7 tips for recruiting law students other than through on-campus interviewing

Recruiting law students can be highly effective through methods beyond traditional on-campus interviews. One key strategy is offering internships, clerkships, or externships in partnership with law schools. These opportunities allow students to gain hands-on experience in legal research, case preparation, and courtroom exposure while giving employers the chance to assess their skills and fit within the firm or organization. Building relationships with students during their education can lead to smoother transitions into associate or full-time legal positions after graduation.

Additionally, law firms and legal departments can leverage online platforms to reach law students directly. Posting internships, fellowships, or part-time roles on legal-specific job boards or professional networks like LinkedIn can attract aspiring attorneys. Hosting virtual events such as webinars, legal workshops, or moot court competitions can also engage students, giving them a chance to learn about your firm’s culture and areas of practice. These strategies provide a more flexible, wide-reaching approach to connecting with law students, beyond the limitations of on-campus recruiting.

Fortune 1,000 companies and government agencies are increasingly exploring alternatives to traditional on-campus recruiting. We’ve gathered top tips from seven founders, CEOs, and legal experts, focusing on leveraging online job boards to hosting virtual case competitions.

• Utilize Online Job Boards
• Embrace “Day in the Life” Social Media Content
• Offer Meaningful Summer Programs
• Develop Targeted Internships
• Connect Through Virtual Job Fairs
• Leverage Legal Talent Platforms and LinkedIn
• Host Virtual Case Competitions

Utilize Online Job Boards

As a business lawyer and employer, my top tip for Fortune 1000 companies and government agencies looking to hire college and university students and recent graduates for legal roles is to utilize online resources and platforms. With the rise of technology, the traditional method of on-campus recruiting may not be as effective or efficient as it once was.

One valuable resource for finding top legal talent among college students and recent graduates is through online job boards and career websites. These platforms allow employers to post job openings, review resumes, and even conduct virtual interviews with candidates from across the country. This not only expands your potential candidate pool but also eliminates geographical boundaries that may have limited your options in on-campus recruiting.

Amira Irfan, Founder and CEO, A Self Guru

Embrace “Day in the Life” Social Media Content

The generation of students entering the job market in 2024 continues to push the envelope for how employers need to meet and recruit them. The days of traditional resume review sessions and on-campus hiring tables are long gone. New platforms and job boards now enable students to find, filter, and apply for jobs within minutes. It is time for employers to fully embrace and adapt their strategies to align with this digital-centric mindset.

Social media content, such as showcasing a “day in the life” of an intern or new hire, is a creative way for employers to reach their target audience. Combining a fresh social media strategy with an easy-to-use digital hiring website can not only excite young people about a company but also simplify the application process. Emphasizing straightforward job roles, an intuitive company structure, and a transparent culture will attract college students to companies that adopt this model.

Sam Panitch, Co-Founder and CEO, Elevation Nation

Offer Meaningful Summer Programs

Today’s law students want hands-on experience and responsibility. They don’t want to just observe—they want to contribute. So, you need to offer internships and summer associate programs that are very meaningful.

Summer associate programs are huge for students. It’s often the first step toward a full-time job at your firm. So, assign substantive projects to your interns and summer associates. Don’t just give them busy work—let them contribute to real cases and transactions. If you build it, they will come. A stellar summer program can become a pipeline for future hires and help you stand out in a competitive market.

Alex Freeburg, Owner, Freeburg Law

Develop Targeted Internships

As the owner of a family law firm, my top tip would be to leverage targeted internship programs and partnerships with academic institutions. Instead of relying solely on on-campus recruiting, it’s important to consider developing robust internship programs that offer real-world legal experience and professional development opportunities. 

I would also recommend collaborating with law schools and universities to create structured internships that align with the needs of your organization. This will allow you to engage with students early in their careers, evaluate their skills and fit within your firm, and build a pipeline of talent who are already familiar with your organization’s culture and work.

Internship programs provide a platform for students and recent graduates to gain practical experience while giving you the chance to identify promising candidates who may become valuable future employees. By facilitating mentorship, hands-on projects, and exposure to different aspects of legal work, you create an environment where students can thrive and showcase their potential.

Joy Owenby, Founder and Family Law Attorney, Owenby Law, P.A.

Connect Through Virtual Job Fairs

A top tip is to leverage online legal talent platforms and virtual job fairs. These digital avenues provide a streamlined and efficient way to connect with emerging legal talent without relying on traditional on-campus recruiting.

Online legal talent platforms, such as specialized legal job boards or professional networking sites, allow organizations to post job openings and internships tailored to recent graduates. These platforms often feature advanced search filters and resume databases, making it easier to find candidates with specific skills and interests relevant to your legal roles. Additionally, virtual job fairs offer an interactive way to engage with a wide pool of candidates through webinars, virtual booths, and live chat sessions.

These methods not only expand your reach beyond the constraints of geographical location but also offer flexibility for both recruiters and candidates. By using these digital tools, you can efficiently identify and attract top talent, streamline your hiring process, and ensure that you’re tapping into a diverse and skilled candidate pool.

Meghan Freed, Co-Founder and Managing Partner, Freed Marcroft

Leverage Legal Talent Platforms and LinkedIn

For Fortune 1000 companies and government agencies looking to hire college and university students or recent graduates for legal roles, but seeking alternatives to traditional on-campus recruiting, my top tip is to leverage virtual and online platforms designed for connecting with legal talent. Platforms like LinkedIn, specialized job boards for legal professionals, and virtual career fairs offer direct access to a wide pool of candidates without the logistical challenges of on-campus recruiting.

Also, consider partnerships with online education platforms and law school networks that provide virtual recruitment events. These platforms allow you to engage with students through webinars, online workshops, and networking events tailored to your specific legal needs. This approach not only broadens your reach to diverse and geographically dispersed talent but also allows you to engage with candidates in a more flexible and scalable manner.

Investing in an inclusive digital outreach strategy, such as hosting virtual open houses or informational sessions about your legal department, can attract top legal talent by showcasing your organization’s culture, values, and opportunities in a way that is accessible to all potential candidates, regardless of their location.

Kalim Khan, Co-Founder & Senior Partner, Affinity Law

Host Virtual Case Competitions

Hosting virtual case competitions is one of the best ways to recruit top legal talent, especially for Fortune 1000 companies and government agencies looking for an alternative to on-campus recruiting. These competitions allow students and recent graduates to showcase their legal skills in a practical, hands-on setting. You get to see how they think, analyze complex legal issues, and work under pressure. These are some of the qualities that are critical in any legal role.

This method is also highly accessible, enabling candidates from various schools and regions to participate, broadening the talent pool beyond the traditional on-campus reach. Furthermore, it helps us spot candidates who are not only academically strong but also have practical skills and creativity in solving real-world legal problems. 

Virtual case competitions also create a sense of engagement with your brand, creating lasting connections with participants who are genuinely interested in working with you. It’s an innovative, efficient way to identify standout talent without the need for physical presence on multiple campuses.

Seth Persily, Managing Attorney, Elite Litigators