7 tips for recruiting hospitality students other than through on-campus interviews

Recruiting hospitality workers can be done effectively through strategies beyond traditional on-campus interviews. Partnering with hospitality and tourism programs at universities, trade schools, and community colleges to offer internships, externships, or part-time opportunities is a great way to engage students early in their careers. By providing real-world experience in hotels, restaurants, event planning, or travel services, employers can showcase their brand and attract talent who have already been exposed to the industry.

Another effective approach is leveraging online job boards and industry-specific platforms that cater to hospitality workers. Posting roles on these platforms allows employers to reach a broad pool of candidates, including recent graduates and experienced professionals. Additionally, virtual career fairs, webinars with hospitality leaders, and industry networking events can provide valuable engagement opportunities. These digital strategies enable employers to connect with potential hires, highlight their organizational culture, and attract top talent without relying solely on traditional campus recruitment methods.

We gathered insights from seven CEOs and directors about how their organizations attract fresh talent for hospitality roles without relying on traditional on-campus recruiting.

• Invest in Digital Recruitment Platforms
• Partner with University Extension Programs
• Engage Student Organizations Directly
• Organize Virtual Hospitality Career Fairs
• Recruit Through Co-Op Programs
• Attend Industry Conferences and Workshops
• Build Partnerships with Online Communities

Invest in Digital Recruitment Platforms

Hospitality is in a tough place right now, but my top tip is to invest in digital recruitment platforms and virtual career fairs tailored specifically to the hospitality industry. Over the last few years, we’ve seen that these platforms offer a dynamic and scalable alternative to traditional on-campus recruiting, giving you access to a more diverse talent pool if you’re not shy about going to different geographies. 

HCareers or Hospitality Online are good starting points, especially if you mix it with platforms like Handshake or Brazen to run virtual career fairs. With this approach, companies can effectively target students and recent graduates who are actively seeking opportunities in hospitality in a more seamless way compared to in-person events at their campuses.

Kate Kandefer, CEO, SEOwind

Partner with University Extension Programs

One great close for Fortune 1000 companies and government agencies looking to hire for hospitality positions would be to partner with university extension programs (continuing education departments) that offer hospitality-specific certifications. Often, these programs attract students and recent graduates who are looking to upskill, and they also attract professionals seeking to break into the industry. 

For example, the Wharton School of the University of Pennsylvania runs a hotel/restaurant executive certificate program that companies could partner with to host exclusive recruitment events, guest speak, or offer internships that target them directly, bypassing the campus system.

An advantage of this approach is that it will connect you with people who have already demonstrated a commitment to developing specific hospitality skills, in which case you’ll be able to tap into a pool of highly motivated and focused talent. Furthermore, since many of these programs are smaller and more focused, your firm is set up for more specific, targeted interactions with candidates, where you may be the only recruiter on the floor, unlike the larger, broader setting of on-campus recruiting fairs. This targeted approach leads to a more measured, strategic approach to finding high-quality candidates well-primed for success in hospitality.

James McNally, Managing Director, SDVH [Self Drive Vehicle Hire]

Engage Student Organizations Directly

Leverage student organizations and clubs, not just career centers. For hospitality roles, target groups focused on tourism, event planning, and hospitality management. Members already have relevant experience and passion for your industry. Our most successful hires came from student-run organizations, not general career fairs.

Also, don’t overlook small or non-traditional colleges. Some of our top performers graduated from less prestigious schools. Look for transferable soft skills, work ethic, and genuine interest in your company’s mission. While a degree signals competence, motivation and values matter most for hospitality roles.

Finally, move fast and invest in proper onboarding. Recent grads often have multiple offers, so expedite your process. Then provide mentorship and training to set them up for success. We saw a 30% higher retention rate when we improved onboarding. With the right support, recent grads can thrive and become long-term, high-performing team members.

Chase McKee, Founder & CEO, Rocket Alumni Solutions

Organize Virtual Hospitality Career Fairs

We’ve had great success at Lusha by organizing virtual hospitality career fairs that showcase the exciting opportunities in our industry. These online events allow us to connect with a wider pool of talented students and recent graduates while giving them a taste of the dynamic work environment we offer.

Yarden Morgan, Director of Growth, Lusha

Recruit Through Co-Op Programs

Co-ops are another excellent way to connect with hospitality students and recent graduates. Co-ops are a combination of in-house classroom instruction and work experience. If you’re in the business community, you recruit students through co-ops via a structured internship that is part of the program of study. Co-op offices help you develop programs that put students in a real-life hospitality environment while you build relationships with students before they graduate.

One advantage of this is that you’re interacting with the students when they’re still in school but in a much more realistic “on-the-job” and “focused on work” environment. You’re not recruiting; they’re actually working for you and learning about your business and your industry in a much more real-time, relevant way than you could possibly convey on campus or in an interview setting. And you’ll end up hiring many of them full-time upon graduation, without having dropped millions of dollars outlaying a broad on-campus recruiting effort across large-scale campus career fairs.

Jonathan Pickard, Head of Marketing, Holiday Resort Unity

Attend Industry Conferences and Workshops

An effective alternative to on-campus recruiting is attending hospitality industry conferences, workshops, and online forums. Employers can meet directly with students and recent graduates looking for jobs in the hospitality industry at these events.

Participating in online networks like LinkedIn’s Hospitality Network and attending conferences like the International Hotel, Motel, and Restaurant Show (IHMRS) can assist businesses in locating new employees. Aside from providing networking opportunities, these venues can also help you improve your recruiting strategy beyond on-campus initiatives by reaching out to educational institutions and industry leaders.

Adam Wood, Co-Founder, RevenueGeeks

Build Partnerships with Online Communities

I’ve found that building strong partnerships with online platforms and communities where students and recent graduates actively engage can be a game-changer. Instead of traditional on-campus recruiting, which can be limited by geography and timing, Fortune 1000 companies and government agencies can tap into virtual job fairs, specialized career websites, and social media groups focused on hospitality careers.

For example, I once collaborated with a company that used a targeted approach by joining LinkedIn groups and online forums where hospitality students discussed industry trends and shared job opportunities. They also hosted virtual workshops and webinars on topics like career development and industry insights, which not only attracted potential candidates but also positioned the company as a thought leader in the hospitality sector.

This strategy not only broadens the reach beyond the confines of campus but also allows companies to connect with a more diverse and motivated pool of candidates. My top tip is to leverage these digital channels to create meaningful interactions and showcase your company’s culture and values, which can be a major draw for top talent in the hospitality industry.

Kenan Acikelli, CEO, Workhy