If employers continue to cut on-campus hiring, what happens to career services?

The world of college and university recruiting looks remarkably similar, other than a few technology-related bells and whistles, to how it looked in 1953. Hiring managers spend April and May trying to project their needs out 14 months, relay that to their company’s University Relations team, that team determines which campuses and majors to target, schedules visits, flies recruiters around often to dozens of campuses in September and October, extends job offers in October and November, interacts little to none with the new hires until the spring, and then welcomes them aboard in May and June. Rinse. Repeat.

The biggest change to on-campus recruiting came about in late 2020 and through 2021, and it wasn’t because employers, schools, or candidates pushed for a model that was more effective, more efficient, or both. Instead, it was due to the Covid pandemic. Quite simply, almost all schools were closed to in-person classes and events.

Did that destroy the ability of employers to hire students and recent graduates? Hardly. They adapted. The shifted their on-campus efforts online. Many found that they were able to hire the same or better quality far faster and far less expensively. The result, for many employers, has been a cutback in on-campus recruiting, and some have eliminated it entirely.

As traditional on-campus interviews wane, career service offices find themselves at a crossroads. Adaptation isn’t just an option; it’s a necessity for survival. So, what strategies can these offices employ to stay relevant and financially stable? Here are some alternatives:

Virtual Services

1. Online Job Fairs: Leverage the power of technology to host virtual career fairs. These platforms can attract a diverse group of employers and students, many of whom may not have been able to participate in an on-campus event.
2. Digital Portfolio Reviews: Students can upload their portfolios, resumes, or other work samples for critique, eliminating the need for physical presence.
3. Webinars and Skill-Building Workshops: Offer online tutorials and sessions on topics like resume writing, interview skills, and industry-specific knowledge.

Personalized Support

1. Career Coaching: Career services can transition from general guidance to personalized coaching sessions, helping students understand industry trends, career pathways, and skills needed.
2. Mock Interviews: Simulate the interview experience through video calls, providing immediate feedback and suggestions.
3. Tailored Job Search: Create algorithms or use advanced search criteria to help match students with suitable job openings.

Partnerships

1. Affiliate Programs with Job Search Platforms: Partner with existing job search engines to integrate their offerings into your platform. Revenue can be generated via click-throughs or a shared advertising model.
2. Alumni Network: Utilize the extensive network of past graduates willing to pay a premium for advanced job postings or specialized, industry-specific advice.
3. Collaborate with Local Businesses: Establish partnerships with local businesses interested in hiring student interns or graduates. This could be a revenue-generating channel.

Subscription Models

1. Freemium Service: Basic features are free, while specialized features require a subscription.
2. Tiered Packages: Offer several levels of service, each with its own pricing structure.

Direct Sales

1. Courseware: Develop and sell courses on job-search skills, resume building, and interview techniques.
2. Resource Sales: Create premium content such as eBooks, webinars, or video tutorials that students and employers can purchase.