14 tips for recruiting management students other than through on-campus interviewing

One way for employers to recruit management students is through traditional on-campus interviews. But that’s hardly the only way, and perhaps not even close to the best way.

Another approach is partner with business schools to offer internships, leadership development programs, or project-based roles where students can apply their skills in strategy, operations, or organizational management. These experiences give students a hands-on understanding of leadership roles while allowing employers to assess their potential and fit within the company. Engaging management students early through practical experiences can create a strong pipeline for future managerial positions.

Additionally, employers can leverage online platforms and virtual events to reach management students. Posting leadership programs, entry-level management roles, or internships on platforms like LinkedIn or management-specific job boards helps attract talent interested in developing their skills. Hosting virtual leadership seminars, case study competitions, or Q&A sessions with senior executives also provides a way to engage students beyond campus recruitment. These methods allow employers to connect with management students more broadly, showcasing opportunities for growth and development within their organizations.

We’ve compiled top tips from fourteen CEOs, founders, and other hiring managers for how to attract and hire college students and recent graduates for management roles without going through the traditional on-campus interviewing students on-campus. From hosting online competitions to leveraging LinkedIn ads for graduate outreach, these leaders provide innovative strategies for Fortune 1000 companies and government agencies looking to expand their recruitment horizons.

• Host Online Competitions for Talent
• Utilize Virtual Networking and Webinars
• Create Tailored Digital Recruitment Campaigns
• Offer Micro-Internships for Real-World Experience
• Conduct Talent Development Boot Camps
• Leverage Virtual Internships and Communities
• Engage Candidates on Social Media
• Network and Utilize Employee Referrals
• Partner with University Career Centers
• Introduce Virtual Job Shadowing Opportunities
• Work Through Professional Organizations
• Tap Into Online Talent Platforms
• Develop Targeted Mentorship Programs
• Use LinkedIn Ads for Graduate Outreach

Host Online Competitions for Talent

We’ve been able to recruit and identify promising college and university students for management roles via online competitions and challenges.

For starters, online competitions, such as hackathons and case-study challenges, leverage the “hidden” talent pool. By relying less on on-campus recruitment, which is inherently geographically constrained, we can now access far more students across universities nationwide. Tests attract students from many different backgrounds and universities, increasing the odds of finding those hidden gems with great leadership potential.

Second, these competitions offer a more holistic assessment of candidates than resumes. They allow students to demonstrate their problem-solving abilities, strategic thinking, and ability to collaborate in high-pressure situations. For instance, in a recent marketing case-study challenge we ran for more than 50 students from across the city, the students were asked to develop a social media campaign for the launch of a new product. 

Among the dozens of impressive submissions, we identified a few exceptional students who demonstrated their leadership, innovative spirit, and grasp of digital marketing principles. We couldn’t have found these promising candidates through traditional on-campus recruiting.

Fortune 1000 companies and government agencies can leverage the reach of online competition and challenge events to source a larger pool of talent, assess more relevant skills, and engage students in a medium that appeals to their digital generation.

James Wilkinson, CEO, Balance One Supplements

Utilize Virtual Networking and Webinars

To effectively hire college and university students for management roles without on-campus recruiting, organizations should leverage virtual networking events and industry-specific webinars. They should create engaging online platforms where students can showcase their skills through challenges or projects relevant to their fields. 

Encouraging participation in mentorship programs can also bridge the gap between academic learning and real-world applications. I have seen success when companies build strong partnerships with academic institutions, facilitating access to a broader talent pool. 

Engaging with student-run organizations and attending virtual fairs also provide strategic opportunities to connect with potential candidates. It’s essential to craft an approachable and dynamic digital presence that resonates with the values and interests of the younger workforce.

Valentin Radu, CEO & Founder, Blogger, Speaker, Podcaster, Omniconvert

Create Tailored Digital Recruitment Campaigns

One strategy we’ve used to connect with recent graduates, without relying on traditional campus recruiting, is creating tailored digital campaigns on platforms like LinkedIn and early career, niche job boards such as College Recruiter. A few years ago, we needed fresh talent for a fast-growing campaign, so we developed a content-driven approach to showcase real-world projects and opportunities, targeting graduates by major and interests.

This digital-first strategy not only expanded our reach but also allowed us to zero in on the exact skill sets we needed. Go where students already are—online. Use data-driven targeting to attract the best fit for your roles and build awareness about your company’s unique culture and growth potential.

Vaibhav Kakkar, CEO, Digital Web Solutions

Offer Micro-Internships for Real-World Experience

Instead of the traditional campus route, we created a program where students could participate in real-world projects that aligned with their studies. We offered them micro-internships, which not only tested their skills but also gave us a great opportunity to see their potential firsthand.

This approach allowed us to recruit highly motivated graduates, especially those skilled in content creation and digital learning. Build partnerships with online educational platforms and offer students practical experiences that tie into your industry needs—it’s a win-win for both students and organizations.

Christopher Pappas, Founder, eLearning Industry Inc

Conduct Talent Development Boot Camps

An effective way is a Talent Development Boot Camp. They are intensive programs that allow a straightforward focus on the identification and development of young professionals while assessing their real-world skills over a short period of time. This will not only bridge the gap between academic knowledge and practical application but will also attract those students and recent graduates who may fall off the radar with any efforts of campus recruiting.

It is during boot camps that simulated high-pressure environments, and therefore situations of decision-making, occur, offering the graduates practical skills. Because virtual or off-campus boot camps engage a more diverse set of students than ever—not just those that engage with on-campus events—companies are capable of engaging with a broader set of students. Therefore, leading graduates from such boot camps have hands-on experience in leadership roles and are very much ready for fast-tracking into management positions.

Jay Barton, CEO & Founder, ASRV

Leverage Virtual Internships and Communities

My top tip for Fortune 1000 companies and government agencies seeking to hire college students and recent graduates for management roles is to leverage virtual internships and targeted online talent communities. By offering virtual internships, organizations can attract a broader and more diverse pool of candidates without geographical constraints. 

Additionally, engaging with specialized online platforms and professional networks that focus on emerging talent can help in identifying high-potential candidates. Hosting virtual career fairs, webinars, and industry-specific hackathons can also provide valuable interactions with students and recent grads, giving them insights into your company’s culture and management opportunities while allowing you to assess their skills and fit more effectively.

Travis Willis, Director of Customer Success, Aspire

Engage Candidates on Social Media

Today’s students want flexibility and connection through digital means, and if you’re not online, you’re invisible. Social media is where students spend their time. So, use platforms like Instagram and LinkedIn to showcase your company culture and values. Create engaging content that resonates with students. Share stories about your employees, highlight career growth opportunities, and show how your company supports work-life balance.

Your approach needs to be all-encompassing. Think of all the touchpoints where you can reach candidates and maintain uniformity in your messaging. Students research companies before applying, so make sure your brand shines where it matters most.

Alex Freeburg, Owner, Freeburg Law

Network and Utilize Employee Referrals

I have hired many recent graduates and students. Rather than campus recruiting, I prefer sourcing candidates through networking and employee referrals, which yield over 50 percent of our hires.

These candidates understand our culture and require little onboarding. They possess the soft skills and subject matter expertise Fortune 1000 companies seek. For instance, we hired a recent marketing graduate as an account manager after meeting at a conference. Her enthusiasm and knowledge of social media marketing made her a perfect fit. Within months, she had taken on more responsibility and become invaluable.

Networking and referrals provide candidates with the real-world experience needed for leadership roles. Build connections with industry groups and tap into your internal networks. The best candidates for management positions often come through word of mouth. While campus recruiting has its place, practical experience develops leadership abilities that translate immediately into impact.

Chase Mckee, Founder & CEO, Rocket Alumni Solutions

Partner with University Career Centers

An effective strategy is to establish partnerships with university career centers and academic departments. By collaborating directly with these institutions, organizations can gain access to a pool of top talent through tailored internship programs, co-op opportunities, and specialized workshops.

Using early career, virtual recruitment platforms and hosting online career fairs can significantly broaden your reach and attract a diverse range of candidates. These platforms allow for interactive engagement and can showcase your company’s culture and opportunities in a dynamic way.

Another valuable approach is to build and maintain a strong presence on social media and professional networking sites, such as LinkedIn. Engaging with student groups, alumni networks, and relevant academic communities through these channels can help identify and connect with promising candidates.

Offering structured mentorship programs and career development workshops can also attract graduates by demonstrating your commitment to their professional growth. By adopting these strategies, companies and agencies can effectively tap into emerging talent and find suitable candidates for management roles.

Gary Hemming, Commercial Lending Director, ABC Finance Limited

Introduce Virtual Job Shadowing Opportunities

Allowing students and young graduates to participate in virtual job shadowing enables them to remotely watch management roles within your company. They gain a better understanding of business culture and day-to-day operations from this experience. Involving prospective employees in this way increases the possibility that they will consider working for your organization. 

Virtual job shadowing illustrates the culture and values of your business while also fostering early interactions with candidates. You can help prospective candidates grasp the responsibilities of management roles by offering a virtual window into everyday operations, leadership philosophies, and key decision-making processes.

Adam Wood, Co-Founder of RevenueGeeks, RevenueGeeks

Work Through Professional Organizations

For companies visiting college campuses—which still includes most of the Fortune 1000—a good option is to work through professional organizations or academic societies. The best ones aren’t just about networking; they are often the best places to find good people. In some fields—social work, for instance—membership is mandatory for professional certification. Even in other fields, formal membership can be a significant enhancement of a candidate’s credentials, regardless of whether a specific job requires it.

Then, with these professional organizations, you would have access to a pool of individuals who have basically been pre-vetted through their membership in the industry or with the professional association. That’s really helpful when you are trying to fill middle-to-upper-level management positions that necessarily require certain kinds of skills. It helps you to get access to individuals who might not even be looking for a new job.

Anders Bill, Co-Founder / Chief Product Officer, Superfiliate

Tap Into Online Talent Platforms

One of the best alternatives to on-campus recruiting is to tap into online talent platforms that connect students and recent graduates with job opportunities. Platforms like Handshake, LinkedIn, and specialized internship or entry-level job boards such as College Recruiter give employers a direct line to a wide pool of qualified candidates without the need to physically visit campuses. 

These platforms allow for targeted searches based on skills, interests, and academic background, which can be more efficient than traditional recruiting methods. Plus, you can host virtual events like webinars or career fairs to engage candidates from multiple schools at once, cutting down on travel and recruitment costs.

Another great strategy is to offer internship programs or rotational positions that emphasize hands-on experience, leadership development, and career growth. Even though these programs might be remote or hybrid, they give students the chance to work on real-world projects while learning about company culture. In today’s digital world, offering flexibility in the hiring process can help attract top talent with no campus visits required.

Henry Timmes, CEO, Campaign Cleaner

Develop Targeted Mentorship Programs

My top tip would be to develop targeted mentorship programs that connect experienced leaders with promising recent graduates. We’ve seen remarkable success with this approach, as it not only attracts top talent but also fosters long-term engagement and loyalty. By leveraging our expertise in leadership development and team-building, we can help create a program that aligns with your organization’s unique culture and goals, ensuring a win-win for both mentors and mentees.

Barbara McMahan, CEO, Atticus Consulting LLC

Use LinkedIn Ads for Graduate Outreach

LinkedIn is a fantastic tool for reaching out to recent college graduates and university students who are actively looking for management roles. Instead of traditional on-campus recruiting, it allows you to target potential candidates more effectively.

Start by advertising the specific roles you are looking to fill. Make sure your job postings are detailed, with a clear outline of expectations and requirements. You can also use LinkedIn’s advanced search features to specifically target recent graduates in related fields. Engage with them by sharing relevant content and insights about your company and industry. This approach will attract talented individuals who are eager to start their careers.

Khanh Tran, Growth Manager, Italy Villa Finder