Top 10 Tips for Diversity Recruiting on Campus

Diverse Student Recruiting

We recently surveyed a wide range of employers to gain insight into the current state of diversity recruiting on campuses around the country. Based on those results, we created the top 10 tips for recruiting diverse student talent:

1. Prior to job fairs and national recruiting events, prepare a diversity recruitment strategy that is both consistent with your overall employer brand and responsive to your various target populations.

2. Plan how to best allocate your diversity recruitment budget for a full recruiting season, so you can maximize touch points and realize ROI while ensuring you will stay within the limits of your budget.

3. Determine your specific D&I initiatives and the details of your upcoming internship and full-time opportunities during the summer, so you can begin advertising your job postings to school and diversity association job boards as early in the academic year as possible.

4. Keep track of the past events and previous resources that have helped you and your recruitment team to reach the most diverse candidates historically, then focus your efforts on enhancing those existing channels through social networking, increased communication, and online recruiting technology.

5. Coordinate with the career service centers to plan your on-campus recruiting events and how to best connect with your target populations. Consider in-person job fairs, coffee chats, company presentations, and office hours, as well as virtual recruitment tools offered by the career center. 

6. Ask your fellow employees to refer you to diversity clubs they’re connected to, schools they’ve graduated from, and professional associations they belong(ed) to. Ask them what attracted them to your company and why.

7. Contact the leaders of diverse student clubs at your target schools, as well as schools you may not typically recruit from, and express your interest in connecting with their members in the beginning stages of recruitment season.

8. As you discuss and advertise your specific opportunities, make sure to generate interest in your general industry as well, such as its recent growth, its relevance to the current economy, and long-term career paths.

9. Create messaging that reflects your company’s inclusive environment, its involvement in the community, and the importance of diversity to its success. Highlight any diverse individuals your company historically has had or currently has in important leadership roles.

10. Tell candidates why you’re interested in recruiting diverse individuals, and how a diverse population benefits the entire organization, its progress, company culture, customer base, etc.

Did we miss any? Comment below if you have any additional diversity recruiting advice or best practices!

PS: If you’re experiencing difficulty recruiting diverse student talent, try out any of our diversity recruiting tools, including individual job postings to our professional association partners, annual job posting subscriptions, and resume databases. Quickly and easily connect with diversity talent from Forté Foundation, Reaching Out MBA, and The Consortium with GradLeaders Recruiting!



Ryan Pratt

Ryan Pratt is the Vice President of Marketing and Research at GradLeaders. During his 10+ years at GradLeaders, the network has grown to have now helped over 600,000 employers and 26,500,000 students from more than 1,000 schools around the world. Ryan graduated from The Ohio State University with a Bachelor of Arts in Journalism.

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