What is working in virtual recruiting for employers who want to hire college students?

What we’re seeing from our employer customers, who mostly are Fortune 1,000 companies, government agencies, and other employers who hire at scale:

• Virtual career events perform poorly at the top of the funnel but seem to work well for middle of the funnel. In other words, they’re poor sourcing tools but good engagement tools. Candidates who don’t already know about you or who aren’t already interested in your roles are unlikely to become either as a result of a virtual career event.
• Employers who are hiring back are finding few of their furloughed or laid-off employees are willing to return, so hiring at scale has become more common with more organizations than ever before. It is entirely different to hire a few people here and a few people there than 20 at a time, or 200 over a couple of months. To hire at scale, you need a massive amount of labor or technology. It appears that the SVPs of HR etc. are choosing the latter more than the former.
• Traditional, duration-based job postings are becoming less and less productive as a typical job posting on a typical job board should deliver enough candidates that you can hire one person. If you need to hire 20 or 200, that just doesn’t cut it. Cost-per-click job postings allow you to set a much higher budget and drive far more well-targeted candidates to the same posting, so you can hire 20 or even 200 people from the same posting. None of the career service office management systems have modernized their systems to deliver more traffic to CPC postings. Some are willing to sell on a CPC basis, but their systems don’t change how much traffic their postings deliver based on your CPC or budget.
• Targeted email campaigns are delivering hundreds to thousands to even tens of thousands of well-targeted candidates to register with virtual career events and even requisitions on ATS.