By Julie Rahmer, Learning, Research & Engagement Lead,
Brainstorm Strategy Group
4-minute read
On November 13, 2025, Brainstorm’s Employer Relations Alliance hosted a panel of employer recruitment leaders to reflect on the fall hiring season — and to share insights useful for both campus recruiters and career services professionals supporting students.
Panelists included:
- Laura Amaral, AMD
- Angelique Joseph, Definity
- Jessie Rebstock, Ingredion
- Carm Vukovic, PointClickCare
- Sarah D’Angelo, Marriott International
Their observations point to shifting student behavior, evolving employer strategies, and opportunities for stronger collaboration between campus and industry.
1. Students Are Applying Broadly — Sometimes Too Broadly
Several employers noted that students are submitting applications very widely, sometimes to every posting available.
At AMD, Laura Amaral shared:
“Candidates are applying to absolutely everything that we have posted… It shows the pressure interns are feeling to secure a role.”
At Marriott, Sarah D’Angelo added that for internships:
“Over 50% of our applications are duplicates… We don’t like it when you apply to everything because it makes it harder to know what you really want.”
Why this matters:
- Employers want clear intent and targeted interest.
- Career teams can help students understand why focused applications are stronger than blanket submissions.
2. Communication Skills Are Improving
Many employers struggled post-COVID with students lacking interpersonal presence and confidence. This fall showed progress.
Sarah, who hires heavily for hospitality roles, observed:
“We’re seeing an uptick in interpersonal communication… more eye contact, more confidence when speaking to people.”
Students don’t need to be perfect — but they need to show readiness to engage professionally.
3. In-Person Engagement Is Returning — With Purpose
Rather than reverting to pre-2020 formats, employers are redefining in-person outreach to feel meaningful.
At PointClickCare, Carm Vukovic pointed out that internal engagement of current co-op students has shifted:
“At our latest workshop, we had one student attend virtually and 23 in person.”
At AMD, Laura emphasized smaller experiential events:
“We’re focusing on niche events where attendees leave with something — a skill, a hands-on connection, a demo of what we actually build.”
At Marriott, Sarah echoed this:
“We’ve shifted from PowerPoints to résumé workshops and elevator pitch sessions. Students gain something useful even if they don’t apply to us.”
Common thread: Students don’t just want information. They want interaction, access, and authenticity.
4. Human Connection at Scale: Using Advocates & Insiders
At Ingredion, involvement from hiring managers and employees (not just recruiters) has expanded dramatically.
Jessie Rebstock explained:
“We’ve really equipped everyone going out to campus with target profiles and role details, so they can guide students to where they’re a good fit — leading from passion rather than desperation.”
This approach:
- Increases authenticity
- Reduces mismatched applications
- Helps students connect with real work, not just corporate messaging
For schools, this reinforces how powerful employer–student interactions are — especially when they involve actual practitioners and alumni.
5. Building a Campus Brand in Industries Students Don’t Initially Consider
Definity’s growth offers a strong example for employers in industries that aren’t normally top-of-mind for students.
Angelique Joseph recalled:
“When we first got on campus, nobody really knew who Definity was… Insurance isn’t the sexiest industry.”
But students now seek them out:
“Our students have become our ambassadors… When we go on campus, people know who we are.”
Their rank-and-match success has climbed to ~82%, up from as low as 20–35% several years ago.
Lesson: A great student experience creates alumni advocates — and that builds reputation faster than branding alone.
6. A Shift in Student Expectations
Carm shared that today’s students are approaching their work terms with a strong sense of ownership and curiosity. Many ask thoughtful questions about flexibility, timing, and how to balance work with academics.
“These conversations are encouraging, they show students are thinking intentionally about their goals, which is what we love to see! They’ve also prompted us at PointClickCare, and employers more broadly, to provide both individual and team expectations so students can fully understand how they are contributing to the organization.”
This shift is prompting employers to:
- Ensure students understand the expectations and benefits early on
- Strengthen collaboration between schools, students, and hiring teams
- Offer supportive guidance that helps students navigate workplace norms with confidence
The takeaway: As student expectations evolve, employers are evolving too, with transparency, partnership, and a more holistic approach to student success.
Final Thought: Alignment Matters
Despite different industries, the panelists shared a common theme: students, schools, and employers all benefit when expectations are clear and engagement is human-centered.
Whether you work in career education, employer relations, or recruitment, understanding current employer experiences — from application behaviors to engagement preferences — helps you support students more effectively and build better partnerships.
