Do’s and Don’t of Partnering with Campus Recruiters

1. Do: Research the Recruiter and Company

Before your first call, make sure to research the recruiter and their company — They will be able to tell...

To stand out and demonstrate your level of organization, understand what industry the company is in, what roles they typically hire for, how many people work there, and review any recent news about the company. With a few Google searches, you may already be able to anticipate what they’re looking for in student partnerships.

This will help you tailor the conversation and show that you are genuinely interested in a mutually beneficial collaboration. Demonstrating knowledge about the company also positions your club as professional and prepared — qualities that the recruiter is looking for in a partner as well as a potential hire!

2. Don’t: Assume They Know Your Club

Even if your club has a strong reputation on campus, don’t assume the recruiter is familiar with it. At the beginning of the call, take time to introduce your club — its mission, its activities, the type of members you attract, the number of members you have, the professional interests of your members, as well as any examples of partnership you’ve done in the past.

This provides context for the recruiter and helps them see how partnering with your club could be advantageous for both parties.

3. Do: Highlight Mutual Benefits

Approach the partnership as a two-way street so it’s important to clearly articulate what your club can offer the recruiter or their company. Here are some examples:

• “Access to a diverse pool of talented students” (i.e., resume book, email forwarding jobs)
• “Opportunities for brand exposure on campus” (i.e., events that promote their company)
• “Involvement in events that align with the company’s goals” (e.g., invite them to be a panelist)

Also, be sure to discuss how the partnership would benefit your members, whether through career opportunities, mentorship, or skill development.

4. Don’t: Overpromise

While it’s important to showcase your club’s strengths, avoid overpromising or making commitments you can’t keep — I know this can be tempting but being realistic about what you can do, even if it means doing less, will demonstrate your maturity and professionalism.

Be thoughtful and communicate what your club can deliver clearly, whether it’s event participation numbers or the scope of a project. Building trust with the recruiter starts with setting clear, achievable expectations.

5. Do: Prepare Questions

Come to the call with thoughtful questions prepared ahead of time. Ask about the company’s goals for the partnership, how they typically engage with student organizations, and what their timeline looks like. This shows that you’re serious about the collaboration and helps you gather important information that can guide your planning.

This is also your opportunity to learn about what roles they may be hiring for now or in the future!

6. Don’t: Forget to Follow Up

After the call, send a follow-up email to thank the recruiter for their time and reiterate key points from the conversation. Include any next steps you discussed, such as sending additional information or scheduling another meeting. This keeps the momentum going and shows that your club is professional and organized.

7. Do: Maintain Open Communication

Keep the lines of communication open throughout the partnership. Regularly update the recruiter on your club’s activities and any relevant changes. This ensures that both parties remain aligned and can adjust plans if necessary. Strong communication is key to a successful and long-lasting partnership.

If you’re an upskill Talent Partner, you can reach out to the upskill team about additional ways they help ensure that you’re partnering with companies that benefit you and your organization! Learn more about upskill here.