8 tips for recruiting security students other than through on-campus interviews

Recruiting security, law enforcement, and other such students can be highly effective through practical opportunities and digital engagement beyond traditional on-campus interviews. Employers can collaborate with universities, technical schools, and security training programs to offer internships, co-op programs, or part-time roles in areas such as cybersecurity, physical security, or risk management. These hands-on experiences help students apply their skills in real-world scenarios, whether it’s securing networks, protecting assets, or conducting security audits. Early exposure to the company’s operations allows students to gain valuable experience and positions employers to identify and cultivate future security talent.

Additionally, employers can reach security students through online platforms and virtual events. Posting internships or entry-level roles on job boards that specialize in security careers, as well as professional networks like LinkedIn, can attract students looking to break into the field. Hosting virtual workshops, cybersecurity simulations, or webinars featuring industry experts can further engage students, providing them with insights into the company’s security challenges and solutions. These digital strategies enable employers to connect with a broader pool of students and highlight their commitment to innovation in security without relying solely on campus-based recruitment efforts.

We asked eight CEOs and CISOs for their top alternative recruiting tips to help Fortune 1000 companies and government agencies hire top student and recent graduate talent for security roles. From partnering with tech communities to building online partnerships, here are tips to consider.

• Partner With Tech Communities
• Leverage Virtual Platforms
• Find Candidates Online
• Create Mentorship Platform
• Utilize Online Platforms
• Leverage Talent Showcases
• Build Online Partnerships
• Create Virtual Mentorship

Partner With Tech Communities

Companies should get in touch with tech and cyber-security organizations for students and alumni to recruit great candidates to fill entry-level security roles. It’s not necessary to go on campus to find these candidates. Simply look for the communities that they’ve formed and joined, and partner with them to fill these roles. In addition, look for online communities and forums to market to. Each and every student looking to get into security participates in online tech communities.

Bill Mann, Privacy Expert at Cyber Insider, Cyber Insider

Leverage Virtual Platforms

One of the most effective alternatives to on-campus recruiting for security roles is leveraging specialized virtual platforms that target students and recent graduates. During my recent market research for a Fortune 1000 company, we found that online coding challenges and cybersecurity competitions were particularly successful in identifying top talent. These platforms attract students interested in security roles by offering real-world problem-solving scenarios, allowing employers to assess skills that traditional interviews might overlook.

For instance, we worked with a client to host a national-level capture-the-flag (CTF) competition in cybersecurity. Not only did it engage a wider, geographically diverse pool of candidates, but it also provided a direct way to evaluate candidates’ technical competencies under pressure. This approach yielded a 25% higher retention rate compared to conventional recruitment methods, as candidates were already vetted for their hands-on capabilities.

Additionally, data from our study revealed that 80% of participants in these virtual engagements were more likely to accept an offer due to the experiential nature of the recruitment process. This method is scalable, cost-effective, and aligns with how Gen Z students prefer to engage with potential employers—digitally and interactively.

Bassem Mostafa, Lead Market Analyst and Founder, Globemonitor Market Research Agency

Find Candidates Online

On-campus recruiting of candidates for security roles is a traditional approach, but in many respects, it is no longer needed. It is a somewhat archaic approach, very much centered on a “we come to you” ethos.

What I have found works best is a “find them where they play” approach. Technology students and graduates hang out a lot in virtual environments, so it can be very fruitful to engage them in their own (online) space. Run competitions such as “hackathons” or coding challenges like “virtual escape rooms” on platforms they often frequent such as Twitch, GitHub, and Stack Overflow, among others.

Not only does this act to impress potential candidates by demonstrating that you know what is important to them and where they hang out, but it also attracts the very top security talent who may not be found physically on-campus as much. The most capable security students will likely be found more online rather than traipsing around campus recruitment stands.

This approach also allows you to assess how strong their technical skills and problem-solving capabilities are in their own environment—it doesn’t feel much like an assessment at all! These platforms allow organizations to evaluate candidates’ abilities through direct and fun engagement without needing to visit a physical campus at all.

Jonny Pelter, Chief Information Security Officer (CISO) and Founder, CyPro

Create Mentorship Platform

I recommend creating a digital mentorship platform where security professionals can mentor students. The most engaged and promising mentees could be fast-tracked into job opportunities, fostering a long-term talent pipeline. This platform could also include virtual workshops, webinars, and networking opportunities to further develop the students’ skills and knowledge in security roles.

This approach offers access to a talented pool of potential employees while providing valuable mentorship and training to the next generation of security professionals. Students, on the other hand, gain practical knowledge and experience from experienced professionals while also building their network in the industry.

You see, this digital mentorship platform can also be used for diversity recruitment efforts by reaching out to underrepresented communities in security fields and creating inclusive initiatives that encourage diverse talent to enter the industry. For instance, workshops on cybersecurity basics specifically tailored for women or people of color can help break barriers and increase diversity in the security workforce.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Utilize Online Platforms

Targeted online platforms have become indispensable tools for Fortune 1000 companies and government agencies aiming to recruit college students and recent graduates for security roles. Platforms like Handshake, LinkedIn, and specialized job boards are at the forefront of this trend, offering tailored services that connect employers directly with students who have a keen interest or the necessary skills in cybersecurity. 

Handshake, for instance, is utilized by all Fortune 500 companies, emphasizing its role as a primary channel for reaching out to the next generation of talent in various fields, including security. These platforms not only list job opportunities but also facilitate a more interactive recruitment process through virtual career fairs, webinars, and direct messaging, allowing for a more personalized approach to attracting candidates who are not just looking for any job, but are specifically interested in security roles.

The use of these platforms reflects a shift toward a more strategic recruitment process, where the focus is on quality and fit rather than quantity. For instance, by engaging on platforms like LinkedIn, recruiters can not only post job openings but also engage in proactive searches for candidates, share insights into company culture, and highlight the growth opportunities within the security sector. This approach helps in building an employer brand that appeals to young talent eager to make an impact in the field of cybersecurity. 

Furthermore, platforms like ZipRecruiter use AI to match candidates with employers, ensuring that even those with no real-world experience but with relevant education or passion for security can be discovered. This method not only widens the net for potential candidates but also ensures that employers find individuals whose career goals align with the roles offered, thereby potentially reducing turnover and increasing job satisfaction.

Henry Timmes, CEO, Campaign Cleaner

Leverage Talent Showcases

My top tip is to leverage online talent showcases to connect with aspiring security professionals. We’ve seen great success with virtual career fairs and industry-specific online forums that attract talented graduates. These platforms allow companies to engage directly with candidates, showcase their culture, and assess skills through interactive challenges or simulations. It’s a win-win: students get exposure to exciting opportunities, while companies can efficiently identify top talent without the limitations of traditional on-campus recruiting.

Barbara McMahan, CEO, Atticus Consulting LLC

Build Online Partnerships

My top tip for Fortune 1000 companies and government agencies looking to hire students and recent graduates for security roles—without relying on traditional on-campus recruiting—is to build strong partnerships with online tech communities and cybersecurity boot camps. These platforms often attract highly motivated individuals who are specifically focused on cybersecurity, offering a more targeted and efficient talent pool.

Additionally, consider developing virtual internships and hackathons focused on real-world security challenges. Not only do these programs allow students and recent graduates to showcase their skills in a hands-on way, but they also give companies the chance to evaluate candidates in a practical, problem-solving environment.

By leveraging these alternative channels, you can reach a broader audience of qualified candidates and potentially tap into talent that’s been missed through traditional recruiting methods. This approach also creates a pipeline of skilled individuals who are ready to step into critical security roles.

Kenan Acikelli, CEO, Workhy

Create Virtual Mentorship

Create a virtual mentorship program that pairs students with industry professionals, offering valuable insights and a pathway to potential employment.

We’ve found success in moving beyond traditional on-campus recruiting by implementing a virtual mentorship initiative. This approach allows us to connect with a diverse pool of talent from various educational backgrounds.

Our program, called “Security Scouts,” pairs college students and recent graduates with our seasoned security professionals for monthly virtual mentoring sessions. These sessions cover a range of topics, from current cybersecurity trends to career advice and real-world problem-solving scenarios.

We’ve seen impressive results from this initiative. Over the past year, 40% of our entry-level security hires came through this mentorship program. The quality of these hires has been exceptional, with a 25% higher retention rate compared to traditional recruitment methods.

One unexpected benefit has been the positive impact on our existing employees. Serving as mentors has boosted their engagement and provided leadership-development opportunities.

We complement these mentorship sessions with virtual events similar to Datadog’s approach. We host online workshops on résumé building and technical interview preparation, tailored specifically for security roles. We also organize virtual office tours and Q&A sessions with our early-career employees to give candidates a feel for our company culture.

To make our program more inclusive, we’ve partnered with organizations that support underrepresented groups in tech. This has helped us tap into a more diverse talent pool and enrich our company’s perspectives.

For me, the key to success in this approach is consistency and genuine engagement. It’s not just about finding candidates; it’s about nurturing talent and building relationships that benefit both the students and your organization in the long run.

Tomasz Borys, Senior VP of Marketing & Sales, Deep Sentinel