13 tips for hiring students, recent grads for gig or freelance jobs but not through on-campus recruiting

Recruiting gig or freelance workers requires a different approach than traditional on-campus interviews. One effective strategy is utilizing online freelance platforms like Upwork, Fiverr, or Freelancer, where companies can find skilled professionals for short-term or project-based work. These platforms allow employers to post job listings, review portfolios, and directly engage with freelancers who have the specific skills they need. It provides flexibility and access to a wide pool of talent, without long-term commitments.

Another option is building a network of freelancers through social media and professional communities. LinkedIn and industry-specific forums are great places to connect with gig workers, especially those who may be interested in recurring or long-term projects. Hosting virtual events, such as webinars or workshops, can help attract freelancers by showcasing the company’s needs and opportunities. This approach allows businesses to build relationships with freelancers, ensuring they have a reliable talent pool for future work.

Seeking innovative hiring strategies beyond traditional campus recruitment, we turned to 13 CEOs and top executives for their prime advice.

• Utilize Alumni Networks for Recruitment
• Collaborate with E-Learning Platforms
• Embrace Virtual Job Fairs
• Integrate with Online Learning Platforms
• Partner with Online Communities
• Focus on Skills, Offer Internships
• Use Student-Oriented Gig Platforms
• Offer Micro-Internships
• Explore Upwork for Skilled Freelancers
• Share Real Gig Worker Stories
• Engage on Student-Focused Digital Platforms
• Invite Students to Prove Their Skills
• Leverage Digital Talent Platforms

Utilize Alumni Networks for Recruitment

Fortune 1000 companies and government agencies looking to hire recent graduates and continuing college and university students should consider alumni networks and associations. These organizations always focus on enabling their members to access opportunities that can help them grow in their careers, which could help government agencies and Fortune 1000 companies identify suitable candidates for their gig roles.

More than just connecting them with candidates they want to hire, the alumni network is also likely to match the recruiting organizations with members who have the right skills and temperament to excel in the roles. This helps reduce the need to do extensive background checks or invest heavily in training the candidates once they are hired.

Clooney Wang, CEO, TrackingMore

Collaborate with E-Learning Platforms

My advice is to collaborate with online learning platforms to create custom courses and certifications. We’ve partnered with several e-learning sites to develop SEO and content marketing programs. Students who complete the courses get a certificate and a chance to interview with us. It’s a win-win—we get access to motivated candidates with relevant skills, and students get valuable training. We’ve found that graduates of these programs tend to hit the ground running as interns or entry-level hires. Plus, it’s helped us build our employer brand among students interested in digital marketing.

Joe Davies, CEO, FATJOE

Embrace Virtual Job Fairs

We’ve innovated hiring by tapping into virtual job fairs and online networking events. These platforms enable us to connect directly with students and recent graduates eager for gig roles, bypassing traditional on-campus recruiting. We’ve noticed a 30% increase in applications since implementing these methods. Engaging online also allows us to showcase our dynamic work environment and cutting-edge projects, attracting top talent who are ready to dive into the gig economy. This approach has not only widened our talent pool but also enhanced our team’s diversity and innovation.

Joshua Odmark, CIO and Founder, Local Data Exchange

Integrate with Online Learning Platforms

Fortune 1000 companies and government agencies can tap into large pools of skilled and motivated talent by integrating recruitment efforts with online learning platforms like Coursera, edX, or Udemy. These platforms already attract many students and recent graduates who are developing industry-specific skills and are keen to apply them in real-world settings. 

Companies can offer gig roles directly through these platforms, matching opportunities with relevant courses or certifications to ensure strong candidate engagement. This approach allows businesses to efficiently reach a well-targeted group of qualified applicants without needing to rely on on-campus visits.

Saneem Ahearn, VP of Marketing, Colorescience

Partner with Online Communities

Forget campus visits—meet students where they already hang out online. You can connect with qualified candidates by partnering with online communities, niche job boards for students, or running targeted social media ads. I’ve used this strategy in the adventure travel business, and it works. You get students who are actually interested in the work, not just looking for quick cash. Plus, it’s cheaper and gives you access to a wider range of talent. This way, you’re more likely to find the right fit for your gig roles.

Swena Kalra, Chief Marketing Officer, Scott & Yanling Media Inc.

Focus on Skills, Offer Internships

I’ve hired many students and recent grads. My top tip is: focus on skills, not degrees. We’ve found great talent by posting listings on student job boards. Those with the drive and skills to teach themselves what they need get noticed.

For example, a psychology major became our best SEO specialist. He learned on his own and could speak knowledgeably about our strategies in interviews. We trained him further, and he’s thrived. Candidates who demonstrate a passion for learning and growth potential have been our best hires.

We also recruit at local colleges, talking to professors and clubs, offering internships and info sessions. By interacting directly, we can assess soft skills and find good fits. An internship led to hiring a marketing major who’s now a project manager. Her skills, work ethic, and team spirit were clear during her internship.

Government agencies and large companies should tap this population. Students want work that matters. Show them that by highlighting meaningful work and growth opportunities. Focus on skills and potential, not just degrees. With the right approach, you’ll find dedicated, long-term team members.

Dylan Cleppe, Co-Founder & CEO, OneStop Northwest LLC

Use Student-Oriented Gig Platforms

My best piece of advice is to use online gig platforms and job boards that are specifically for students and new graduates. Many early-career professionals can be found on platforms like College Recruiter, Handshake, Parker Dewey, and WayUp, so companies don’t have to go to the trouble of hiring on college campuses. These websites are designed to help college students and recent graduates find part-time, gig, or freelance work based on their skills and job goals. 

You can also reach more people by setting up virtual internships and remote work programs. This way, you can get applicants from all over the world and give students the freedom they desire. This method not only saves time and money but also aligns well with how today’s youth prefer to use technology.

Arvind Rongala, CEO, Edstellar

Offer Micro-Internships

When Fortune 1000 companies and government agencies look to hire college students and recent graduates for gig roles outside traditional on-campus recruiting, they should consider leveraging the power of micro-internships. 

They can design short-term, project-based internships that last anywhere from a few days to a few weeks. These micro-internships allow students and recent graduates to showcase their skills on real-world projects without the constraints of a full-time internship. It’s a win-win: companies get access to diverse talent and fresh ideas, while students gain valuable experience and build their portfolios.

To make this effective, create a platform or collaborate with existing ones where students can apply for these micro-internships. Ensure the platform is user-friendly and promotes diverse opportunities across various fields. By doing this, you tap into a broad pool of talent and attract candidates who are eager to make an impact.

This approach not only enriches the talent pipeline but also helps identify standout individuals who could be excellent candidates for future full-time roles. It’s about moving beyond conventional recruiting methods and offering opportunities that align with today’s fast-paced, project-oriented work culture.

Raviraj Hegde, SVP of Growth & Sales, Donorbox

Explore Upwork for Skilled Freelancers

For gig worker hiring, many enterprise and government organizations turn to Upwork. This well-established freelancer platform includes candidate profiles with work history and customer reviews. Upwork also independently verifies each freelancer’s identity to protect its customers. 

Organizations with high-volume hiring should consider an Upwork Enterprise account, which includes onboarding integrations and access to expert-vetted talent. Upwork Enterprise even provides evidence of independent contractor status to protect large organizations from misclassification issues. 

As an expert-vetted Upwork freelancer, I might have a slight bias! But give it a shot by starting with one project. See how it goes. You might wonder why you didn’t start using Upwork for your enterprise or government projects sooner!

Susan Snipes, Head of People, Remote People

Share Real Gig Worker Stories

For big companies and government groups trying to hire students for gig work, I’d suggest using social media differently. Instead of just posting job ads, share real stories from current gig workers. Show what the day-to-day work is actually like, both the good and the challenging parts.

As someone who’s built teams from scratch, I believe that being upfront about what the job really involves is a sign of long-term trust. Maybe set up online chats where students can ask current gig workers anything they want. This honest approach helps find people who are truly interested and understand what they’re signing up for.

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

Engage on Student-Focused Digital Platforms

It’s clear that traditional on-campus hiring methods are no longer the only path to securing top talent. Fortune 1000 companies and government agencies should use innovative alternatives to attract college and university students for gig roles.

One effective strategy is to leverage digital platforms where students already spend their time. Think beyond LinkedIn—consider engaging with students on platforms like Discord or TikTok. These spaces are not just for socializing; they are vibrant communities where students share ideas, collaborate, and seek opportunities.

Another tip is to create virtual internship programs that allow students to gain real-world experience while working remotely. This not only broadens your talent pool but also demonstrates your commitment to flexibility and inclusivity.

Additionally, consider hosting online workshops or webinars that provide valuable skills training. This positions your organization as a thought leader while simultaneously attracting potential candidates who are eager to learn and grow.

Lastly, don’t underestimate the power of partnerships with universities. Collaborate with career services to promote your gig roles and create tailored programs that align with students’ academic pursuits.

The future of recruitment is about building relationships and creating opportunities that resonate with the values of today’s students.

Franne McNeal, President, Significant Business Results LLC

Invite Students to Prove Their Skills

I have experience from both sides of the table. I understand that on-campus hiring can be taxing and could be a relatively short process where you might not get enough time to judge the candidacy.

I recommend going for proof-of-work hiring, where you invite students to relevant assignments and check their portfolio, and based on that, complete the hiring process.

yash Jain, Sr. Executive Marketing

Leverage Digital Talent Platforms

To hire college students and recent graduates for gig roles without relying on traditional on-campus recruiting, organizations should leverage digital talent platforms and virtual engagement strategies that meet students where they are: online.

1. Use Digital Job Platforms and Gig-Specific Networks – Instead of focusing on physical recruitment fairs, tap into online platforms like College Recruiter and Handshake which cater specifically to students and recent graduates. These platforms allow employers to post flexible gig roles, internships, or project-based jobs, reaching a broad pool of young talent instantly. Additionally, gig-specific platforms like Upwork or Fiverr have strong networks of college students looking for short-term projects. These platforms can help businesses access candidates with a variety of skills across tech, marketing, design, and research, without the constraints of a formal campus presence.

2. Partner with Academic Departments and Alumni Networks – Forge direct partnerships with academic departments and career centers at universities, even without visiting campuses. Departments often share opportunities directly with students and alumni, making it easy to target candidates in specific fields like data science, engineering, or digital marketing. Engaging alumni networks and student associations via email, newsletters, and webinars can also create awareness and attract interested candidates.

3. Create Virtual Career Events and Hackathons – Host virtual career fairs, webinars, and information sessions focused on gig roles. These online events allow organizations to connect directly with students without the logistical challenges of on-campus recruiting. A virtual event offers a broader reach, allowing students from multiple universities to participate, regardless of their location. Similarly, sponsoring virtual hackathons or competitions is a great way to attract students with specific skill sets, while also offering a trial run of their capabilities.

4. Leverage Social Media for Employer Branding – Students and recent graduates spend a lot of time on social media platforms like Instagram, TikTok, and YouTube. By creating targeted campaigns showcasing gig roles, company culture, and opportunities for skill development, organizations can attract a young workforce.

Nikhil Bharath Kumar Induri, SEO Specialist, Branding Experts