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

Recruiting manufacturing students can be highly effective through strategies beyond traditional on-campus interviews. One key approach is partnering with technical schools, community colleges, and universities offering manufacturing or engineering programs to provide internships, apprenticeships, or co-op opportunities. These hands-on experiences allow students to develop practical skills in areas like production, supply chain management, and process optimization while gaining exposure to a real-world manufacturing environment. Employers benefit by building relationships with skilled students who can transition smoothly into full-time roles after graduation.

Additionally, employers can use online platforms to connect with manufacturing students. Posting internships or entry-level manufacturing roles on early career, niche job boards or professional networks like LinkedIn can attract students looking for practical experience. Virtual career fairs, plant tours, or webinars focused on modern manufacturing techniques and industry trends can further engage students. These digital strategies allow companies to showcase their innovative work environments, making it easier to attract and recruit talented manufacturing students from a broader audience.

We reached out to seven industry experts, including CEOs and directors, for their best strategies for hiring students for manufacturing jobs other than through traditional, on-campus interviews. From creating an immersive VR recruitment experience to offering skill development programs, discover the diverse approaches recommended by these leaders for sourcing candidates for manufacturing roles in Fortune 1000 companies and government agencies.

• Create a VR Recruitment Experience
• Leverage Social Media for Job Ads
• Engage Students Directly for Referrals
• Sponsor University Capstone Projects
• Partner with Local Trade Schools
• Host Agency Days and Competitions
• Offer Skill Development Programs

Create a VR Recruitment Experience

I think Fortune 1000 companies or government agencies can devise a VR immersion experience for prospective applicants to showcase the manufacturing process and the roles their company has to offer. Think of a website where an aspiring manufacturer could virtually walk into the manufacturing floors, practice on simulations of challenges to experience the environment and engage with other employees in tweaks to the process virtually.

I think VR could also capture the imagination of some students who are tech-savvy and into new, interactive experiences. It’s not just about recruitment; it’s also a really powerful learning experience as it gives students a chance to feel what working in manufacturing might really be like. And they could add some prizes or other kinds of incentives for students just for participating in this kind of event. This type of foresight can help your company stand apart. It shows investors that you’re a leader in embracing the latest technology as a way to recruit talent and help them gain experience in manufacturing processes.

Craig Focht, Cofounder & CEO, All Pro Door Repair

Leverage Social Media for Job Ads

Social networking is an effective method for contacting college students and recent graduates. Utilize platforms such as LinkedIn, Instagram, and TikTok to interact with candidates where they spend their time online, rather than exclusively relying on on-campus events. Targeted advertisements with job opportunities for manufacturing positions, as well as profiles of current workers and their professional development paths, can be run. 

Make sure your social media presence is interesting and relevant to a younger demographic. Consider including short films or testimonials from recent hires who can speak about their positive experiences with your organization. Social media allows your organization to reach students where they are, and by using these platforms, you can position yourself as forward-thinking and open to innovation.

Timothy Allen, Director, Oberheiden P.C.

Engage Students Directly for Referrals

As someone who started a company right out of college and built it up by hiring top young talent, I have insight into this. My first tip would be to connect directly with students, not just career services. Students are the top source for referrals and word-of-mouth marketing to their peers.

Second, provide real-world experiences, not just internships. We’ve had success bringing students in to work directly with our engineering and product teams on live projects. They get hands-on experience, and we get to evaluate them for full-time roles. Over 50 percent of our new grads were previously interns.

Finally, think beyond local schools. We’ve found some of our best hires from smaller colleges outside our region. Students at these schools are hungry to prove themselves and loyal to companies that give them a chance. Opening your search nationally gives you access to overlooked talent and a recruiting advantage.

Chase McKee, Founder & CEO, Rocket Alumni Solutions

Sponsor University Capstone Projects

A compelling strategy for Fortune 1000 companies and government agencies to recruit college and university students for manufacturing roles outside of traditional on-campus recruiting is to sponsor capstone projects in engineering or manufacturing disciplines.

Companies that partner with universities to provide real-world problems for senior students to solve as part of their required final-year or capstone project can actively engage and evaluate potential future employees—observing several critical skills such as technical competence, problem-solving ability, and teamwork in action. This strategy can provide a deeper insight into students’ skills and knowledge than can be gleaned from submitting a resume or even through an interview. 

In addition, it allows for a more direct connection with potential hires who have already demonstrated that they are motivated and capable of tackling industry-specific problems. This can ease the transition from an academic capstone project to a full-time role in industry.

Kyle Kozlowski, Co-Founder, Eco Temp HVAC

Partner with Local Trade Schools

As someone who regularly hires new grads and students in manufacturing roles, I’d say look beyond the standard channels. Don’t just rely upon on-campus recruiting and job boards.

My company has had success partnering with local community colleges and trade schools. We host “factory days” where students tour our facilities and see real-world applications of what they’re learning. This helps them better understand the roles they might fill after graduating. And it allows us to spot promising candidates early.

We also work with organizations like SkillsUSA, a nonprofit focused on preparing students for jobs in trade, technical, and skilled service occupations. Sponsoring their events and competitions is a great way to raise brand awareness among students and build connections. We’ve hired several interns and new grads that we first met through SkillsUSA.

Finally, tap into your own employees’ networks. Offer referral bonuses for any candidates they help recruit. Your current employees are close enough to new grads that their social circles likely still include many students and recent graduates. Leverage those connections.

Richard Garrett, Managing Member, RG Construction Services, LLC

Host Agency Days and Competitions

As the founder of Magnetik, a digital marketing agency, I regularly hire recent grads for entry-level roles. My top tip would be to tap into student organizations and online communities. We’ve hosted “agency days” where students tour our office, meet the team, and learn about careers in digital marketing. This raises awareness of opportunities in our industry and allows us to find promising candidates. 

We also sponsor design and marketing competitions and then hire the top performers as interns. One intern we hired through a competition is now a full-time employee. Students in these communities are actively honing their skills and developing portfolios, showing their passion for the work.

Finally, leverage your employees’ networks. We offer referral bonuses for candidates they help recruit. Your team likely still has close connections to universities and recent grads. Hiring from employee referrals leads to candidates who already understand your culture and values.

Doug Steinberg, Founder & President, Magnetik

Offer Skill Development Programs

Offering skill development opportunities is one of the best strategies for attracting college students and recent graduates to manufacturing roles. As an expert in the manufacturing industry, I can tell you that these opportunities not only enhance a candidate’s qualifications but also show that your company is invested in their growth. 

By providing workshops, training programs, or even online courses, you create a platform for students to acquire practical skills that are directly relevant to the industry. This approach helps bridge the gap between academic learning and real-world application, making your company more appealing to young talent. It also allows you to identify and engage with motivated individuals who are eager to advance their careers. Plus, it positions your organization as a leader in professional development, which can be a strong draw for ambitious candidates.

Habib Rkha, Engineer & Managing Director, QCADVISOR