5 tips for recruiting transportation students other than through on-campus interviewing

Recruiting transportation students can be highly effective through experiential learning and digital outreach strategies that extend beyond traditional on-campus interviews. Employers can collaborate with universities, technical schools, and transportation management programs to offer internships, co-op opportunities, or project-based roles in areas such as logistics planning, fleet management, or transportation safety. These hands-on experiences give students the opportunity to apply their knowledge in real-world transportation operations while becoming familiar with the company’s systems and culture. Engaging transportation students early creates a strong pipeline for future roles in areas like operations, planning, and transportation management.

In addition, employers can leverage digital platforms to connect with transportation students more broadly. Posting internships or entry-level transportation roles on job boards and professional networks like LinkedIn can help attract students looking to launch their careers in this field. Virtual events, including industry-specific webinars, transportation management workshops, or fleet management simulations, can also engage students and showcase the company’s expertise in the transportation industry. These digital strategies allow employers to reach a wider audience, highlighting career growth opportunities without relying solely on traditional, on-campus recruitment.

We asked five CEOs and HR executives for their top tips on how Fortune 1000 companies and government agencies can recruit college and university students and recent graduates as an alternative to on-campus recruiting.  From utilizing online job boards to partnering with online education platforms, here are five alternative recruiting tips for your organization.

• Utilize Online Job Boards
• Host Webinars on Transportation
• Embrace Digital Platforms
• Tap Into Professional Networks
• Partner With Online Education Platforms

Utilize Online Job Boards

There are actually already a few good platforms that I’d recommend tapping into for larger companies and government bodies, as they are specialized for transportation and logistics jobs. Online job boards like Supply Chain Careers and College Recruiter, or even industry-specific communities on platforms such as LinkedIn, are an excellent place to start outside of on-campus recruiting, as these channels offer access to a pool of students and recent graduates already focused on the field. 

This gives you direct access to candidates with relevant training. You’ll find many more profiles from good talent coming from trade schools or universities that offer transportation and logistics programs.

Dragos Badea, CEO, Yarooms

Host Webinars on Transportation

I recommend hosting a series of webinars on emerging transportation topics, with participation incentives like the chance to apply for internships or entry-level roles. The topics may include sustainable transportation practices, advancements in autonomous vehicles, or the future of urban mobility. This allows companies to showcase their industry knowledge and expertise to attract the attention of top college and university students interested in transportation.

Companies can partner with relevant organizations or associations to reach a wider audience and potentially gain access to their talent pool. This approach eliminates the costs associated with on-campus recruiting and allows companies to connect with a diverse group of candidates from different universities and backgrounds. It also showcases the company’s commitment to innovation and sustainability, which may attract young professionals who are passionate about making a positive impact through their work.

My best tip is to offer internships or entry-level roles as incentives to identify potential future employees and develop relationships with them early on in their career journey. This way, companies can secure top talent for their transportation needs and build a pipeline of skilled individuals for future positions. This approach provides students with valuable insights into the company’s culture and work environment, allowing them to make informed decisions about their career choices.

Daniel Cook, HR / Marketing Executive, Mullen and Mullen

Embrace Digital Platforms

Embracing digital platforms and virtual solutions is my number one tip for Fortune 1000 companies and government agencies seeking an alternative to traditional on-campus recruiting. The current digital landscape provides numerous opportunities to reach students and recent graduates, regardless of their geographical location. 

When we were building our team, we utilized a blend of job boards tailored for graduates, such as Handshake. We also conducted virtual career fairs, webinars, and information sessions, creating an engaging space for candidates to learn about our company and ask questions. 

In addition, our team leveraged social media channels, like LinkedIn, to share job postings and attract potential candidates. They say necessity is the mother of invention—in our case, it innovated our hiring process. By moving to digital recruiting strategies, we were able to secure a dynamic and competent workforce eligible for remote working in the transportation sector.

Gianluca Ferruggia, General Manager, DesignRush

Tap Into Professional Networks

I have experience hiring and managing recent college graduates. My top tip is to tap into your professional networks to source strong candidates. Contact professors, alumni groups, and relevant student organizations at target schools. Explain the types of roles you have and ask them to recommend top students. This is an efficient way to find highly qualified candidates who may not pursue on-campus recruiting.

To determine fit, focus on problem-solving skills. Recent grads may lack technical expertise but thrive if they can think critically about complex issues. Ask candidates to walk you through how they have solved difficult problems. Look for logical reasoning and the ability to consider multiple perspectives. For example, when hiring network engineers, I asked candidates to troubleshoot a scenario where multiple users reported connectivity issues at once. Strong candidates methodically narrowed down the possible causes through a logical process of elimination.

Make professional development and mentorship priorities. Create rotational programs that expose new hires to different business areas. Assign mentors to help them steer the organizational culture and build professional skills. At my construction firm, new hires shadowed experienced project managers before leading their own projects. We found that mentorship and exposure to senior leadership helped new hires advance much more quickly. Investing in development will maximize the potential of your recent graduate hires.

Jimmy Hertilien, Senior Project Manager, Herts Roofing & Construction

Partner With Online Education Platforms

My top tip for Fortune 1000 companies and government agencies looking to hire college and university students for transportation roles without relying on traditional on-campus recruiting is to partner with online education platforms and specialized transportation programs. Many universities and technical schools offer degrees or certifications in logistics, supply chain management, and transportation engineering, and they often host virtual job boards or alumni networks that can connect you directly with qualified candidates.

Another effective strategy I’ve seen is to host virtual events, like career fairs, webinars, or transportation challenges. These platforms allow students and recent grads to showcase their skills, while you gain insight into their problem-solving and practical capabilities. Offering internships or co-op programs through these virtual platforms also helps engage students who are eager to get hands-on experience.

By tapping into digital platforms and specialized programs, you can reach a wider, more focused talent pool without the limitations of on-campus recruitment.

Kenan Acikelli, CEO, Workhy