15 alternatives to the on-campus recruiting of students

A lot of employers think of on-campus recruitment when they think of recruiting students for part-time, seasonal, internship, apprenticeship, or other early career roles. Why? Because it used to be that the vast majority of employers recruited the vast majority of students locally and in-person. That is, until this thing called the Internet came along.

The ability to recruit all kinds of employees, including students, on-line massively increased the available talent pool for employers. But it is one thing to tell an employer to consider recruiting students other than through a traditional, on-campus approach and something else to tell them how to do that.

Employers might prefer to recruit students through methods other than traditional on-campus recruiting for several reasons. One key factor is the ability to cast a wider net and reach a more diverse pool of talent. On-campus recruiting typically limits outreach to students from specific schools, which may not represent the full spectrum of talent available. By using online job boards, virtual career fairs, and social media platforms, employers can attract students from a variety of backgrounds, locations, and disciplines, broadening the range of perspectives and skills in their applicant pool.

Another advantage of alternative recruiting methods is cost and efficiency. On-campus recruiting can be resource-intensive, requiring time, travel, and coordination with university career services. Digital recruiting strategies, on the other hand, allow employers to connect with students more flexibly, reducing overhead and allowing for more targeted outreach. This approach also enables employers to engage with students year-round, not just during specific recruiting seasons, offering greater flexibility in their hiring process.

In the digital age, Fortune 1,000 companies and government agencies are seeking innovative methods beyond traditional on-campus recruiting to attract fresh talent for administrative roles. From CEOs to managing directors, we’ve compiled the top strategies these 15 experts recommend. Discover how to explore online job-shadowing programs and get creative with online outreach to engage the next generation of professionals.

• Explore Online Job-Shadowing Programs
• Partner With Online Education Platforms
• Collaborate With Professional Associations
• Host Rotation Days With Career Centers
• Build a Strong Online Recruitment Presence
• Engage in Online Communities and Webinars
• Feature Employee Testimonials on Website
• Engage With Social Media and Alumni
• Utilize AI-Powered Recruitment Tools
• Host Skill-Based Competitions
• Offer Virtual Internships
• Implement Rotational Programs
• Organize Virtual Career Fairs
• Create Structured Employee Referral Programs
• Get Creative With Online Outreach

Explore Online Job-Shadowing Programs

Admin roles are some of the fastest-growing ones on Indeed, Handshake, or industry-specific networks that have a good reputation for connecting employers with a wide range of candidates. Offering the flexibility to conduct interviews and information sessions without the constraints of a physical location is a major selling point for admin role recruitment, especially for digital admin roles that are becoming more popular. 

Admin roles are often very entry-level, so my recommendation would be to investigate online job-shadowing programs that would allow students to experience a day in the life of an administrative professional within the company, providing valuable insights into the role and the work environment.

Dragos Badea, CEO, Yarooms

Partner With Online Education Platforms

An innovative strategy is to form partnerships with online education platforms like Coursera, edX, or Skillshare, which are frequented by students and recent graduates looking to upskill. By offering sponsored courses, webinars, or certifications, companies can build brand awareness and directly connect with high-potential candidates who are already demonstrating a commitment to learning and professional growth. This approach not only attracts talent but also aligns your brand with continuous education and development.

Jason Hennessey, CEO, Hennessey Digital

Collaborate With Professional Associations

Collaborating with professional associations can be a game-changer for hiring college students and recent graduates for administrative roles. Organizations like the International Association of Administrative Professionals (IAAP) offer more than just a network; they’re a direct line to motivated individuals who are already investing in their professional development. By partnering with these associations, companies can access exclusive job boards, feature in newsletters, and sponsor events where potential candidates are actively engaged.

To make the most out of these partnerships, tailor your outreach strategies. Craft compelling job postings that highlight growth opportunities, mentorship programs, and any training certifications you offer. Engage with the association’s members through webinars or workshops, showcasing your company culture and commitment to their career advancement. This not only attracts top talent but also creates a positive brand perception among future administrative professionals.

Dr. Gregory Gasic, Co-Founder, VMeDx

Host Rotation Days With Career Centers

I think a top tip would be to get involved with local career centers. A lot of graduates come out of college not fully sure what they want to do. One effective way to bridge this gap is to work closely with career centers at colleges to set up what I’d call “Rotation Days.” 

You can bring students in to shadow different roles within your organization for a day. This not only gives them a real taste of what working with you is like, but it also helps them see where they might fit best. Supporting internships, mentorships, and cooperative education programs are also great ways to engage with potential future employees early on.

Renato Fernandes, Clinical Nutritionist, Saude Pulso

Build a Strong Online Recruitment Presence

For Fortune 1000 companies and government agencies seeking to hire college students and recent graduates for administrative roles, but looking for alternatives to traditional on-campus recruiting, leveraging virtual recruitment platforms and social media can be highly effective. My top tip is to focus on building a strong online presence that engages potential candidates where they are most active.

A practical approach is to utilize platforms such as LinkedIn, which allows for targeted job postings and active recruitment campaigns tailored to attract recent graduates. By setting up dedicated recruitment pages and showcasing company culture, career growth opportunities, and testimonials from recent hires, organizations can create a compelling narrative that resonates with young talent.

Additionally, participating in virtual career fairs and using webinar tools to host virtual information sessions can replicate the on-campus recruiting experience online. These sessions can include live Q&As, virtual office tours, and panels with young employees discussing their experiences and growth within the company.

Another effective strategy is to collaborate with universities’ career services to facilitate direct email campaigns that reach students and alumni, offering insights into available roles and details about the application process.

By embracing these digital strategies, companies and agencies can reach a broader audience, provide more flexible and accessible engagement opportunities, and tap into a rich pool of young, talented candidates ready to start their careers.

Steven Mostyn, Chief Human Resources Officer, Management.org

Engage in Online Communities and Webinars

Reach out to students and recent graduates by tapping into online communities like LinkedIn, GitHub, and niche forums. These platforms are excellent places where young talent hangs out and looks for career advice, mentorship, and job opportunities. Instead of the old-school campus presence, join these communities where discussions are already happening.

Here’s a practical tip: host regular Q&A sessions or webinars on these platforms. Share insights into your industry, your employment culture, and what you’re looking for in candidates. This not only builds your company’s visibility but also positions you as a thought leader and a desirable employer. Be consistent and genuine in your interactions, and you’ll attract highly motivated candidates who are eager to bring fresh ideas to your organization.

Casey Meraz, Owner & Digital Marketing Expert, Casey Meraz

Feature Employee Testimonials on Website

If you want to hire college students and recent grads without going to campuses, my best advice is to use your business website as a recruitment tool. Is there a page on your site that says “Job Openings,” “Careers,” or “Work for Us?” If you have one, young people looking for work can find you right away. Take a look at what’s there. How does it make your company appealing to people who might want to work there?

One effective strategy is to feature staff testimonials on your website. Consider adding a few short videos where your younger employees talk about their typical day, the challenges they encounter, and what they love about working at your company. These personal insights can really help in building trust and making your company attractive to prospective hires. Try to include employees from various levels—those in entry-level positions to those in graduate programs, if available. This helps students and graduates see and relate to who their future teammates and colleagues might be.

Dimitri Zobnin, Managing Director, House of Enki

Engage With Social Media and Alumni

If I were giving advice to Fortune 1000 companies and government agencies looking to hire college students and recent grads without sticking to on-campus recruiting, I’d say: get social. Remember, these young adults are super-social, not long out of their fraternity and sorority days. They’re already hanging out on platforms like Facebook, Snapchat, Twitter, or the latest thing that’s catching on.

Here’s a solid move: make your presence felt where they spend their time online. Engage with them in their language and on their preferred platforms. Another great strategy is to connect these potential hires with alumni from their schools who now work at your company. This gives them a real sense of what working with you is like and helps them understand the job requirements better. There’s no better way to showcase your company culture and position your organization as a great place to work. This not only makes them feel more at home with your company but also leverages the power of social connections to attract top young talent.

Tom Hamilton Stubber, Managing Director, TutorCruncher

Utilize AI-Powered Recruitment Tools

In today’s digital landscape, relying on AI-powered recruitment tools offers a smart alternative to traditional on-campus recruiting. These advanced platforms can sift through countless resumes and online profiles to pinpoint candidates whose skills, experience, and cultural fit align with your company’s needs. This approach broadens your reach and helps you tap into a pool of qualified students and recent grads who might not be actively looking but are perfect for your roles.

For practical implementation, consider using AI tools that specialize in resume parsing and predictive analytics. These tools can match job openings with candidates more efficiently than human recruiters, saving time and reducing biases. This strategy not only streamlines the hiring process but also ensures you’re attracting top talent who genuinely fit your organizational culture and requirements.

Jessica Bane, Director of Business Operations, GoPromotional

Host Skill-Based Competitions

Skill-based competitions centered around administrative tasks can be a great way to find and hire top personnel. These contests can be designed to assess relevant skills, such as problem-solving, communication, organization, and time management—all of which are necessary for administrative jobs.

The participants, who are mostly recent graduates and college students, compete to find solutions to real-world problems or perform activities that mimic the challenges they might encounter in an administrative role. The winners of these contests may be given priority consideration for interviews. This strategy not only identifies applicants with the necessary skills but also sheds light on their approach to problem-solving and work ethic. It’s an engaging approach to finding talent in practical settings.

Adam Wood, Co-Founder of RevenueGeeks, RevenueGeeks

Offer Virtual Internships

One of the best pieces of advice I can give is to take advantage of virtual internships. These programs offer students and recent graduates a fantastic way to gain real-world experience without having to be physically present in an office. Companies can create structured, remote projects that mirror the responsibilities of administrative roles. It expands the pool of potential talent and also provides flexibility for both the employer and the intern.

Another benefit of virtual internships is the ability to assess candidates’ skills and work ethic in a real-world setting. By assigning tasks that reflect actual job duties, employers can evaluate performance and see if a candidate is a good fit more accurately than through traditional interviews. This method also helps students develop practical skills and build their resumes, making them more attractive candidates for future positions.

On top of that, virtual internships can be a cost-effective solution. Without the need for physical space and resources, companies can allocate their budgets more efficiently. It allows for a more diverse and inclusive hiring process, as it eliminates geographical barriers and opens opportunities to a wider range of candidates.

Lucas Botzen, Talent Aquisition Specialist & CEO, Rivermate

Implement Rotational Programs

Rotational programs are one of the very best ways to help large organizations and government bodies bring in fresh graduates for administrative positions. By allowing graduates to cycle through various administrative departments over 6-12 months, both parties benefit. The graduates gain widely varied experience, and the organization learns their strengths before placing individuals where they would fit best. This approach outpaces the normal way of recruiting, whereby exposure to reality occurs and long-term decisions can be made with far more insight.

From my experience, this strategy will not only help you in attracting the best talents but also make your employees more versatile and involved. That speaks volumes about your care for employee development and often significantly increases new-hire retention rates.

Alexander Brandrup, Plant Ambassador, Co-Founder, Neurogan Health

Organize Virtual Career Fairs

As a human resources executive, I understand recruitment and its challenges very well. One practical method that I’ve found as effective as other recruitment practices is leveraging virtual career fairs and online networking events for potential job seekers.

Why? On-campus recruitment takes time and limits your candidate pool. Virtual events offer an amazing range of candidates to choose from.

What to do? Organize industry-focused webinars, Q&A with existing employees, virtual office tours, etc. Create engaging online experiences that showcase your company culture.

How? We implemented this method at my blockchain startup a couple of years ago. We organized a virtual “Blockchain Career Week” in partnership with colleges across the USA. The responses were encouraging. We spoke to over 500 students, performed 150 initial screening interviews, and recruited 25 high-quality specialists for marketing, PR, coding, etc.—without getting out of the office.

So, here’s what you should do to conduct your virtual events successfully as we did:

1. Purchase virtual event platforms that are simple to use.
   
2. Train your team on effective online engagement.

3. Develop compelling digital content about your company.

4. Work with university career services to promote events.

5. Offer remote/virtual internships or job shadowing opportunities.

Keep in mind that the students who graduate today are used to technology. They want to have smooth experiences when doing things online. By going virtual in recruitment, you will reduce costs and also demonstrate your company’s adaptability and innovation.

I’ve also found that such an approach enables more effective communication. In traditional career fairs, conversations can feel rushed. Virtual events provide sufficient time for candidates to research your organization and come up with relevant questions.

Finally, leverage the power of social media. Let young professionals publish their experiences on LinkedIn, Instagram, and other platforms, because youngsters like content made by their peers.

Jan Lutz, Director HR | Co-Founder, Sustainability Jobs

Create Structured Employee Referral Programs

Employee referrals can be a game-changer when it comes to hiring college students and recent grads for administrative roles. Encourage your current employees, particularly those in similar roles, to recommend qualified candidates from their networks or alma maters. This approach takes advantage of your workforce’s connections and familiarity with your company culture, often leading to better-fit hires.

To make this work, create a structured referral program with incentives. Offer bonuses or other rewards to employees who successfully refer candidates. Encourage transparency and keep the process simple to foster enthusiasm. With a well-implemented referral program, you’ll likely find top talent who not only have the right skills but also come with a vote of confidence from your current team.

Shannon Smith O’Connell, Operations Director, Reclaim247

Get Creative With Online Outreach

Here’s my advice for large companies and government agencies trying to hire young talent without campus visits:

Get creative with your online outreach. Make your company shine on social media—that’s where the new workforce hangs out. Post engaging content on LinkedIn and Instagram that shows why your workplace rocks. Talk about your company’s values, highlight job openings, and run targeted ads to catch the eyes of students from all kinds of schools. 

Don’t miss out on virtual job fairs and online info sessions either. These digital events help you connect with more potential hires and give them a peek into what you’re all about—right from their laptops.

To really grab attention—think about offering short online projects or remote internships. It’s a win-win: students get real-world experience, and you get to see how they handle actual work. Make sure the online application process is simple, and conduct interviews via video conference to avoid delays. 

By recruiting this way, you’ll tap into a bigger pool of bright young minds and show that your company keeps up with the times. It’s affordable and appealing to tech-savvy grads searching for employers who think outside the box.

Tomasz Borys, Senior of VP of Marketing & Sales, Deep Sentinel