ahead2008 and Beyond

• Environmental Changes
• Increase in virtual recruitment
• Emphasis on experiential education
• Branding to 5 year olds
• Increase in abroad experiences
• Career Centers-business model
• Mobile devices for recruitment
• Pay to play

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Looking Ahead2008 and Beyond

• Recruiting Roles Changing
• Focus on high-volume schools
• Career Services global focus
• Institutional global collaboration
• Merging recruitment, onboarding, career
  development, training, retention

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Looking Ahead2008 and Beyond

• How do you envision college students/graduates
  and Career Services interacting and connecting
  with employers in the future?

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Best Practices in College Recruiting
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Best Practices in College Recruiting

• Top management support
• Continuity
• Unified vision and strategy
• Trained, personable recruiters
• Legal and ethical practices
• Experiential education programs
• Early identification programs
• Key school teams

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Best Practices in College Recruiting

• On-campus relationships, e.g. career center,
  faculty, deans, student organizations
• Development and promotion of employment brand
• Competitive offers
• Outreach to parents
• Onboarding
• Feedback and evaluation

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Questions?
Ralph Brigham, NACE President Global Director of
Campus Relations The Southwestern
Company rbrigham_at_southwestern.com 505-688-6246
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