8 tips for recruiting warehouse and logistics students other than through on-campus interviewing

Recruiting warehouse and logistics students can be highly effective through hands-on training and digital engagement beyond traditional on-campus interviews. Employers can partner with trade schools, community colleges, and universities offering supply chain and logistics programs to provide internships, co-op roles, or part-time opportunities. These experiences allow students to gain practical skills in inventory management, shipping processes, and warehouse operations while familiarizing themselves with the company’s systems and culture. Engaging students early helps create a pipeline of qualified candidates ready to transition into full-time roles in logistics, distribution, or operations management.

Additionally, leveraging online platforms and virtual events can help employers connect with warehouse and logistics students. Posting internships or entry-level roles on job boards and networks like LinkedIn or logistics-specific platforms can attract students interested in supply chain careers. Hosting virtual events such as warehouse tours, industry-specific webinars, or supply chain problem-solving competitions can also engage students and showcase the company’s innovative approaches to logistics and distribution. These strategies broaden the reach of employers, allowing them to connect with top logistics talent without relying solely on traditional campus recruitment methods.

We asked eight hiring experts to provide suggestions for how to reach students who are interested in warehouse and logistics jobs and yet also not go through the traditional, on-campus interviewing process.

• Partner With the CSCMP
• Launch Targeted Social Media Campaigns
• Post Jobs on College Recruiter
• Engage Alumni As Ambassadors
• Offer Virtual Internships
• Partner With Trade Schools
• Leverage Digital Platforms
• Engage With Technical Schools

Partner With The CSCMP

If campus recruitment isn’t an attractive option, I’d recommend going to a third party that can do some of the work for you in vetting qualified candidates for your needs. Get in touch with the Council of Supply Chain Management Professionals (CSCMP) or similar bodies in your geography. They’re a great source of qualified candidates, and one of their major purposes is to connect hiring bodies with their members. I’d go so far as to say that there is a good opportunity here to offer a direct internship program for recent grads registered with the body to help them get more real-life, hands-on experience in logistics management while working remotely.

Dragos Badea, CEO, Yarooms

Launch Targeted Social Media Campaigns

I’ve seen firsthand how leveraging digital platforms can attract young talent. One creative approach for hiring students outside of traditional campus recruiting is to use targeted social media campaigns. For example, we partnered with a logistics firm to launch a campaign on TikTok showcasing day-in-the-life stories of warehouse roles. Engagement skyrocketed by 40%, and applications doubled within a month. Creating relatable, visual content draws candidates in and highlights the role’s impact.

Alex Taylor, Head of Marketing, CrownTV

Post Jobs on College Recruiter

Posting jobs on early-career platforms like College Recruiter can help recruiters tap into a vast selection of students and recent graduates from a wide range of institutions and backgrounds. They are designed to match employers with candidates who are looking for internships and entry-level positions, ensuring a more targeted approach. 

Along with efficiency, it also ensures flexibility to post jobs at any time and receive applications from candidates from around the globe, transcending geographical limitations. This strategy aligns with today’s younger generation. That’s why Gen Z, in particular, is accustomed to digital interactions and can expect a streamlined, user-friendly job search experience.

Dhari Alabdulhadi, CTO and Founder, Ubuy New Zealand

Engage Alumni As Ambassadors

I have found it very effective to engage alumni from your organization to act as ambassadors, sharing job opportunities and insights with current students via virtual platforms. This creates a sense of community and connection between the company and potential candidates, increasing their interest in working for the organization.

My one tip is to offer internships or co-op programs for college and university students as an alternative to on-campus recruiting. This provides valuable experience for students and allows employers to identify top talent early on and potentially secure them for future roles within the company. It also allows for a cost-effective approach to recruitment, as companies can offer paid or unpaid internships and co-op programs in exchange for valuable work experience.

Most of the time, I got a higher level of success with this method compared to traditional on-campus recruiting, as it allows for a more targeted and personalized approach to identifying and attracting the right candidates for warehouse and logistics roles. My secret hack is to offer virtual tours or online training sessions to showcase their facilities and provide an inside look into the daily operations of their warehouse and logistics departments.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Offer Virtual Internships

My top tip for Fortune 1000 companies and government agencies seeking alternatives to on-campus recruiting for warehouse and logistics roles is to partner with logistics-focused educational programs. Offering virtual internships or apprenticeships can provide valuable hands-on experience while allowing organizations to assess potential candidates remotely. This approach not only expands the reach beyond traditional campus recruiting but also demonstrates adaptability to changing workforce dynamics, potentially attracting tech-savvy candidates who are well-suited for modern logistics operations.

Adam Lenhart, Managing Partner, Optimum Supply Chain Recruiters

Partner With Trade Schools

My top tip for Fortune 1000 companies and government agencies looking to hire students and recent graduates for warehouse and logistics roles—without relying on on-campus recruiting—is to partner with trade schools, vocational programs, and online job boards that specialize in logistics and supply chain management. Many students in these programs are actively seeking hands-on roles and can be a great fit for warehouse and logistics positions.

You can also offer virtual internships or apprenticeship programs. These programs give students real-world experience and allow them to transition smoothly into full-time roles. Hosting online job fairs or using platforms like LinkedIn, Indeed, or industry-specific boards will help you reach a larger pool of qualified candidates.

By focusing on these alternatives, you can tap into specialized talent without relying on traditional campus recruiting.

Kenan Acikelli, CEO, Workhy

Leverage Digital Platforms

For Fortune 1000 companies and government agencies looking to hire college students or recent graduates for warehouse and logistics roles, my top tip is to leverage digital platforms that specialize in connecting young talent with job opportunities. These platforms, like LinkedIn, Handshake, or even niche logistics job boards, offer targeted outreach without the need for an on-campus presence. 

Additionally, consider offering virtual career fairs and internships that can attract students from a wider geographic area. By embracing these digital recruiting methods, you not only save time and resources but also reach a more diverse pool of potential candidates.

Janet Lowe, Managing Director, Stillages and Cages

Engage With Technical Schools

One of the most effective—and least utilized—recruitment tactics that Fortune 1000 companies and federal and state government agencies can deploy to attract college students and recent graduates to work in the warehouse and logistics environment is to engage with two- and four-year technical and vocational schools through sponsored competitions and project-based learning events that bring real-world logistics problems to bear where students can be the solution.

It’s a great way for students to get exposure to the real issues of the field and give potential recruiters a chance to see prospective employees in action as they perform the tasks they will be doing on the job. Project-based learning programs, where students work on real logistics projects from your company, can go even further in building engagement and assessing skills and fit—giving students a richer educational experience while filling your pipeline with potentially highly skilled graduates familiar with your company’s operations and culture. 

For companies and agencies, these educational partnerships can provide a cultivated workforce that is well-suited for needs while improving educational outcomes.

Alexander Henschel, Digital Marketing Manager, Boulevard