The Collegiate Employment Research Institute (CERI) generated this sample from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. The release of employer information has been broken into a series of short briefs that are a part of this series. Key findings from 2015-2016 are presented in this report. Talent seekers have a wide array of tools to identify and select job candidates. Each year respondents are asked to select the recruiting tools they use. While most recruiters employ a number of tools, they rely heavily on just a few. This year respondents were asked to rate each tool they use for talent acquisition from 0 = no importance at all to 10 = critical importance. Although employers use all the tools included in the survey, perhaps 10 to 12 are used most often. The most common tool is posting a job announcement in places where candidates can easily find it. The two most common venues are the organization's website and the college or university's recruiting system. Posting to a college or university's database appears in the survey results because it is the conduit through which researchers solicit employers for this survey. These passive practices are basic résumé depositories and as such require little interaction between recruiters and candidates. The benefit for recruiters may be the distance from which they can winnow the unqualified candidates. In addition to traditional methods, several new ones are challenging the functional use of résumé depositories. Employers have three proactive means for connecting to and recruiting talent. Career fairs, internships and co-ops, and short term employment (summer or between academic terms) are the most important tools in the toolbox. Employers also rely on their current employees, especially alumni from schools where they recruit, to identify candidates. While most of these strategies have been around a long time, social media is relatively new. Its transient nature and brief shelf life make identifying and capturing qualified candidates a less than perfect recruitment tool.