#earlytalent

Campus hiring isn’t what it used to be. Showing up during placement week with a few job offers isn’t enough anymore, not when today’s graduates are looking for more than a paycheck. They’re seeking growth, belonging, and meaning in their first job.

The new grads value flexibility, development, and authenticity. According to NACE, students rank a healthy culture, coworker compatibility, and skill-building opportunities among their top priorities. Interestingly, despite being digital natives, most still want in-person connection, hybrid work is their sweet spot. That’s a shift worth paying attention to. 

These aren’t high expectations, they’re just signs of a generation that grew up online - one that knows when an interaction feels genuine versus automated.

So, the question shouldn’t be “How do we attract students?”, but rather “How do we build something worth their attention?” 

The New Rules of Campus Recruiting

1. Focus on a few selected programs and universities.

A few years ago, employers were chasing numbers. Dozens of job fairs, hundreds of resumes., and thousands of cold introductions. 

Now, the best recruiting teams are doing the opposite. They’re cutting down their target list - choosing 20 schools instead of 40. Spending time where it matters. Running hackathons, mentorship programs, and casual coffee chats instead of one-off campus drives.

When you build real partnerships with selected universities, you get access to the right kind of talent, tailored collaboration with faculty, and better long-term ROI.

2. The campus experience matters as much as the offer itself. 

Students remember how they were treated during the process - how fast you responded, how fair the assessments felt, how clearly you communicated. A slow or opaque process is all it takes for them to move on to another company that “gets it.” 

A single, authentic connection with a student club or faculty can lead to stronger brand recall than an entire booth at a crowded placement fair.

How to Strengthen Your Campus Strategy

Start Early, Long Before Placement Season: Host hackathons, mentorship sessions, or resume workshops that show genuine investment in student growth. The best employers are visible on campus throughout the year, not just during hiring week.

Be Where They Are: LinkedIn matters, but so do platforms like Instagram, YouTube, and even Discord communities where students gather to learn and network. Authentic storytelling - employee journeys, behind-the-scenes content, and real growth stories can build trust fast.

Simplify Your Process: If you want to win next placement season, make the application process frictionless. Keep applications short. Make interviews meaningful. Assess skills that mirror real work, not trivia questions.

Lastly, Don’t Stop at the Offer: After you make an offer, keep the conversation flowing until day 1 to create a strong pre-onboarding experience. Sending personalized messages, early introductions, and clear next steps helps convert accepted offers into lasting hires.

Final Thought

SAP Academy is an award-winning onboarding & training program for college graduates and young professionals (up to 5 years of experience) who are joining SAP in a commercial sales, presales, or sales role.