Tag: Jobs

  • Podcast: Wales, Franchising, Graduate Jobs

    Podcast: Wales, Franchising, Graduate Jobs

    This week on the podcast we look at Wales’ emerging higher education settlement, as Universities Wales publishes its manifesto for the May 2026 Senedd elections amid polling that points to a potential Plaid-led administration.

    Plus we discuss new Office for Students’ data on subcontracted (franchised) provision showing weaker continuation, completion and progression outcomes relative to sector averages, and assess the Institute of Student Employers’ latest survey, with graduate hiring down overall but highly variable by sector amid persistently high applications per vacancy.

    With Debbie McVitty, Editor at Wonkhe, Sarah Cowan, Head of Policy (Higher Education and Research) at the British Academy, Sarah Stevens, Director of Strategy at the Russell Group and presented by Jim Dickinson, Associate Editor at Wonkhe.

    Universities Wales election manifesto

    Outcomes data for subcontracted provision

    Graduate jobs and recruitment reality

    You can subscribe to the podcast on Apple Podcasts, YouTube Music, Spotify, Acast, Amazon Music, Deezer, RadioPublic, Podchaser, Castbox, Player FM, Stitcher, TuneIn, Luminary or via your favourite app with the RSS feed.

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  • 3 Questions for Professor Mary Wright

    3 Questions for Professor Mary Wright

    Last year, Brown University announced that Mary Wright was embarking on a new adventure in early 2025.

    If you are anywhere near or around the CTL world, you likely know (or know about) Mary Wright. Her 2023 JHU Press publication, Centers for Teaching and Learning: The New Landscape in Higher Education, is a must-read for every university leader. Mary—along with Tracie Addy, Bret Eynon and Jaclyn Rivard—also has a forthcoming book with Johns Hopkins (2026), which will provide a 20-plus-year look at continuities and changes in the field of educational development.

    Therefore, it was big news earlier this year when Mary moved from her role as associate provost for teaching and learning and executive director of Sheridan Center at Brown to a new position as a professor of education scholarship at the University of Sydney. With Mary now more than six months in her new role, this was a good time to catch up with how things are going.

    Q: Tell us about your new role at the University of Sydney. What does a faculty appointment in Australia constitute in terms of teaching, research and administrative responsibilities?

    A: As in the U.S., a faculty appointment (here, called an academic appointment) varies greatly across and even within Australian institutions. In my role, I serve as a Horizon Educator, an education-focused academic role, which carries a heuristic of 70 percent time to education, 20 percent to scholarship and 10 percent to leadership or service-related activities. Like my prior 20-plus years of experience in the U.S., I am still an academic developer (called an educational developer in the U.S.), which means that education most frequently involves teaching and mentoring other academics as learners.

    I am a level-E academic, which is akin to a full professor role in the U.S. (The trajectory starts at level A, which encompasses associate lecturer and postdoctoral fellows and goes through level B [lecturer], level C [senior lecturer], level D [associate professor] and level E [professor].)

    There are many differences between U.S. and Australian higher education, but I’ll highlight two here in relation to those who work in CTLs. The first and most significant is that, in the U.S., educational developers are often positioned as professional staff. In Australia, many universities treat this work with parity to other academics. I feel that this substantially raises the credibility and value of academic development.

    Second, professional learning around teaching is a required part of many academics’ contracts, initially or for “confirmation,” and it is structured into their workloads. I first worried that this would prompt a good deal of reactance, but I have not found this to be the case. I now find this to be a more equitable system for students (and academic success), compared to the U.S.’s (primarily) voluntary approach.

    Q: Moving from Rhode Island to Australia is a big move. What is it about the University of Sydney that attracted you to the institution, and why did you make this big move at this point in your career?

    A: Three factors attracted me to the University of Sydney. First, I was attracted to what I will call their organizational honesty. The institution was very open that they were not where they wanted to be in regard to teaching and the student experience; they wanted to be a different kind of institution. They also had a very clear theory of change, mapping very much onto metaphors I write about elsewhere: requiring convening and community building (hub); support of individual career advancement (incubator); development of evidence-based practice, such as the scholarship of teaching and learning (sieve); and advancing the value of teaching and learning through recognition and reward (temple).

    Specifically, USyd was investing in over 200 new Horizon Educator positions, education-focused academics charged to be educational leaders. One part of my role is to work with this amazing group of academics to advance their own careers, as well as to realize the institution’s ambitions for enhanced teaching effectiveness. To anchor this work at a macro level, USyd also had been working very hard on developing and rolling out a new Academic Excellence Framework, which provides a clear pathway to the recognition and reward of education—in addition to other aspects of the academic role

    The University of Sydney is also making a significant investment in grants to foster the scholarship of teaching and learning, which has been a long-standing interest of mine but was often done “off the side of the desk.” My role involves working with people, programs and practices to facilitate SoTL.

    In addition to university strategy, I was attracted by the opportunity to work with Adam Bridgeman and colleagues in the university’s central teaching and learning unit. Educational Innovation has been engaged in very interesting high-level work around AI and assessment, as well as holistic professional learning to support academics, but like many CTLs, it has been stretched since COVID to advance a growing number of institutional aims. Because of my prior leadership in CTLs, I felt like I could also contribute in this space.

    Q: Pivoting from a university leadership staff role to a faculty role is appealing to many of us in the nonfaculty educator world. (Although I know you also had a faculty position at Brown). Can you share any advice for those who might want to follow in your footsteps?

    A: For some context, I started my career in the early 2000s in a professional staff role in a CTL and also occasionally adjuncted. I became a research scientist in the CTL, then moved to direct a CTL in 2016 and had an affiliate faculty position (with the staff/administrative role as primary). In 2020, I then moved to a senior administration role (again, my primary role was professional staff). So, I have worn a number of hats.

    Three factors have been helpful in transitioning across roles. First, I love to write, and while the scholarly work rarely “counted” for anything in these series of positions, I think it helped me advance to the next step. Second, it’s important to read a lot to stay current with the vast literature on teaching and learning. I think this can add value to my work with individual academics—to help them publish—as well as my work on committees, where there is often some literature to cite on the topic at hand.

    Finally, I think professional associations can be very helpful in building bridges and networks, especially for those considering an international transition. In the U.S., the POD Network was a key source of support. Now, before even applying to my current role, I subscribed to the newsletter of HERDSA (Higher Education Research and Development Society of Australasia) and I participated in one of their mentoring programs. I also serve as a co-editor of the International Journal for Academic Development, which exposed me to articles about Australian academic development, and I got some generous and wise advice from Australian and New Zealand IJAD colleagues about the job search.

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  • Judge Halts UT’s Comprehensive Ban on Student Speech

    Judge Halts UT’s Comprehensive Ban on Student Speech

    Jon Shapley/Houston Chronicle via Getty Images

    A Texas district court judge on Tuesday ordered the University of Texas system to hold off on enforcing new, sweeping limits on student expression that would prohibit any “expressive activity” protected by the First Amendment between 10 p.m. and 8 a.m. 

    “The First Amendment does not have a bedtime of 10 p.m.,” wrote U.S. district court judge David Alan Ezra in his order granting the plaintiff’s request for a preliminary injunction. “Giving administrators discretion to decide what is prohibited ‘disruptive’ speech gives the school the ability to weaponize the policy against speech it disagrees with. As an example, the Overnight Expression Ban would, by its terms, prohibit a sunrise Easter service. While the university may not find this disruptive, the story may change if it’s a Muslim or Jewish sunrise ceremony. The songs and prayer of the Muslim and Jewish ceremonies, while entirely harmless, may be considered ‘disruptive’ by some.”

    A coalition of student groups—including the student-run Retrograde Newspaper, the Fellowship of Christian University Students at the University of Texas at Dallas and the student music group Strings Attached—sued to challenge the restrictions, which, in addition to prohibiting expression overnight, also sought to ban campus public speakers, the use of drums and amplified noise during the last two weeks of the semester. The restrictive policies align with Texas Senate Bill 2972, called the Campus Protection Act, which requires public universities to adopt restrictions on student speech and expression. The bill took effect on Sept. 1. 

    “Texas’ law is so overbroad that any public university student chatting in the dorms past 10 p.m. would have been in violation,” said Adam Steinbaugh, a senior attorney at the Foundation for Individual Rights and Expression, in a press release. “We’re thankful that the court stepped in and halted a speech ban that inevitably would’ve been weaponized to censor speech that administrators disagreed with.”

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  • Students Weigh In on AI-Assisted Job Searches

    Students Weigh In on AI-Assisted Job Searches

    Employers say they want students to have experience using artificial intelligence tools, but most students in the Class of 2025 are not using such tools for the job hunt, according to a new survey.

    The study, conducted by the National Association of Colleges and Employers, included data from 1,400 recent graduates.

    Students who do use AI tools for their job search most commonly apply them to writing cover letters (65 percent), preparing for interviews (64 percent) and tailoring their résumés to specific positions (62 percent). In an Oct. 14 webinar hosted by NACE, students explained the benefits of using AI when searching for career opportunities.

    Among student job seekers who don’t employ AI, nearly 30 percent of respondents said they had ethical concerns about using the tools, and 25 percent said they lacked the expertise to apply them to their job search. An additional 16 percent worried about an employer’s reaction to AI-assisted applications, and 15 percent expressed concern about personal data collection.

    “If you listen to the media hype, it’s that everybody’s using AI and all of these students who are graduating are flooding the market with applications because of AI, et cetera,” NACE CEO Shawn Van Derziel said during the webinar. “What we’re finding in our data is that’s just not the case.”

    About one in five employers use AI in recruiting efforts, according to a separate NACE study.

    Students say: Brandon Poplar, a senior at Delaware State University studying finance and prelaw, said during the webinar that he uses AI for internship searches.

    “It has been pretty successful for me; I’ve been able to use it to tailor my résumé, which I think is almost the cliché thing to do now,” Poplar said. “Even to respond to emails from employers, it’s allowed me to go through as many applications as I can and find things that fit my niche.”

    Through his AI-assisted searches, Poplar learned he’s interested in management consulting roles and then determined how to best align his cover letters to communicate that to an employer.

    Morgan Miles, a senior at Spelman College majoring in economics, said she used a large language model to create a résumé that fits an insurance role, despite not having experience in the insurance industry. “I ended up actually getting a full-time offer,” Miles said.

    She prefers to use an AI-powered chatbot rather than engage with career center staff because it’s convenient and provides her with a visual checklist of her next steps, she said, whether that’s prepping for interview questions or figuring out what skills she needs to add to application materials.

    Panelists at the webinar didn’t think using ChatGPT was “cheating” the system but rather required human creativity and input. “It can be a tool to align with your values and what you’re marketing to the employers and still being yourself,” said Dandrea Oestricher, a recent graduate of the City College of New York.

    Maria Wroblewska, a junior at the University of California, Irvine, where she works as a career center intern, said she was shocked by how few students said they use AI. “I use it pretty much every time I search for a job,” to investigate the company, past internship offerings and application deadlines, she said.

    Other student trends: NACE leaders also shared results from the organization’s 2025 Student Survey, which included responses from 13,000 students across the U.S.

    The job market continues to present challenges for students, with the average senior submitting 30 job applications before landing a role, according to the survey. In recent years that number has skyrocketed, said Josh Kahn, associate director of research and public policy at NACE. “It was about 16 or 17, if I remember correctly, two years ago. That is quite large growth in just two years,” he said during the webinar.

    Students who met with an employer representative or attended a job fair were more likely to apply for additional jobs, but they were also more likely to report that the role they were hired in is related to their major program.

    Students who used an AI search engine (approximately 15 percent of all respondents) were more likely to apply for jobs—averaging about 60 applications—and less likely to say the job they landed matched their major. “That was a little surprising,” Kahn said. “It does line up anecdotally with what we’re hearing about AI’s impact on the number of applications that employers are receiving.”

    Two in five students said they’d heard the term “skills-based hiring” and understood what it meant, while one-third had never heard the term and one-quarter weren’t sure.

    Student panelists at the webinar said they experienced skills-based hiring practices during their internship applications, when employers would instruct them to complete a work exercise to demonstrate technical skills.

    NACE’s survey respondents completed 1.26 internships on average and received 0.78 job offers. A majority of internships took place in person (79 percent) or in a hybrid format (16 percent). Almost two-thirds of interns were paid (62 percent), which is the highest rate NACE has seen in the past seven years, Kahn said. Seven in 10 students said they did not receive a job offer from their internship employer.

    Do you have a career-focused intervention that might help others promote student success? Tell us about it.

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  • Trump’s Latest Layoffs Gut the Office of Postsecondary Ed

    Trump’s Latest Layoffs Gut the Office of Postsecondary Ed

    Photo illustration by Justin Morrison/Inside Higher Ed | Tierney L. Cross/Getty Images | Matveev_Aleksandr/iStock/Getty Images

    Education Secretary Linda McMahon has essentially gutted the postsecondary student services division of her department, leaving TRIO grant recipients and leaders of other college preparation programs with no one to turn to.

    Prior to the latest round of layoffs, executed on Friday and now paused by a federal judge, the Student Services division in the Office of Postsecondary Education had about 40 staffers, one former OPE employee told Inside Higher Ed. Now, he and others say it’s down to just two or three.

    The consequence, college-access advocates say, is that institutions might not be able to offer the same level of support to thousands of low-income and first-generation prospective students.

    “It’s enormously disruptive to the students who are reliant on these services to answer questions and get the information they need about college enrollment and financial aid as they apply and student supports once they enroll,” said Antoinette Flores, a former department official during the Biden administration who now works at New America, a left-leaning think tank. “This [reduction in force] puts all of those services at stake.”

    The layoffs are another blow to the federal TRIO programs, which help underrepresented and low-income students get to and through college. President Trump unsuccessfully proposed defunding the programs earlier this year, and the administration has canceled dozens of TRIO grants. Now, those that did get funding likely will have a difficult time connecting with the department for guidance.

    In a statement Wednesday, McMahon described the government shutdown and the RIF as an opportunity for agencies to “evaluate what federal responsibilities are truly critical for the American people.”

    “Two weeks in, millions of American students are still going to school, teachers are getting paid and schools are operating as normal. It confirms what the president has said: the federal Department of Education is unnecessary,” she wrote on social media.

    This is the second round of layoffs at the Education Department since Trump took office. The first, which took place in March, slashed the department’s staff nearly in half, from about 4,200 to just over 2,400, affecting almost every realm of the agency, including Student Services and the Office of Federal Student Aid.

    Nearly 500 employees lost their jobs in this most recent round, which the administration blamed on the government shutdown that began Oct. 1. No employees in FSA were affected, but the Office of Postsecondary Education was hit hard.

    Jason Cottrell, a former data coordinator for OPE who worked in student and institution services for more than nine years, lost his job in March but stayed in close contact with his colleagues who remained. The majority of them were let go on Friday, leaving just the senior directors and a few front-office administrators for each of the two divisions. That’s down from about 60 employees total in September and about 100 at the beginning of the year, he said.

    At the beginning of the year, OPE included five offices but now is down to the Office of Policy, Planning and Innovation, which includes oversight of accreditation, and the group working to update new policies and regulations.

    Cottrell said the layoffs at OPE will leave grantees who relied on these officers for guidance without a clear point of contact at the department. Further, he said there won’t be nonpartisan staffers to oversee how taxpayer dollars are spent.

    “Long-term, I’m thinking about the next round of grant applications that are going to be coming in … some of [the grant programs] receive 1,100 to 1,200 applications,” he explained. “Who is going to be there to actually organize and set up those grant-application processes to ensure that the regulations and statutes are being followed accurately?”

    Flores has similar concerns.

    “These [cuts] are the staff within the department that provide funding and technical assistance to institutions that are underresourced and serve some of the most vulnerable students within the higher education system,” she said. “Going forward, it creates uncertainty about funding, and these are institutions that are heavily reliant on funding.”

    Other parts of the department affected by the layoffs include the Offices of Special Education and Rehabilitation Services, Communications and Outreach, Formula Grants, and Program and Grantee Support Services.

    Although the remaining TRIO programs and other grant recipients that report to OPE likely already received a large chunk of their funding for the year, Cottrell noted that they often have to check in with their grant officer throughout the year to access the remainder of the award. Without those staff members in place, colleges could have a difficult time taking full advantage of their grants.

    “It’s going to harm the institutions, and most importantly, it’s going to harm the students who are supposed to be beneficiaries of these programs,” he said. “These programs are really reserved for underresourced institutions and underserved students. When I look at the overall picture of what has been happening at the department and across higher education, I see this as a strategic use of an opportunity that this administration has created.”

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  • Brown University Rejects Trump’s Higher Ed Compact

    Brown University Rejects Trump’s Higher Ed Compact

    Wolterk/iStock/Getty Images

    Citing multiple concerns, Brown University on Wednesday rejected an invitation to join the “Compact for Academic Excellence in Higher Education” that the Trump administration proposed.

    The compact, initially sent to nine institutions, would require universities to make a number of far-reaching changes, including suppressing criticism of conservatives on campus. Of the original nine, Brown is now the second to reject the deal after the Massachusetts Institute of Technology.

    The administration has promised preferential treatment on federal funding for those that sign on, though the document itself doesn’t detail those benefits. Higher ed experts and observers have warned against signing, arguing that it threatens institutional independence and give the federal government much more power over universities.

    Following MIT’s rejection, the Trump administration said the compact was open to all colleges. But of the original nine invitees, there are no takers so far, though officials at the University of Texas system have indicated they view the proposal favorably. The system’s flagship in Austin was part of the nine.

    “President Trump is committed to restoring academic excellence and common sense at our higher education institutions,” White House spokesperson Liz Huston said in a statement. “Any university that joins this historic effort will help to positively shape America’s future.”

    Brown president Christina Paxson released her response to federal officials Wednesday, arguing that while Brown agreed with some of the aims of the proposal—such as keeping tuition costs down and maintaining a vibrant exchange of ideas across the ideological spectrum—other issues, including academic freedom concerns, prompted the university to reject the compact.

    She also pointed to the settlement Brown and the Trump administration reached in July to restore more than $500 million in frozen federal research funding amid an investigation into alleged campus antisemitism. She noted that the agreement “reflects similar principles” to the compact. But while the settlement did not wade into campus curriculum or programs, the compact would impose much greater restrictions on academic offerings for signatories.

    “In return for Brown signing the July agreement, the federal government restored the University’s research funding and permanently closed three pending investigations into shared ancestry discrimination and race discrimination. But most important, Brown’s existing agreement with the federal government expressly affirms the government’s lack of authority to dictate our curriculum or the content of academic speech—a principle that is not reflected in the Compact,” Paxson wrote.

    A White House official said that the settlement was aimed at “rectifying past harm and discrimination,” whereas the compact is more “forward looking.”

    Paxson also echoed concerns raised by MIT president Sally Kornbluth—who wrote in her letter to the Education Department that “scientific funding should be based on scientific merit alone”—and other higher ed groups such as the Association of American Universities, of which Brown is a member.

    Paxson wrote, “A fundamental part of academic excellence is awarding research funding on the merits of the research being proposed.”

    ”The cover letter describing the compact contemplates funding research on criteria other than the soundness and likely impact of research, which would ultimately damage the health and prosperity of Americans,” she added. “Our current agreement with the federal government—beyond restoring Brown’s research funding from the National Institutes of Health—affirms the University’s ability to compete fairly for new research grants in the future, a doctrine of fairness and a commitment to excellence that aligns with our values.”

    The Department of Education did not respond to a request for comment.

    Todd Wolfson, president of the American Association of University Professors, celebrated the decision on social media and in a statement, highlighting efforts by Brown employees to push back against the compact, including a campus protest last week that called on administrators to reject the deal.

    Both the national AAUP and Brown’s AAUP chapter have spoken out against the compact, and faculty at other universities along with students have also urged their leaders to reject the compact.

    “By declining to compromise its core mission, Brown University has affirmed that no amount of federal inducement is worth surrendering the freedom to question, explore, and dissent,” Wolfson said in the statement. “In rejecting the Compact, Brown stands as a bulwark for higher education’s sacred commitment to academic freedom and institutional self-governance.”

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  • The Meta-Lessons of College (opinion)

    The Meta-Lessons of College (opinion)

    What we learn in school comes in part, and perhaps the smaller part, through the manifest curriculum. We first learn skills—how to read and write and do arithmetic—and then we begin the long process of learning subject matter. This is what school is intended to impart to us. We are taught, in all manner of visible ways, how to do things and what we ought to know.

    From the start, we learn other things as well: how to follow rules, how organizational hierarchies work and how we can be held accountable for misbehavior. We learn, too, what matters to other members of our tribe—individual achievement, success in competition—and what makes some people more important than others. These are elements of the hidden curriculum, or what might be called the meta-lessons of school.

    By the time students get to college, they have already absorbed many such lessons, or they wouldn’t be here at all. But college offers a new set of meta-lessons. These are lessons about knowledge itself: how to assess it, how to identify its varieties, how it’s created. To miss out on these lessons, as can happen, is to miss out on what is most valuable about a college education.

    The meta-lessons of college come with political implications. As political scientists and others have shown, there is a diploma divide in this country. On one side is the largest and most loyal group of Trump supporters: whites without a college degree. On the other side are those with bachelor’s or advanced degrees, who tend to vote Democratic. Clearly, there is something about a college education that makes a difference in political behavior.

    Some analysts have argued that the divide reflects a feeling on the part of non-college-educated whites of being left behind in a high-tech economy. These feelings of disappointment and failure in turn make this group receptive to racist dog whistlesDEI policies are giving undeserving minorities unfair advantages!—used by right-wing politicians. Others have argued that the divide reflects an indoctrination into liberalism that students experience in college.

    Analyses of the diploma divide have been going on for nearly a decade, since soon after Trump’s first election in 2016. Sorting out this body of work would require a separate essay. Here I am proposing only that the divide owes in part to the meta-lessons of college, in that these lessons should, in theory, make people less susceptible to political hucksterism, emotionally manipulative rhetoric and the embrace of simple nostrums as solutions to complex social problems.

    And so it seems worthwhile for pedagogical and civic reasons to put the meta-lessons of college on the table. I identify seven that strike me as crucial. No doubt others’ lists will vary, as will ideas about how much these lessons matter. Yet it seems to me that these lessons, if taken to heart and applied, are what enable college graduates to sort sense from nonsense, fact from fiction and rational argument from demagoguery. Here, then, are the lessons.

    1. Empirical claims are distinct from moral claims. To say, for example, that the death penalty deters capital crimes is to make an empirical claim. It isn’t a matter of opinion. With the right data, we can determine whether this claim is true or not (it’s not). To say the death penalty is wrong is to make a moral claim that must be addressed philosophically. Students who learn how to make this fundamental distinction are less likely to be distracted by philosophical apples when empirical oranges are the issue. Whether revenge feels like justice, they will understand, has no bearing on its practical consequences.
    2. Evidence must be weighed. Arguments gain credence when supported by evidence, especially when it comes to empirical matters. But the importance of assessing the quantity and quality of supporting evidence is less widely appreciated. To the extent that college students learn how to do this—and acquire the inclination to do it even when an argument or analysis is emotionally appealing—they are less likely to be misled by anecdotes, atypical examples or cherry-picked studies that employ weak methods.
    1. Errors often hide in assumptions. An argument can be persuasive because it sounds good and appears to be backed by evidence. Yet it can still be wrong because it starts from false premises. A key meta-lesson in this regard is that it is important to examine the foundations of an argument for logical or empirical cracks that make it unsound. To always ask, “What does this argument take for granted that might be wrong?” is a valuable habit of mind, a habit nurtured in college classrooms where students are taught, likely at the cost of some discomfort, to interrogate their own beliefs.
    2. Logic matters. Poets might want to express the contradictory multitudes they contain, but those who purport to offer serious political analysis must respect logic, the absence of which ought to be discrediting. If your theory of social attraction says birds of a feather flock together, except when opposites attract, you had better find a higher-order principle that reconciles the contradiction or admit that you’re just making stuff up. The meta-lesson that logic matters, again learned through disciplined skepticism, provides at least partial protection against toxic nonsense.
    3. Truth can be elusive, but it is not an illusion. Truth has taken a beating in recent decades under the influence of postmodernist social theories. Even so, it remains possible, unless we abandon the idea of evidence altogether, to have confidence that some empirical claims are true, in the ordinary sense of the term. Students learn this in their subject-matter courses; they learn that research can turn up real facts, that some empirical claims warrant more confidence than others and that some claims are demonstrably wrong. This meta-lesson can help ward off the nihilism—the paralyzing feeling that it is impossible to know what to believe—that often arises in the face of a blizzard of lies.
    1. Expertise is real. In college, students encounter people who have spent years studying, and possibly creating new knowledge about, some aspect of the natural or social world. These people—scientists, scholars—know more about their subject-matter areas than just about anyone else. The meta-lesson, hopefully one that sticks, is that hard-won expertise exists, and while experts might not always be right, they are more reliable sources of analysis than glib pundits and unctuous politicians.
    2. A slogan is not an analysis. Slogans that are useful as rallying cries often deliver no real understanding. “Defund the police” is as useful a guide to crime prevention as “Guns don’t kill people; people kill people” is to addressing the problem of gun violence. Other examples abound. The important meta-lesson is that a useful, sense-making analysis of a complex problem is likely to be complex in itself—and it would be wise, as college students ought to learn, not to forsake complexity in favor of a catchy sound bite.

    The suggestion that these meta-lessons inoculate college graduates against irrationality and unreason stumbles against the fact that college graduates can still succumb to these maladies. It’s hard to know whether this occurs because the lessons were not learned, or if circumstances make it expedient to forget them. I suspect that when well-educated people—the JD Vances and Josh Hawleys of the world—appear not to have learned these lessons, what we’re seeing is a cynical performance in the service of self-interest. The lessons were indeed learned, I further suspect, but are applied perversely, as when the physician becomes a skilled poisoner.

    Nonetheless, the diploma divide is real; a college education, on average, all else being equal, does seem to make people more resistant to misinformation, comforting myths, evidence-free claims about the world, irrational emotional appeals, illogical arguments and outright lies. This is as it should be; it is higher education having the effects it ought to have, effects that can impede authoritarianism. To be sure, college is not the only place where this kind of critical acumen is acquirable. College is just the place best organized to cultivate it.

    In the end, the issue is not the diploma divide. For educators, the issue should be how to do a better job of transmitting the meta-lessons of college, presuming a shared belief in the value of these lessons for the intellectual and civic benefits they can yield. Spotlighting these elements of the “hidden curriculum” of course means they are not hidden at all, and so when critics insist that our job is to teach students how to think, we can say, “Yes, look here: That is exactly what we’re doing.”

    Michael Schwalbe is professor emeritus of sociology at North Carolina State University.

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  • Supporting Transfer Student Success Through Data

    Supporting Transfer Student Success Through Data

    Transfer students often experience a range of challenges transitioning from a community college to a four-year institution, including credit loss and feeling like they don’t belong on campus.

    At the University of California, Santa Barbara, 30 percent of incoming students are transfers. More than 90 percent of those transfers come from California community colleges and aspire to complete their degree in two years.

    While many have achieved that goal, they often lacked time to explore campus offerings or felt pressured to complete their degree on an expedited timeline, according to institutional data.

    “Students feel pressure to complete in two years for financial reasons and because that is the expectation they receive regarding four-year graduation,” said Linda Adler-Kassner, associate vice chancellor of teaching and learning. Transfer students said they don’t want to “give up” part of their two years on campus to study away, she said.

    Institutional data also revealed that their academic exploration opportunities were limited, with fewer transfers participating in research or student groups, which are identified as high-impact practices.

    As a result, the university created a new initiative to improve transfer student awareness of on-campus opportunities.

    Getting data: UCSB’s institutional research planning and assessment division conducts an annual new student survey, which collects information on students’ demographic details, academic progress and outside participation or responsibilities. The fall 2024 survey revealed that 26 percent of transfers work for pay more than 20 hours per week; an additional 40 percent work between 10 and 20 hours per week. Forty-four percent of respondents indicated they do not participate in clubs or student groups.

    In 2024, the Office of Teaching and Learning conducted a transfer student climate study to “identify specific areas where the transfer student experience could be more effectively supported,” Adler-Kassner said. The OTL at UCSB houses six units focused on advancing equity and effectively supporting learners.

    The study found that while transfers felt welcomed at UCSB, few were engaging in high-impact practices and many had little space in their schedules for academic exploration, “which leads them to feel stress as they work on a quick graduation timeline,” Adler-Kassner said.

    Put into practice: Based on the results, OTL launched various initiatives to make campus stakeholders aware of transfer student needs and create effective interventions to support their success.

    Among the first was the Transfer Connection Project, which surveys incoming transfer students to identify their interests. OTL team members use that data to match students’ interests with campus resources and generate a personalized letter that outlines where the student can get plugged in on campus. In fall 2025, 558 students received a personal resource guide.

    The data also showed that a majority—more than 60 percent—of transfers sought to enroll in four major programs: communications, economics, psychological and brain sciences, and statistics and data science.

    In turn, OTL leaders developed training support for faculty and teaching assistants working in these majors to implement transfer-focused pedagogies. Staff also facilitate meet-and-greet events for transfers to meet department faculty.

    This work builds on the First Generation and Transfer Scholars Welcome, which UCSB has hosted since 2017. The welcome event includes workshops, a research opportunity fair and facilitated networking to get students engaged early.

    The approach is unique because it is broken into various modules that, when combined, create a holistic approach to student support, Adler-Kassner said.

    Gauging impact: Early data shows the interventions have improved student success.

    Since beginning this work, UCSB transfer retention has grown from 87 percent in 2020 to 94 percent in 2023. Similarly, graduation rates increased 10 percentage points from 2020 to 2024. Adler-Kassner noted that while this data may be correlated with the interventions, it does not necessarily demonstrate causation.

    In addition, the Transfer Student Center reaches about 40 percent of the transfer student population each year, and institutional data shows that those who engage with the center have a four-percentage-point higher retention rate and two-point higher graduation rate than those who don’t.

    Do you have an intervention that might help others promote student success? Tell us about it.

    This article has been updated to correct the share of incoming students that are transfers at UCSB.

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  • Graduate jobs and recruitment reality

    Graduate jobs and recruitment reality

    Despite frequent headlines warning of large declines in graduate jobs, the Institute of Student Employers (ISE) Student Recruitment Survey 2025 shows a less severe and more nuanced reality of the entry-level recruitment market.

    Our survey captures recruitment trends from 155 ISE employer members who received over 1.8m job applications for over 31,000 early careers roles. For these employers, graduate hiring has fallen by eight per cent this year, marking the weakest year for graduate hiring since the 12 per cent decline during the pandemic in 2020.

    Although the ISE represents larger employers who recruit graduates onto formal training programmes, broader labour market data also shows reduced hiring which may impact students who take jobs that may not be part of a formal training programme. For example, data from the Recruitment and Employment Confederation shows a 13 per cent drop in all job adverts from July 2024 to July 2025.

    However, this trend varies from sector to sector and employer to employer. ISE’s survey found that while 42 per cent of employers reduced graduate hiring levels, 25 per cent of employers maintained hiring levels – and 33 per cent reported an increase.

    Looking ahead to 2025–26, we expect graduate recruitment to remain challenging as employers forecast an overall seven per cent reduction in graduate hiring, driven by sharp declines for a small number of large employers.

    Rebalancing early talent programmes

    Graduate programmes aren’t the only route into the UK’s top employers and investment in apprenticeships has been growing since the levy was introduced. ISE found employers are rebalancing early careers programmes with more focus on apprenticeships to meet skills demands.

    While graduate hiring declined this year, school and college leaver hiring increased by eight per cent. Graduates still outnumber apprentices and therefore the overall entry-level job market is down five per cent.

    This increase reflects the role of large levy-paying employers with greater resources to develop and manage apprenticeship schemes, bucking the wider market trend. Government data reports only a 0.6 per cent rise in apprenticeship starts among 19- to 24-year-olds over the past year.

    The ratio of graduates to school or college leaver hiring (which is mostly apprenticeships) among ISE members who recruit students onto both pathways is 1.8 graduates for every school/college leaver hire, down from 2.3 last year. This trend looks set to continue into 2025–26 with the ratio is forecast to decline further to 1.6:1.

    Despite this rebalancing, graduate hires still outnumber school and college leaver hires, and although the jobs market remains challenging, graduates remain a core element of early talent strategies.

    AI impact

    AI is undoubtedly reshaping the early careers recruitment sector. However, no one is telling us that AI is replacing entry level jobs (yet).

    As students increasingly use AI to craft job applications, they also submit a greater number of applications, driving up competition for each role. The application to vacancy ratio remains at a historic high of 140 applications per vacancy.

    The authenticity of applications from “AI-enabled candidates” has also emerged as a key employer concern. In fact, an arms race appears to be underway: only 15 per cent of employers said they never suspected or identified candidates cheating in assessments, and 79 per cent of employers are redesigning or reviewing their recruitment processes in response to AI developments.

    Currently around half of employers allow candidates to use AI tools during the recruitment process, primarily for drafting covering letters and CVs and completing online application questions. Only a small proportion of employers (10 per cent) have banned the use of AI or introduced technical measures to prevent its use.

    Our data also shows that 45 per cent of employers had not provided applicants with any guidance on when it was or was not appropriate to use AI. This guidance may support students in navigating their transition into a graduate role and help employers manage their application volumes.

    But while students are embracing AI in their job search, the use of AI by recruiters is currently limited, but likely to grow. While over half of employers use automated systems to fully manage some aspects of testing, AI use is very rare. Employers are most likely to use AI in gamified assessments, but even here the adoption rate is only 15 per cent. Looking ahead to the next five years, more than half of employers expect to use AI in their recruitment processes, and 70 per cent anticipate increasing their use of automation.

    Getting ahead

    The graduate job market is challenging, reflecting the broader economic climate – but it is not without opportunity.

    Students looking to get ahead should remain cautious about their prospects in their chosen career, but the graduate job market is always competitive. A job search should be treated just like a job. Applications should be authentic, considered and tailored, with a focus on quality not quantity. And work experience remains key, with employers reporting former interns better equipped with the skills that they need.

    For universities, these findings highlight the importance of preparing students for a more complex and competitive graduate market through close collaboration with employers.

    As employers rebalance early talent programmes and adapt to the rise of AI, institutions have a key role to play in equipping students with practical experience, adaptability, and digital literacy.

    Strengthening partnerships with employers, embedding employability across the curriculum, and helping students navigate responsible AI use will be critical to ensuring graduates continue to thrive in a shifting recruitment market.

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  • NACIQI Meeting Delayed by Government Shutdown

    NACIQI Meeting Delayed by Government Shutdown

    The Department of Education has delayed the semiannual convening of its accreditation advisory committee for the second time this year, according to an email sent to committee members and obtained by Inside Higher Ed.

    The meeting of the National Advisory Committee on Institutional Quality and Integrity, originally slated to take place in July, had already been pushed back to Oct. 21. Now, as a result of the government shutdown, it’s been rescheduled for Dec. 16.

    “As many of you know, most department staff, including those supporting NACIQI, have been furloughed and the Department has suspended operations except for specific excepted activities,” Jeffrey Andrade, deputy assistant secretary for policy, planning and innovation, wrote in the email. “The Department will be publishing a notice in the Federal Register shortly announcing this change of meeting date.”

    Inside Higher Ed reached out to the department for direct comment on the delay but did not get a response prior to publication.

    The meeting was slated to include Under Secretary Nicholas Kent’s first comments on accreditation since he took office, as well as compliance reports from five different accreditors. Three of those agencies are institutional: the Middle States Commission on Higher Education, the New England Commission of Higher Education, and the Western Association of Schools and Colleges Senior College and University Commission. The other two are programmatic: the Accreditation Commission for Midwifery Education and the Commission on Accreditation in Physical Therapy.

    And while it wasn’t formally listed on the committee’s agenda, this meeting also likely would have served as the unveiling of six new Trump-appointed committee members.

    When department officials announced the first delay in July, observers noted that by the time the rescheduled meeting took place, the terms of six of the committee’s 18 members would be over. With key decisions about the future of higher education accreditation looming, many policy experts took this as a sign that the Trump administration was trying to stack the panel in its favor.

    Now, the new appointees will likely go unnamed for another two months, and the compliance reports will remain unchecked until the next meeting. And though neither of these agenda items is quite as high-stakes as a recognition review—the process by which independent accrediting agencies are granted the power to gate-keep federal student aid—one expert feared it could lead to a backlog in future evaluations.

    “While [the accreditation agencies] are coming up before NACIQI on this compliance report, they are also likely in the process of having their regular recognition reviewed again,” said Antoinette Flores, the director of higher education accountability and quality at New America, a left-leaning think tank. “So it adds to the burden and could lead to compounding issues.”

    Flores, who served in the same role as Andrade during the Biden administration, is worried that the delay could not only slow down future reviews but also hamper current ones, putting certain agencies and the institutions they serve at risk. When an agency is placed under compliance review, it has 12 months to fix the problem and prove it is meeting the committee’s criteria, she explained. So, if it hasn’t proven it’s meeting those criteria within that period, technically the agency’s authorization could be at stake.

    Flores said she’s particularly worried for Middle States Commission and the New England Commission, because they each received letters from the Trump administration earlier this year pressuring them to take action against member institutions’ alleged noncompliance with civil rights laws. Neither accreditor has done so, and they won’t be able to present their compliance reports before the 12-month deadline.

    “So is the agency in compliance? Is its recognition going to continue? … That’s kind of the underlying question,” Flores said.

    Others are far less concerned.

    Kyle Beltramini, a policy research fellow at the American Council of Trustees and Alumni, a right-leaning policy organization, said that to his knowledge there’s never been a time when NACIQI failed to meet and review an agency’s compliance or recognition before the deadline.

    So while it remains unclear what would happen if the meeting never took place or the agencies were unable to present their compliance reports before deadline, Beltramini believes that any consequences of the delay will be minimal.

    “I don’t think what we’re going to see is the nuclear option of an accreditor losing their authorization,” he said. “It’s partially because of the fact that even if that’s what the administration wanted to do—which I don’t think that that’s the case—they just don’t have the full majority on the committee.” (Although, technically, the under secretary and secretary of education do not have to follow the committee’s guidance.)

    Either way, if and when the meeting occurs, Beltramini anticipates that it will set the tone for how the Trump administration plans to approach accreditation moving forward.

    “There is a broad and bipartisan agreement that there needs to be change to the system, and what you’re going to see, more and more often, is NACIQI attempting to hold the accreditors accountable by asking them questions and getting them on the record in ways that may make them uncomfortable,” he said.

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