Campus recruitment is changing. Students are redefining priorities, AI is shifting how they prepare, and recruiters are under pressure to plan talent needs years in advance. Over the past few months, Brainstorm hosted employer panels with leaders from RBC, AMD, KPMG, Intact, Medtronic, Bell, Marsh McLennan, Liberty Mutual, Langan, among others. Here’s what career centers and employer relations professionals need to hear as the fall season begins.
- Help students understand shifting timelines
- Build AI literacy and professionalism into preparation
- Coach on focused, high-quality applications
- Use data to advocate and collaborate
- Stay agile as hiring needs change
1. AI is here — but students must use it wisely
Students need to know how to use AI tools in their work, but they have to be careful in the job search. Employers strongly dislike generic applications and outreach messages that look AI-generated, and they may disqualify candidates who rely on AI in interviews. The key lesson: students should use AI for brainstorming, organizing, and polishing — not as a substitute for their own authentic voice.
2. Recruitment timelines are stretching
Some employers are already hiring for roles starting in 2026 or 2027. Career centers need to help students understand these longer timelines early, and employers need strategies to keep future hires engaged if they want to avoid reneges.
3. Focus beats volume in applications
Employers want tailored, thoughtful applications — not “spray and pray” submissions. As one recruiter put it: “If I see you apply to everything, you’ve fallen off the list with us.” Teaching students to research, target, and clearly articulate fit remains one of the most valuable services career centers can provide.
4. Professional readiness still matters
Technical skills may get students interviews, but professionalism, communication, and workplace etiquette determine whether they thrive once hired. “The basics sometimes put students above and beyond,” noted one panelist, highlighting how preparation and polish create an edge.
5. Data makes career centers indispensable
Employers are leveraging data to influence internal stakeholders and push for change. “It was all about showing the business the numbers.” Career teams that bring meaningful student and graduate data — from outcomes to engagement trends — strengthen their credibility and deepen partnerships.
6. Adaptability is non-negotiable
Hybrid work, shifting talent needs, and rapid tech changes mean campus recruiting strategies are in constant flux. As one recruiter summed it up: “The talent has changed. The needs have changed. We have to do things differently now.”
Question for you:
What’s one thing your career center is doing differently this fall to strengthen employer partnerships?
