Virtual Campus Recruiting: What You Need to Know

College students have kicked off a non-traditional school year with many participating in fully virtual or hybrid learning models. Has your organization thought about how this will affect your campus recruiting efforts? As our lives and businesses are online more than ever before, here's how you can ensure your company is prepared to recruit top talent virtually. 

  1. Determine technology needed to successfully recruit and interview in a virtual setting
  2. Focus on the candidate experience
  3. Keep company culture alive 

For full details on pivoting your on-campus recruiting strategy to a virtual setting, download our free guide, "Virtual Campus Recruiting"


Technology for Virtual Recruiting

Virtual career fairs will attempt to be as similar to an in-person job fair as possible – the main difference being that they will be held completely online. The online fair will still serve as a place where employers and job seekers can meet in a virtual environment by using chat rooms, teleconferencing, webcasts, webinars and/or email to exchange information about job openings. 

Virtual Event Platforms

A virtual event platform allows you to share a bulk of company information and opportunities to candidates instantaneously. They incorporate many of the same experiences an in-person fair would contain, such as one-on-one meeting spaces for candidates and recruiters, places to showcase
company information and culture, and easy resume collection. Through one of these platforms, you can host webinars, create virtual job fair “booths”, and have a constant stream of communication with candidates in an online setting.

Asynchronous Interviewing 

Many companies are instilling one-way video interviews, or asynchronous interviews, in place of in-person interviews. This software allows recruiters and hiring managers to plug in generalized questions and scenarios that applicants will answer in a self-paced video format, which will then be sent back to the hiring team for review. This can not only save time for interviewers but is also more flexible in its ability to incorporate qualified interviewees into the process.


Focus on the Candidate Experience 

For most students, the virtual career fair will be a new experience. Be sure to remain clear and transparent in your communication so that students feel confident moving forward with your company. In addition, consider the following: 

  • Asking senior leaders or alumni to speak to students and offer insight into company culture and career progression 
  • Offering downloadable content for students to take with them in the form of FAQs, brochures, and information about your entry-level positions 
  • Giving students options for one-on-one conversations with recruiters in the form of chat rooms or breakout sessions 

Remember: Students will be talking with many recruiters and many different organizations. Be sure to stand out by providing value and engaging content.


Keep Culture Alive

First and foremost, be sure that your organization has a social media presence. Give candidates insight into what it's like working at your company through social posts that highlight a day in the life for various positions or share employee testimonials. In addition, share posts that highlight company culture both pre- and post-COVID. If you need support building out your social media strategy, take a look at our guide to Recruiting Through Social Media. 

Students will be most interested in hearing about how your organization handled the COVID-19 pandemic, what has changed within your company, how company culture is being maintained, and what an entry-level career progression looks like in this new reality. Ensure that your recruiters are communicating this information with honesty and transparency and that messaging is consistent. 


Like this blog post? Want to learn more? Download our free guide to Virtual Campus Recruiting.

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