How To Choose The Best Platforms For University Recruiting

Summary

• Effective university recruiting requires using Handshake and Symplicity, as most schools exclusively use one or the other.

• Gen Z students expect mobile-friendly applications and value-driven work, making traditional "post and pray" methods ineffective.

• A modern strategy combines core platforms with specialized tools for skills assessment, video interviewing, and AI-driven screening to manage high application volumes.

• To save time, AI assistants like Havana can automate initial outreach and qualification, allowing your team to focus on high-intent candidates.

Are you tired of posting on LinkedIn for an internship only to get a flood of non-students and international applications? Frustrated with low-quality traffic despite targeting college students? With so many tools out there, it's a challenge to know which platform is relevant if your goal is to find just 1-2 people versus hiring at scale.

The truth is, university recruiting in 2024 requires a strategic approach that goes beyond the "post and pray" method. This guide will provide a comprehensive framework for choosing the right platforms by understanding the current landscape, evaluating key features, and integrating technology with proven best practices.

Why Your Old University Recruiting Strategy Is Failing

The Gen Z Factor

Today's college students are different from previous generations in fundamental ways that impact how you should approach them:

• They are Tech-Savvy: Gen Z expects mobile-friendly applications and engagement on platforms they trust. Clunky interfaces or complicated application processes will be abandoned quickly.

• They are Risk-Averse & Value-Driven: Having grown up during economic uncertainty, they seek stability, growth opportunities, and purpose-driven work. Your company's values and commitment to Diversity & Inclusion must be front and center.

• They Prioritize Work/Life Balance: Flexibility and competitive compensation are non-negotiable for this generation.

The Need for an Integrated Approach

A single platform is rarely enough for a comprehensive university recruiting strategy. According to experts, effective campus hiring requires a combination of:

• Campus Engagement: Building a brand presence at universities

• Skills Assessments: Verifying technical qualifications

• AI-Driven Screening: Efficiently managing high application volume

• ATS Automation: Streamlining the entire workflow

The Core of Campus Recruiting: Essential First-Step Platforms

When it comes to university recruiting platforms, two names consistently rise to the top of recruiters' recommendations:

Handshake: The Market Leader

"Handshake by far is the best for students, especially local to a specific area," says one experienced campus recruiter in a recent discussion.

Here's why Handshake stands out:

• University Approval Model: Companies must get approval from individual universities to post jobs, ensuring that only legitimate opportunities reach students. While this might sound cumbersome, recruiters note that "it's an easy request and you can post to multiple schools at once."

• Cost-Effectiveness: "It's free for employers (if you don't upgrade to their version of inmails)," making it accessible even for small companies looking to hire just a handful of students.

• Local Targeting: Unlike general job boards, Handshake excels at connecting you with students in specific geographic areas.

Symplicity: The Key Alternative

Symplicity is the other major player in the university career services space. The crucial insider tip from experienced recruiters is that "usually if a university is on Handshake then they will not be on Symplicity and vice versa."

This insight helps explain why you might not find certain schools like MIT on one platform – they may exclusively use the other. For comprehensive university recruiting, you may need access to both platforms.

A Categorized Guide to Specialized University Recruiting Platforms

Beyond Handshake and Symplicity, there's a robust ecosystem of specialized tools that can enhance your university recruiting strategy. Let's break them down by function:

A. Campus Recruitment & Engagement Platforms

• LinkedIn Recruiter: While flawed for filtering student-only candidates, LinkedIn remains powerful with its 400+ million professionals and 40+ advanced filters. Case in point: On24 reduced its time-to-hire by 30% using the platform.

• WayUp: A platform specifically connecting students with employers, boasting a database of 4.5 million candidates. Users report a 20% increase in brand impressions.

• Rakuna: Ideal for managing career fairs and campus events. Its features include a mobile app and resume snapshot technology to eliminate manual data entry. It reportedly saves clients over 1,400 recruiting hours annually.

B. Screening & Assessment Platforms

For technical roles where verifying skills is paramount, these platforms can dramatically reduce your screening time:

• HackerEarth, Codility, and iMocha: These platforms are designed for large-scale candidate assessments, often using AI-based scoring to ensure fairness and efficiency.

C. AI & Video Interviewing Tools

These tools save immense time in the initial screening stages:

• HireVue: Used by over 700 companies for video interviews and assessments to streamline hiring.

• VidCruiter: Focuses on structured digital interviews and reports up to an 80% decrease in time-to-hire for clients.

• Willo: An asynchronous video interview platform that simplifies applications with customizable questions and standardized scorecards.

D. AI & Automation Assistants

• Havana: An AI assistant that automates multi-channel outreach (calls, texts, and emails) to engage and qualify candidates 24/7. It revives dormant leads and schedules appointments, ensuring human recruiters spend time only with high-intent individuals.

• Paradox: Uses an AI assistant named Olivia to automate recruitment tasks and enhance engagement via SMS and social media.

• Eightfold: An AI-driven platform that matches candidates to jobs using internal and external data to inform talent acquisition strategies.

Your Step-by-Step Framework for Choosing the Right Platform

With so many options available, how do you decide which platform(s) to invest in? Use this evaluation framework:

Step 1: Define Your Goals & Scope

Before evaluating any platform, clearly define:

• How many hires? Are you looking for a handful of interns or building a large entry-level cohort?

• What roles and skills? Are you seeking "background in coding/tech" or "remote sales reps"?

• Which universities? Curate a primary and secondary campus list based on programs that align with your needs.

Step 2: Use this Evaluation Checklist

Once your goals are clear, evaluate platforms against these criteria:

• Student Database and University Partnerships: Does the platform have strong relationships with your target universities?

• Integration with Your ATS/CRM: Can it seamlessly connect with your existing systems like iCIMS, Greenhouse, or Lever?

• Candidate Experience: Is the interface user-friendly and mobile-optimized? Remember, Gen Z will abandon clunky application processes.

• Assessment Tools: Does it offer integrated skills testing or video interviewing capabilities?

• Analytics and Insights: Can you track key metrics like quality of hire, time-to-fill, and intern-to-full-time conversion rates to measure ROI?

• Cost and Scalability: What is the pricing model? Is there a free tier? Can the platform grow with your recruiting needs?

• Compliance: Does the platform adhere to data privacy regulations like GDPR?

Beyond the Platform: Best Practices for a Winning Campus Strategy

Remember that technology is just one piece of the puzzle. The most effective university recruiting strategies combine the right platforms with these best practices:

Build Relationships, Not Just Pipelines

• Career Services: Collaborate with university career services to understand student needs and gain access to candidates. These partnerships can give you insights that no platform alone can provide.

• Student Organizations: Sponsor events for relevant student groups to connect with motivated individuals. According to Radancy's best practices, these targeted approaches yield higher quality candidates than general job fairs.

• Diverse Talent Pools: Partner strategically with historically Black colleges and universities (HBCUs) and other minority-serving institutions to build a more diverse talent pipeline, as recommended by SmartRecruiters.

Craft a Compelling Brand Experience

• Storytelling: Use your career site and social channels (LinkedIn, Instagram, TikTok) to showcase employee testimonials and success stories that resonate with Gen Z values.

• Engaging Job Descriptions: Tailor descriptions to highlight purpose, growth, and impact—not just a list of duties. Be specific about qualifications like "background in coding/tech" or "remote sales reps" to attract the right candidates.

Execute with Excellence

• Structured Interview Process: Design a consistent process with behavioral-based questions and provide prompt feedback to every candidate.

• Meaningful Internships: Create programs that offer real, hands-on experience and mentorship to convert interns into full-time hires.

• Pilot Test: Before a full rollout, run pilot programs with new platforms on a few campuses to refine your process.

Building Your Modern Recruiting Engine

Choosing the right university recruiting platform is a strategic decision that depends on your specific goals, budget, and target audience. There is no single "best" platform, only the best platform for you.

Success lies in an integrated approach that combines broad-reach platforms like Handshake with specialized tools for assessment and engagement, all supported by a strong, relationship-focused strategy.

Start by using the checklist provided to audit your current tools, explore one new platform from the list that addresses your biggest pain point, and begin building meaningful relationships with your target universities today.

Remember that even the best technology can't replace genuine connections. The platforms are simply tools to help you discover, engage with, and evaluate the emerging talent that will drive your organization's future success.

Whether you're looking to hire just one or two students or building a comprehensive campus recruiting program, the right combination of platforms and strategies will help you cut through the noise and connect with the qualified candidates you need.

Frequently Asked Questions

What is the best platform for university recruiting?

There is no single "best" platform; the ideal choice depends on your specific hiring goals, budget, and target universities. However, Handshake and Symplicity are considered essential first-step platforms because most universities use one or the other exclusively. For a comprehensive strategy, you may need access to both, supplemented by specialized tools for candidate screening, engagement, and AI automation.

Why is recruiting Gen Z different from other generations?

Recruiting Gen Z is different because they are tech-savvy digital natives who are risk-averse, value-driven, and prioritize work-life balance. Unlike previous generations, they expect seamless, mobile-friendly application processes and will abandon clunky interfaces. To attract them, your company must clearly communicate its values, commitment to DEI, and opportunities for growth and stability.

How can I recruit students from a specific university?

The most effective way to recruit from a specific university is by using platforms like Handshake or Symplicity, which require companies to get approval from individual university career services. First, identify which platform your target school uses. Beyond that, building direct relationships with the university's career services and sponsoring relevant student organizations are proven best practices for connecting with talent at a specific institution.

What's the main difference between Handshake and Symplicity?

The main difference is that a university typically uses either Handshake or Symplicity for its career services portal, but not both. This exclusivity means that to reach the student body of a particular school, you must be on the platform they use. A comprehensive recruiting strategy often requires a presence on both platforms to maximize reach across different campuses.

What are some cost-effective ways to start university recruiting?

A highly cost-effective way to start is by using the free employer tier on Handshake, which allows you to post jobs and connect with students at multiple universities. This approach is ideal for small companies or those hiring only a few interns. Additionally, building direct partnerships with university career services can be a low-cost, high-impact strategy to build your brand on campus.

How can I improve my campus recruiting strategy beyond just using platforms?

To improve your strategy, focus on building genuine relationships, crafting a compelling brand experience, and ensuring an excellent candidate journey. The most successful strategies involve collaborating directly with university career services and student groups. It's also crucial to use storytelling to showcase your company culture and design a structured interview process that provides prompt feedback to every candidate.