10 tips for hiring science and engineering students other than through traditional, on-campus recruitment

Recruiting science and engineering students can be highly effective by going beyond traditional on-campus interviews. Employers can build partnerships with universities and technical institutes to offer internships, co-op programs, or research projects that allow students to apply their skills in real-world settings. These opportunities in fields like biotechnology, mechanical engineering, or data science enable students to gain hands-on experience while companies assess their problem-solving abilities and technical expertise. Engaging with students through these practical experiences creates a talent pipeline for future full-time hires.

In addition to hands-on opportunities, leveraging online platforms is another valuable strategy. Posting internships, fellowships, or entry-level roles on job boards targeting STEM students, such as specialized platforms for engineers or scientists, can attract a broader talent pool. Virtual career fairs, webinars on industry innovations, and tech competitions are excellent ways for employers to showcase their cutting-edge projects and work culture. These digital avenues allow companies to connect with students on a wider scale, engaging top talent without relying solely on interviewing students on-campus.

With the evolving recruitment landscape, Fortune 1000 companies and government agencies are seeking innovative strategies to attract science and engineering talent beyond traditional campus recruiting. From sponsoring virtual research projects to highlighting impactful work opportunities, we’ve gathered the top ten tips from CEOs, founders, and recruitment experts. Dive into the insights that can transform your approach to hiring the brightest minds fresh out of college and university.

• Sponsor Virtual Research Projects
• Create Genuine Online Content
• Develop Alumni Mentoring Programs
• Utilize Project-based Opportunities
• Launch a Science and Engineering Podcast
• Implement Internship-to-Hire Programs
• Partner with Online Job Fairs
• Build Relationships with University Career Centers
• Collaborate on Real-World Challenges
• Highlight Impactful Work Opportunities

Sponsor Virtual Research Projects

Virtual research projects and hackathons that are directly related to their field of study are fairly common in science and engineering circles, and you see plenty of government bodies and Fortune 1000 companies act as sponsors for these competitions as a way of sourcing top talent outside of on-campus recruiting. The actual options available to you will vary pretty wildly depending on your industry, but industries like automotive and aerospace have a lot of good examples for you to emulate, as their competition landscape for new graduates is quite robust and serves as an excellent pipeline.

Dragos Badea, CEO, Yarooms

Create Genuine Online Content

While on-campus recruiting remains the best way to attract new graduates in technology and engineering, large employers are often already established there with an enormous draw. If Fortune 1000 companies and government agencies want to get a leg up, they need to start meeting students and graduates where they’re at: the internet. 

Don’t try to cheese them by targeting them with employer branding ads, but rather, create genuine content about the types of cutting-edge or reliable technology. Make your firm a household name when it comes to a culture of innovation and technology, and the students will come to you.

Kyle Minton, Recruiting Manager, TEC Group INC

Develop Alumni Mentoring Programs

For government agencies and Fortune 1000 companies trying to draw top talent from colleges and universities, developing mentoring programs with alumni is a potent tactic. This strategy leverages the great resources of successful graduates who are already acquainted with the corporate culture and expectations.

Establishing a disciplined mentoring program helps businesses to link their present workforce with possible future workers. Usually, these initiatives match seasoned professionals who have effectively negotiated the move from academia to business with current students or recent graduates. The mentors can share their career development, offer opinions on the work environment of the company, and give tips on-field success.

This strategy has many advantages. For students, it offers a special chance to obtain practical knowledge and direction from experts who have experienced their situation. They can better see possible career paths inside the company, learn about the useful applications of their studies, and grasp the skills most sought in the sector.

Mentoring initiatives for the business help to develop among students a strong employer brand. Students come to view a company as preferred for employment when they see it invests in developing relationships and supporting talent. Furthermore, these initiatives let businesses spot and nurture outstanding talent early on, so maybe producing more future successful employees.

One can arrange mentoring programs in several ways. They could call for group meetings, frequent one-on-one meetings, or perhaps shadowing prospects. While some businesses keep year-long relationships, others choose short-term intense programs during summer breaks. The secret is to produce significant interactions that benefit the mentees as well as the mentors.

Companies can build a community outside of the conventional hiring process by encouraging these relationships. As students are more likely to consider employment possibilities with companies they feel a strong connection and alignment with their career aspirations, this community can become a great tool for attracting top candidates.

Mentoring programs with alumni stand out as a tactic that not only draws talent but also helps to retain it by building enduring relationships and a strong sense of belonging inside the company in the competitive terrain of science and engineering recruitment.

Darian Shimy, Founder & CEO, FutureFund

Utilize Project-based Opportunities

One practical approach to recruiting students and recent graduates, without relying on on-campus methods, is to leverage online platforms like College Recruiter and LinkedIn. These platforms allow businesses to reach a broader pool of talented candidates, particularly in science and engineering. 

As an Environmental Consultant at Aerem, I’ve seen value in offering internships and project-based opportunities. This gives students practical experience in areas like asbestos, mold, and air or water testing, allowing us to assess their skills in the real world. It’s a win-win, expanding access to top talent and introducing them to our specialized industry.

Benjamin Alford, Environmental Consultant, Aerem

Launch a Science and Engineering Podcast

My best tip is to start a podcast and invite students as guest speakers or panelists on relevant science and engineering topics. This highlights their expertise and introduces them to your firm or agency’s culture. The idea is to create a platform for students to share their knowledge and experiences while also showcasing your organization’s interest and investment in the development of future science and engineering professionals.

My advice is to offer virtual internships or project-based opportunities where students can work on real-world problems and contribute to your organization’s goals. For instance, you can assign a team of students to develop a new technology or solution for a current project. This provides hands-on experience for the students while also assessing their skills and potential for future employment.

You see, partnering with universities and attending virtual career fairs can help you connect with top science and engineering talent from different schools. Make sure to have an engaging online presence and actively reach out to students through social media platforms such as LinkedIn or Twitter to attract potential candidates.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Implement Internship-to-Hire Programs

Internship programs are one of the most popular ways college students can find their start in their careers. Internship-to-hire programs are a great way for you as an organization to find successful candidates to fill your entry-level roles. This gives both the candidate and the organization the time and opportunity to find the right fit. This is especially helpful for science and engineering roles where team cohesion and fit are so important.

Rubens Basso, Chief Technology Officer, FieldRoutes

Partner with Online Job Fairs

My top tip for Fortune 1000 companies and government agencies is to focus on partnerships with online platforms and virtual job fairs targeting science and engineering students. At Edumentors, we’ve found success using specialized online platforms that connect us directly with graduates in STEM fields, allowing us to engage a broader, more diverse talent pool without the limitations of geographic location. 

Hosting virtual Q&A sessions with industry professionals or offering remote internships can also attract top talent while highlighting your organization’s cutting-edge projects and culture. This approach not only broadens your reach but also showcases your commitment to innovation.

Tornike Asatiani, CEO, Edumentors

Build Relationships with University Career Centers

As the founder of Rocket Alumni Solutions, I would recommend focusing your recruiting efforts on building direct relationships with university career centers and student groups. At Rocket, over 70% of our new engineering hires last year came through campus partnerships and referrals from student organizations we sponsor.

We engage students early by participating in career fairs, hosting workshops, and promoting internship opportunities. Interns get mentorship and real-world experience, and we get a pipeline of candidates already familiar with our culture. Over half of our interns return for full-time roles.

Today’s graduates also want purpose and impact. At Rocket, we show how our technology improves community engagement and school pride. Students see how they can build something that makes a difference, not just work on another social media tool or mobile game.

Finally, optimize your hiring process. We aim for initial phone screens within 48 hours and are transparent about career growth and pay. Top candidates have options; we make a strong first impression by highlighting our mission and opportunities. Focusing beyond just campus recruiting, building relationships, and revamping your hiring process will yield the best new hires.

Chase McKee, Founder & CEO, Rocket Alumni Solutions

Collaborate on Real-World Challenges

At Lansbox, we discovered success by collaborating with niche online platforms that connect students with real-world challenges. Instead of relying on campus visits, we created problem-solving competitions where students could apply their skills to our logistics issues. One team’s solution improved our delivery time by 10 percent. Fortune 1000 companies and government agencies can tap into this approach, finding eager, capable talent while bypassing the traditional recruitment grind. Creativity is key when attracting the best in science and engineering fields.

Echo Shao, Founder, Lansbox

Highlight Impactful Work Opportunities

For Fortune 1000 companies and government agencies looking to hire college students and recent grads in science and engineering, try focusing on the impact they can make. Instead of relying on on-campus recruiting, show how these roles offer a chance to shape the future. Emphasize that their work will drive innovation and create a lasting impact. Many young professionals want jobs that feel meaningful and fulfilling.

By highlighting how their contributions can lead to real-world advancements and positive changes, you’ll attract top talent. This approach makes it clear that their work isn’t just a job, but a chance to make a difference and be part of something important. It’s about connecting their career goals with the meaningful impact they can achieve in your organization.

Sharat Potharaju, Co-Founder & CEO, Uniqode