8 ways to recruit finance students other than through on-campus interviewing

Employers looking to recruit finance students have several options beyond traditional on-campus interviews. One effective method is offering internships and co-op programs through partnerships with universities and business schools. By providing hands-on experience in areas like financial analysis, accounting, and investment, companies can develop a pipeline of future talent. These opportunities allow students to gain real-world experience and get a sense of the company’s culture, making them more likely to consider full-time roles after graduation.

Another approach is leveraging online platforms that cater to finance students. Employers can post job openings and internships on finance-specific job boards and professional networks like LinkedIn, where students frequently search for opportunities. Additionally, virtual events such as webinars, online case competitions, and virtual career fairs can help companies engage with students remotely. These platforms allow employers to showcase their brand and connect with a wider pool of talent without relying solely on in-person campus visits.

In the quest to attract the brightest minds in finance without relying on traditional campus recruitment, we’ve gathered insights from eight CEOs and finance leaders.

• Leverage Digital Networking Platforms
• Collaborate with Online Educational Communities
• Create Focused Internship Programs
• Connect Through Alumni Networks
• Host Targeted Virtual Recruitment Events
• Partner with Financial Literacy Workshops
• Engage via Finance-Focused Online Platforms
• Launch Virtual Finance Challenges

Leverage Digital Networking Platforms

To effectively hire college and university students for finance roles without relying solely on on-campus recruiting, I recommend leveraging digital networking platforms such as LinkedIn. Actively engaging in finance-related groups and forums allows companies to connect with emerging talent who demonstrate a genuine interest in the industry. I often reach out to students who engage thoughtfully in discussions or share insightful content, as this highlights their passion and knowledge.

Hosting virtual information sessions or webinars can showcase the company culture and available roles, attracting more candidates. It’s also beneficial to collaborate with university career centers for virtual job fairs, which can broaden your reach beyond geographical constraints. Emphasizing internships or project-based work can entice candidates who are eager to gain practical experience while furthering their education. Finally, encouraging employee referrals can tap into existing networks, leading to high-quality candidates who align with your company’s values.

Ace Zhuo, Business Development Director (Sales and Marketing), Tech & Finance Expert, TradingFXVPS

Collaborate with Online Educational Communities

I recommend collaborating with online educational platforms and finance-related online communities to identify top talent. These platforms often offer courses and certifications in finance and related fields, where students who excel can be easily identified and recruited. By focusing on this, companies can tap into a wider talent pool and select candidates based on their proven capabilities and commitment to the finance industry, rather than just their proximity to a campus recruiting event.

Brandon Thor, CEO, Thor Metals Group

Create Focused Internship Programs

To attract students and recent graduates to financial inclusion roles, I recommend creating focused internship programs. These should give interns hands-on experience with real financial inclusion projects. In that way, it becomes a sort of quid pro quo: students gain practical experience, while at the same time, the companies have an opportunity to screen potential employees.

We work with local universities to offer internships for everything from risk modeling for underserved groups. We look for talented professionals who share in our mission and help develop future leaders in financial inclusion by providing meaningful work and mentorship. This allows organizations to establish relationships with qualified graduates looking to make a difference in alternative lending.

Jeffrey Zhou, CEO & Founder, Fig Loans

Connect Through Alumni Networks

Leverage alumni networks to connect with recent graduates. Many universities have robust alumni associations that are eager to support new graduates. By participating in virtual alumni events, offering mentorship programs, or creating referral incentives for alumni who recommend candidates, you can tap into a network of qualified individuals who are already familiar with the standards and expectations of the finance industry.

Brian Chasin, Chief Financial Officer, SOBA New Jersey

Host Targeted Virtual Recruitment Events

My top tip is to leverage targeted virtual recruitment events and digital platforms.

Host virtual career fairs or industry-specific webinars where students and recent graduates can interact directly with recruiters and hiring managers. These events allow you to showcase your organization’s opportunities, culture, and values to a broad audience. They also provide a platform for engaging with candidates from various institutions, expanding your reach beyond local campuses.

Consider partnering with universities to access their online job boards or career services platforms. Many universities have robust digital platforms where you can post job openings, internships, and co-op positions. By working closely with these career services teams, you can tap into a pool of qualified candidates who are actively seeking opportunities in finance.

Another effective strategy is to utilize social media and professional networking sites like LinkedIn. Creating targeted ads or posts about job openings and internships can attract recent graduates who are exploring opportunities in finance. Engaging with relevant student groups and professional associations online can also help you connect with promising candidates.

These approaches offer a dynamic and flexible alternative to traditional on-campus recruiting, helping you find top talent from a wider pool of candidates.

Gary Hemming, Commercial Lending Director, ABC Finance Limited

Partner with Financial Literacy Workshops

Large corporations and government agencies should consider partnering with financial literacy organizations to host interactive workshops. These events would serve a dual purpose—educating students about debt management and financial recovery, while also allowing employers to identify promising candidates. It’s a win-win approach! Students gain valuable knowledge, and companies get to engage with potential talent in a practical, hands-on environment. This method not only attracts finance students with a genuine interest in the field but also helps assess their aptitude and passion in real-world scenarios.

Jarret Austin, Founder & CEO, Bankruptcy Canada

Engage via Finance-Focused Online Platforms

One of the best ways to connect with college and university students, especially for finance roles, is by engaging with them through targeted online communities and platforms. Think about hosting webinars or virtual career fairs that focus specifically on finance. These platforms allow you to showcase your company’s culture and opportunities directly to a highly relevant audience. 

Additionally, partnering with finance-focused student organizations or alumni networks can give you direct access to a pool of motivated candidates. This approach not only extends your reach beyond the campus but also allows you to engage with potential recruits in a setting that aligns with their career interests and aspirations.

Austin Rulfs, Founder, SME Business Investor, Property & Finance Specialist, Zanda Wealth

Launch Virtual Finance Challenges

For Fortune 1000 companies and government agencies seeking fresh finance talent, consider launching virtual finance challenges. We created a simulated gold-trading competition to attract top talent. This approach not only engaged students but also helped us identify candidates with practical skills and innovative thinking. By showcasing real-world problems, we observed a 30% increase in application quality. Virtual challenges offer a dynamic alternative to traditional recruiting, allowing organizations to connect with bright minds in a more interactive and impactful way.

Andy Griffin, Gold Value Advisor, Family Gold Buyers