7 alternatives to on-campus recruitment for hiring students for business and consumer services jobs

For decades, employers who wanted to recruit students for part-time, seasonal, internship, apprenticeship, and other early career jobs believed that the best and perhaps even only way of doing so was to travel to a bunch of colleges and universities and endure interviewing dozens in tiny, interview rooms or standing for a day or two at a career fair booth. Very few students or recruiters enjoyed the process, yet both felt that it was the best of a lot of bad options.

Recently, due largely to Covid shutting campuses down, employers discovered that there are some other ways of recruiting the best students for their jobs and that those alternative methods were typically far more efficient (lower cost) and effective (more productive employees). Unfortunately, some of these alternative methods for recruiting students work better for some occupational fields than others.

Today, we’re going to focus on alternative methods for employers to hire the best students for early career, business and consumer services jobs. We reached out to seven hiring experts and they shared what they do:

• Host Online Competitions and Hackathons
• Utilize Social Media Recruitment Funnels
• Leverage Virtual Networking and Social Media
• Engage in Niche Internet Communities
• Implement Gamified Skill Assessments
• Create Virtual Internships and Industry Partnerships
• Use Student-Focused Online Platforms

Host Online Competitions and Hackathons

One thing that I’ve seen work relatively well in the EU is for larger companies and governments to focus on engaging talent through specialized online case competitions and industry-specific hackathons, including ones that are held in-house via partnerships with local organizations and schools. These competitions can be hosted on platforms like Kaggle or through partnerships with business schools that have existing platforms, where students are challenged to solve real-world problems related to the company’s services. Epic did this quite well at the University of Wisconsin-Madison’s Grainger School of Business in the early 2010s, for example. This not only allows the organization to see candidates’ problem-solving abilities and creativity in action but also offers a platform to showcase the company’s brand and values to a targeted audience.

Dragos Badea, CEO, Yarooms

Utilize Social Media Recruitment Funnels

In my experience, one effective strategy for attracting college students and recent graduates outside of traditional on-campus recruiting is leveraging social media ads to drive candidates into a well-designed recruitment funnel. Since most students spend significant time on social media, this approach allows you to meet them where they already are, capturing their attention and interest in your business.

This method offers two key advantages. First, it boosts brand awareness, potentially increasing traffic to your social media pages and website. This, in turn, can generate more interest and applications from potential candidates. Second, the recruitment funnel itself, when thoughtfully crafted with compelling ad creatives and a clear call to action, streamlines the process of converting interest into actual applications. The success of this strategy largely depends on the quality of your funnel setup and the appeal of your ad content.

Alexander Weber, Founder, Axlek

Leverage Virtual Networking and Social Media

For Fortune 1000 companies and government agencies looking to hire college and university students and recent graduates for roles in business and consumer services without relying on traditional on-campus recruiting, my top recommendation is to leverage social media platforms and virtual networking events. These digital channels allow organizations to reach a wide, engaged audience of young talent actively seeking opportunities.

Utilizing Social Media: Platforms like Instagram, Twitter, and Facebook are not just for social interactions but have become crucial in professional networking and job searches, especially among younger demographics. Companies should create compelling content that highlights their work culture, employee testimonials, and career opportunities. Engaging posts, live Q&A sessions, and behind-the-scenes glimpses into the company can attract potential candidates by providing a real sense of what working at the company would be like.

Virtual Networking Events: Hosting virtual career fairs and networking events can simulate the personal interaction of on-campus recruiting. Tools like Zoom or Microsoft Teams can be used to host virtual panels, where leaders and recent graduate hires discuss career opportunities and the industry’s future. Interactive virtual booths can provide information and collect resumes, while breakout rooms can offer more personal interactions with recruiters.

Partnerships with Educational Institutions: Even outside of physical campuses, maintaining strong relationships with universities is crucial. Collaborate with career services to get involved in their digital career resources, job portals, and newsletters that reach students and alumni.

Steven Mostyn, Chief Human Resources Officer, Management.org

Engage in Niche Internet Communities

What is my greatest suggestion for Fortune 1000 companies and government organizations trying to acquire young talent? Embrace the potential of niche internet communities.

By chance, I came across this method. We were having trouble filling specialized positions in our technology department, and typical recruiting approaches were not working. One day, I overheard our lead developer talk about a coding community where he spent his free time.

I explored these online spaces: Reddit threads, Discord servers, and specialist Slack channels. I was astounded by the number of passionate, skilled individuals debating cutting-edge themes.

We began to engage meaningfully in these networks, providing ideas and, eventually, job opportunities. The response was incredible. We found candidates who were both qualified and enthusiastic about our work.

We’ve since employed some of our best team members in this manner, including people who would never have applied through traditional means. It showed me that the brightest talent isn’t always waiting at job fairs but rather hiding in plain sight online.

Volen Vulkov, Co-Founder, Enhancv

Implement Gamified Skill Assessments

My top tip for Fortune 1000 companies and government agencies looking to hire college students and recent graduates would be to seriously consider skill-based, gamified assessments. These platforms are a game-changer in the recruitment space. For instance, imagine deploying coding challenges, design contests, or even complex business simulations as part of your recruitment strategy. These aren’t just more interactive; they also offer a direct window into the practical abilities of potential candidates.

This approach works wonders for a few reasons. First, it’s engaging. We’re talking about a generation that grew up with technology and games, so gamifying the assessment process naturally grabs their attention. It feels less like a test and more like a challenge, which can be a big draw. Second, it’s incredibly effective for talent spotting. Traditional interviews or CV screenings can tell you so much, but seeing someone apply their skills in real-time during a simulation offers a much clearer picture of their capabilities.

Tom Hamilton Stubber, Managing Director, TutorCruncher

Create Virtual Internships and Industry Partnerships

For Fortune 1000 companies and government agencies looking to tap into the fresh talent pool of college students and recent graduates without relying on traditional on-campus recruiting, I recommend embracing the potential of industry partnerships and virtual internships. By collaborating with industry associations or even directly with academic departments, you can create programs that offer real-world experience to students, all while building a pipeline of talent specifically trained in your field.

Virtual internships, in particular, have become life-changing. They provide flexibility for students and allow you to assess their abilities and fit within your organization without the logistical challenges of physical presence. Moreover, these programs can be scaled globally, offering you access to a diverse range of candidates who bring different perspectives and skills to the table. The focus should be on creating meaningful, project-based experiences that not only benefit the students but also add value to your organization. This approach not only broadens your reach but also positions your company as an innovator in the eyes of the emerging workforce.

JD Lloyd, Business Development Manager and Project Manager, Bella Virtual Staging

Use Student-Focused Online Platforms

Leveraging online platforms that cater specifically to students and recent graduates is an effective alternative to on-campus recruiting. Websites like College Recruiter offer access to a wide pool of young talent and allow companies to target candidates with specific skills or interests. Additionally, hosting virtual career fairs or webinars can engage students nationwide without the logistical challenges of on-campus events. This approach broadens the talent pool and allows for more flexible and cost-effective recruitment strategies, similar to how online coaching sessions can be just as effective as in-person training in tennis.

Ben Walker, Founder and CEO, Ditto Transcripts