13 tips for hiring marketing and advertising students other than through traditional, on-campus recruitment

Recruiting marketing and advertising students can be particularly effective through strategies beyond traditional on-campus interviews. One approach is partnering with universities and business schools to offer internships, co-op programs, or project-based roles that allow students to apply their creativity and analytical skills in real-world campaigns. These opportunities enable students to gain experience in digital marketing, branding, market research, and content creation while familiarizing themselves with the company’s culture. Early engagement through hands-on roles can help build a strong pipeline of talented marketers ready for full-time positions.

Employers can also tap into digital platforms to connect with marketing and advertising students. Posting internships or entry-level marketing roles on job boards such as College Recruiter and professional networks like LinkedIn can attract a diverse pool of candidates. Hosting virtual events such as webinars, online portfolio reviews, or digital marketing competitions can further engage students, showcasing the company’s innovative approaches and creative culture. These methods allow companies to reach a broader audience of marketing students and demonstrate their commitment to developing future marketing talent, beyond relying solely on campus recruitment.

There’s little doubt that many and probably most Fortune 1000 companies and government agencies are seeking innovative methods to attract fresh talent in marketing and advertising. From partnering with online learning platforms to sponsoring marketing competitions, we’ve compiled the top tips from 13 managing directors, CEOs, and marketing leaders.

• Partner with Online Learning Platforms
• Engage with Alumni Networks
• Host Digital Marketing Competitions
• Utilize Online Platforms for Recruitment
• Recruit on Social Media Platforms
• Hire from Marketing Bootcamps
• Create a Digital Talent Community
• Conduct Virtual Information Sessions
• Establish College Internship Programs
• Adopt Digital Recruitment Strategies
• Implement Reverse Recruiting Methods
• Showcase Employer Brand Online
• Sponsor Marketing Competitions

Partner with Online Learning Platforms

Build partnerships with online learning platforms that offer marketing and advertising courses. These platforms often have communities of learners who are eager to apply their skills. By collaborating with these platforms, you can create branded challenges, internships, or even virtual job fairs that directly engage students and recent graduates. This method allows you to tap into a pool of talent already gaining practical experience without relying solely on traditional on-campus recruiting.

Shane McEvoy, MD, Flycast Media

Engage with Alumni Networks

Alumni networks connect people who went to school with people who work in the business world. These former students are now well-established professionals who often keep close ties with their old schools and the students who are still there. They know the values, traditions, and academic strengths of their schools, which makes them great representatives for your business.

There are different ways to interact with alumni networks. Companies can work with groups of university graduates to hold events, both online and off. These could be career workshops, talks by professionals in the field, or networking events where former students talk about their professional paths. These kinds of events not only teach students useful things but also subtly show that your company is a good place to work.

Also, alumni can be very helpful in getting the word out about job openings and internships. Students give their recommendation a lot of weight because it comes from someone who has been there. This form of marketing between peers can be much more effective than traditional ads for job openings.

Having alumni help with the hiring process also helps build a sense of community around your brand. It tells a story of success and growth that current students can strive for. When students see students who used to work for your company doing well, it helps them see possible career paths and long-term growth opportunities.

I know that this method not only increases the number of applications but also makes them better. More than what’s written in a job description, alumni can give more information about the company culture and job roles. Having this insider’s view helps you find qualified candidates who also fit in with the way your company works.

This strategy also encourages a cycle of engagement. Alumni who are now working for a company are more likely to stay in touch with their alma maters, which creates a steady flow of talented people. Both parties benefit from the arrangement. The company gets a steady stream of new employees, and the university gets successful graduates who help develop students.

There is a lot of competition for marketing and advertising jobs, so using alumni networks gives you a unique edge. This strategy combines the trustworthiness of personal connections with the reach of professional networks. It’s a very useful tool for hiring people.

Darian Shimy, Founder & CEO, FutureFund

Host Digital Marketing Competitions

Leverage immersive, real-world digital competitions to scout top talent.

Instead of traditional on-campus recruiting, Fortune 1000 companies and government agencies can create branded “marketing hackathons” or virtual advertising challenges open to students and recent graduates.

These competitions, hosted on platforms like Discord or even Twitch, would task participants with developing campaigns or strategies around real-world scenarios your company faces.

This not only attracts individuals passionate about the field but also allows recruiters to see their creative problem-solving in action.

The best part? You’ll engage with a diverse pool of talent globally without geographical constraints while evaluating candidates’ skills in a high-pressure, authentic context that resumes or interviews can’t reveal.

Plus, winners and top participants could be directly funneled into fast-track hiring programs.

Austin Benton, Marketing Consultant, Gotham Artists

Utilize Online Platforms for Recruitment

To effectively engage with college students and recent graduates, utilize online platforms and virtual events. Hosting webinars, virtual career fairs, and interactive workshops can connect you with a diverse talent pool while highlighting your organization’s culture and opportunities. Additionally, participating in student-focused online communities and professional networks can help identify candidates actively seeking marketing and advertising roles. This approach broadens your reach and provides a flexible, scalable recruitment solution.

Matt Gehring, Chief Marketing Officer, Dutch

Recruit on Social Media Platforms

Young marketing graduates are all over social media, so start your search there. Showcase your team culture, internship opportunities, entry-level roles, and more—Gen Z cares deeply about sharing brand values, so letting people know who you are will draw more of them in. You can also seek out graduates in industry-specific communities within social platforms for even more exposure. Since the type of students who join industry groups proactively tend to be ambitious and driven, it’s a great resource to drive your marketing and advertising talent pipeline.

Elisa Montanari, Head of Organic Growth, Wrike

Hire from Marketing Bootcamps

Hiring marketing talent from bootcamps has been a successful strategy for acquiring skilled candidates who are prepared to contribute from day one.

Bootcamp graduates typically have practical experience working on real marketing projects, which allows them to apply their knowledge effectively in a professional setting. These candidates are also up to date with the latest digital marketing tools, making them highly valuable in fast-paced marketing environments.

Bootcamp partnerships have helped us identify motivated individuals who are passionate about marketing and willing to continually learn and adapt. This hiring approach has enhanced the team’s productivity and brought fresh ideas into our campaigns. The results have been consistently positive, with new hires delivering impactful marketing solutions.

Brandy Hastings, SEO Strategist, SmartSites

Create a Digital Talent Community

My top tip for Fortune 1000 companies and government agencies looking to hire college students and recent graduates without relying on on-campus recruiting is to build a “Digital Talent Community.” They can create an online platform or community that connects directly with students and recent grads where they already spend their time—social media, industry forums, and specialized career platforms.

Brands and agencies can start by developing a rock-solid presence across platforms like LinkedIn, Instagram, and TikTok, where they can share content that showcases their brand’s culture, values, and the real-life impact of their marketing and advertising roles. 

In addition, they can also engage with students by hosting live Q&A sessions, webinars, or even virtual career fairs to create a dynamic interaction without the constraints of physical presence.

Launching a digital competition or challenge focused on real-world marketing problems your organization faces can also help because this doesn’t just attract top talent; you also get to see their skills in action.

Yogesh Kumar, Digital Marketing Head, eResource Scheduler

Conduct Virtual Information Sessions

Virtual information sessions are a game-changer for attracting top talent. We’ve seen remarkable results when companies showcase their culture through engaging online events. These sessions allow students to get a real feel for your organization’s values and opportunities, without the logistical challenges of on-campus recruiting. I’d recommend incorporating interactive elements like Q&A sessions with current employees and virtual office tours to really bring your company culture to life.

Barbara McMahan, CEO, Atticus Consulting LLC

Establish College Internship Programs

I’ve found success in hiring recent graduates by establishing internship programs with nearby colleges. We invite students to work part-time, allowing them to gain real experience while finishing their degrees. The top performers often end up in full-time roles after graduating.

For example, one intern created a social media campaign that drove 10% more traffic to a client’s site. We hired her upon graduation, and she’s now managing that account. Interns provide fresh perspectives and enthusiasm, while the agency benefits from their skills at a lower cost. It’s a win-win.

I’d also suggest attending campus career fairs, hosting “meet and greets” to get to know students, and building relationships with career centers. Explain the value of internships and entry-level jobs at your organization. Top students want to work for innovative companies, so promote any cutting-edge marketing tech or clients you work with.

With the rise of virtual internships, don’t limit yourself to local schools. We’ve had remote interns from across the country. While managing them remotely does present challenges, their contributions still outweigh the costs. Fortune 1000 companies have the means to implement robust internship programs that tap nationwide talent pools.

Doug Steinberg, Founder & President, Magnetik

Adopt Digital Recruitment Strategies

My top tip for Fortune 1000 companies and government agencies keen on hiring university students and recent graduates is to leverage the power of digital platforms. Traditional on-campus recruiting can be restrictive and misses out on a wider talent pool. To reach out to tech-savvy, creative millennials and Gen Z candidates, companies need to meet them where they spend most of their time: online. 

Available platforms range from professional networking sites like LinkedIn to portfolio display platforms like Behance and Dribble. Here, candidates often showcase their skills through projects, academic assignments, or freelance work. 

Additionally, digital marketing and SEO competitions can be an excellent hunting ground. Staying connected with various university departments via email newsletters and webinars can also help companies get an early introduction to potential candidates. This not only widens the talent pool but offers a cost-effective and efficient strategy. In summary, a shift towards digital recruitment avenues can fetch fresh, innovative minds that are perfect for marketing and advertising roles.

Jim Kreinbrink, CEO, Hyper Dog Media

Implement Reverse Recruiting Methods

Using a “Reverse Recruiting” strategy is my best advice for hiring fresh grads and college students for marketing and advertising positions. It is advisable to let candidates introduce themselves and their ideas via presentations or video submissions. This allows them to assess their level of initiative and potential fit with the corporate culture.

Compared to standard resumes or interviews, I believe this creative approach gives us a more complete picture of the applicants’ potential while also showcasing their creativity and communication abilities. We can access a wide range of talent by using this approach instead of being constrained by the location of on-campus hiring. 

It also allows candidates to demonstrate their understanding of our organization’s needs and how they can contribute unique value—making our hiring process more efficient and targeted. This strategy works especially well, in my experience, for marketing and advertising jobs where pitching ideas and being creative are vital skills.

David Sides, PR/Marketing Expert, The Gori Law Firm

Showcase Employer Brand Online

I believe building a strong employer brand online is one of the most effective ways for Fortune 1000 companies and government agencies to attract college students and recent graduates for marketing and advertising roles. Today’s candidates are digital natives who research potential employers online before applying. By showcasing a dynamic and engaging workplace culture, companies can appeal to young talent by highlighting values that resonate with them, such as diversity, innovation, and career growth opportunities. 

Social media platforms, company blogs, and websites allow businesses to share employee testimonials, day-in-the-life videos, and success stories, giving potential hires a real sense of what it’s like to work there. A well-crafted employer brand online also helps companies stand out from competitors and can be more cost-effective than in-person recruiting events. It reaches a broader audience, including students who may not have access to on-campus recruitment.

Felix Milshtein, Senior SEO Manager, vcita

Sponsor Marketing Competitions

Today’s graduates grew up in a culture of gaming and competitions. Companies looking to connect with recent graduates can sponsor marketing and advertising competitions, either virtually or in-person, to reach recent graduates and students. Not only does it increase engagement with these potential employees, it offers an opportunity for these students and recent graduates to share their talents and ideas as a first-round interview/introduction process and offer companies and agencies a platform to share more about career options in the various fields. Nonprofit organizations often recruit through their volunteer events and activities in the same way.

Jeri Curry, Executive Director, Marshall ROC