Career Advice

Practices for Recruiting College Students

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College Recruiter believes that every student and recent graduate deserves a great career. If you’re having trouble finding qualified employees, a solution may be closer than you think: local universities. They are frequently brimming with potential hires looking for seasonal work or a full-time position soon after graduation. Recruiting college students, on the other hand, may be more difficult than you anticipate. It’s critical to adhere to these best practices in order to hire the greatest staff for your company.


To effectively advertise opportunities, you must think like your target audience. While college students might be of any age, most of them belong to Generation Z. So, what do Generation Zers look for in a job?

To begin with, you can eliminate the word “job” from your vocab. They’re looking for jobs that will allow them to advance in their careers. While 75 percent of Gen Zers indicated they’re willing to start at the bottom, 65 percent said the possibility for advancement is one of their top considerations when it comes to choosing a job. Make sure you give them opportunities to advance in your company and highlight this in your job description, along with the salary rate, benefits, and culture. These are some of the most important details for job seekers to see.

College Recruiter believes that every student and recent graduate deserves a great career. If you're having trouble finding qualified employees, a solution may be closer than you think: local universities.Click To Tweet


Don’t just post a position on Indeed or one of the other prominent job sites and wait for people to apply. Take the initiative to contact colleges and universities in your area! Attending career fairs and meeting with students, posting information on bulletin boards, and networking with school personnel who may know possible hiring are all examples of this.


Many college students are tech-savvy and spend a significant amount of time on social networking sites. However, they aren’t just conversing with friends and sharing photos. They may also use these websites to keep up with the latest news and network with peers and industry professionals. Create profiles for your company and maintain a constant social media presence to take advantage of this.

To attract potential applications, we also propose placing sponsored advertisements on these websites. It may be more cost-effective than paying for job boards.


When it comes to college graduates, don’t be too concerned with industry experience. Applicants with no prior work experience may end up being the best hiring! To ensure that an applicant will mix well with the team and prosper in the workplace, it’s far more necessary to focus on their personality attributes and “soft abilities.”


Building a talent pipeline and strengthening your college recruitment effort requires strong partnerships.

Bring your top-performing local high school graduates to campus events to help your company connect with current students. Recent graduates have established networks via which you can hunt for talent, and as successful employees, they can show applicants what they can achieve if they come to work for you.

Extend your reach beyond the booths at career fairs. Get to know a professor from a department, such as computer science, and have that department hold an information session. Alternatively, if you find a student organization whose mission fits with your company’s, have its members publicize your visit.

While efforts on social media and mobile platforms undoubtedly help with university recruiting, actual discussions make the most lasting effects. You’ll be well on your way to creating a strong and productive campus talent pipeline by making personal ties.

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