Applying for jobs used to be a numbers game.
Send out 100 resumes, get 5 interviews, convert 1.
By 2026, the sheer volume of AI-generated resumes has made online portals feel like a black hole for both students and recruiters alike. When a hiring manager has 10,000 applicants for one entry-level role, they can’t possibly filter through all of them–even with the help of AI tools. As a result, companies have begun returning to campuses as a way to narrow the funnel, screen for soft skills and “culture fit,” and combat application fraud.
It’s not exactly like the old days, however; recruiting has actually become more targeted:
- “Core School” Focus: Rather than visiting 50 schools briefly, companies are going deep with 5–10 “core schools.” They are embedding themselves in specific departments, sponsoring student projects, and showing up for “mini-sessions” rather than just generic career fairs.
- Skills over GPA: According to recent NACE (National Association of Colleges and Employers) data, only about 42% of employers are still using GPA as a primary screen. Instead, they’re coming to campus to look for demonstrable skills and internship experiences.
- Hybrid Cycles: Even if the first meeting is on campus, the rest of the process is often virtual. Recruiters use the campus visit to “tag” top talent in their system so those applications don’t get lost in the general online pile.
What does this recent trend mean for young people? Colleges still play a critical role when it comes to workforce recruiting, so it is important to weigh this during the college selection process. In addition, students must proactively network and build real-world experiences while in school, whether through extra-curricular leadership roles, volunteer work, research/lab work, “internship for credit” programs, and the like. Per my previous post, getting good grades alone is not enough.
At NextGen Advising, we’re counseling clients to do the following:
- If they are interested in marketing, for example, they shouldn’t just list their coursework. They should run a small, $500 digital ad campaign for a local small business and document the ROI.
- If they are in computer science, they shouldn’t just link to their senior project. They should contribute to public, open-source software projects where real developers can vouch for their collaboration skills.
- If they want to be a data analyst, they should download a public dataset, build an interactive dashboard, and publish the insights on LinkedIn.
- If they are interested in finance, they should help manage the budget for a local non-profit or an on-campus club.
- And so on…
Basically showing, not telling.
As entry-level hiring shrinks, employers are no longer hiring for “potential.” They want proof.
