So You Want to Hire My Students?

Over the years, I’ve lost count of how many times people — from scrappy startups to established non-profits — have asked me, “Can you recommend a student for this role?” I get it. As an educator and advisor, I’m lucky to know a network of bright, driven students. It’s flattering that you’d turn to me for talent. But there’s a better way to recruit student talent than sending your local prof a late-night LinkedIn message. Let’s talk about how to connect with these up-and-coming professionals the right way, in a way that benefits you and the students.

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The Spark for This Post

I’m writing this because the requests keep coming. I’ve been asked to tap my students for internship openings, entry-level jobs, special projects — you name it. Former students who are now rising stars in their fields, venture founders I advise, industry contacts from my PR and business courses: they all circle back with the same question. Rather than repeating the same advice in one-off emails, I figured I’d share it here for everyone’s benefit.
(I read somewhere that if you find yourself writing the same email over and over, turn it into a blog post. I’m taking that to heart.)

Truth is, recruiting students isn’t an insider secret or an exclusive privilege of those who have a prof’s ear. Any company, big or small, can plug into the student talent pipeline — if you know how. And it doesn’t require smoke and mirrors; it just takes a straightforward approach, respect for the students as budding professionals, and a willingness to engage with the university community.

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Students Are Not “Just Students”

First, a mindset check. When you’re looking to hire a student or recent grad, remember: these individuals are not “cheap labour” or warm bodies for grunt work. They are enthusiastic, willing and talented future colleagues and leaders. The energy and fresh perspectives they bring can inject new life into your organization. Treat them as the professionals they are becoming, not as errand-runners.

I often stress hiring for attitude and curiosity over just current skills. With students, you get exactly that: raw potential with a willingness to learn and adapt. They’re not set in their ways or tied to “how things have always been done.” That can be a huge asset if you leverage it.

Of course, students don’t have decades of experience — and that’s fine. What they lack in tenure, they make up for in training and adaptability. Many of our programs ensure students graduate with real experience under their belt. Which brings me to my next point…

MRU Students Hit the Ground Running

Mount Royal University (MRU) has deeply integrated work experience into many of its programs. That means by the time a student is in their third or fourth year, they’ve likely already spent time working in industry as part of their degree. This isn’t a trivial coffee-fetching co-op either — we’re talking substantial, curriculum-backed work terms.

For example, our Interior Design students complete a required 450-hour paid internship before graduating. It’s no wonder that program is so well-regarded by industry. Similarly, Information Design majors graduate with a professional portfolio plus at least 450 hours of paid work experience as part of their training. In the Public Relations program, every student spends a four-month term working in a real communications role, applying their knowledge to actual campaigns and media projects. These experiences are baked into the education, not afterthoughts.

MRU students collaborating on real projects. Many programs require internships or work terms, so students bring hands-on experience from the get-go .

Even programs without mandatory co-ops encourage students to seek them out. The Business faculty (Bissett School of Business) doesn’t require co-op for all majors, but many BBA students still pursue internships in marketing firms, accounting offices, and entrepreneurial ventures. In fact, MRU’s Career Services supports 15 degree programs (and several diploma programs) with complimentary job postings for employers. Whether you’re looking for a marketing whiz, a supply chain intern, or a junior developer, chances are there’s a program (and a pool of students) here for that.

To give you an idea of the breadth of talent:

• Business (BBA) — Students in accounting, finance, marketing, HR, etc., are taught practical skills from day one. An accounting student, for instance, can maintain books and prepare financial statements using modern software. Marketing majors have run real campaigns as class projects.
• Communication (PR & Info Design) — PR students excel at crafting messages, managing events and social media, and navigating media relations. Information Design students are a unique blend of designers, writers, and tech-savvy communicators who can build websites, design infographics, and simplify complex info for audiences.
• Interior Design (BID) — Creatives who know building codes and project management. They’ve done 450 hours in the field and emerge ready to design functional, beautiful spaces with a business mindse
• Computer Information Systems — Our tech students aren’t coding in isolation. They’re building database-driven apps, learning UX principles, and solving real business problems in class. They can jump into roles like junior developers, analysts or support technicians and contribute from day one
• (And that’s just a sample. There are also excellent programs in Journalism, Broadcast Media, Environmental Science, Social Innovation, and more — but I’ll stick to the ones I know best.)

The takeaway: MRU students are prepared. They’ve balanced theory with practice. When you bring one on, you’re not rolling the dice on an untested rookie — you’re gaining someone who’s already operated in a professional environment and is eager to do it again.

Haskayne Students: From BComm Co-ops to MBA Interns

The University of Calgary’s Haskayne School of Business funnels talent across three clear streams — undergrad, Master of Management, and MBA. The Haskayne Career Development Centre vets every employer posting and makes it free to advertise through Elevate, the campus-wide job board.

• BComm Co-op (4- or 8-month, paid). Students apply classroom theory after year 2 and must work 13 weeks minimum, full-time, on productive business tasks. Employers e-mail careercentre@haskayne.ucalgary.ca to get a position approved and posted at no cost.
• Master of Management (MMgmt) internships. Multidisciplinary grads tackle 12-week projects each summer — data analytics, marketing, supply-chain, you name it. Contact employerrelations@haskayne.ucalgary.ca to scope an intern and browse funding options.
• MBA summer interns. Mid-career students bring several years of prior experience plus fresh MBA frameworks for four-month stints on market analysis, financial modelling, or strategy gigs.

Prefer the co-op route? Start with the BComm Co-op employer page, approve your posting, and it shows up in Haskayne’s dedicated Elevate Co-op board — again, free of charge. Want campus visibility? The Career Centre also runs career fairs and info sessions you can book through Elevate or by e-mailing the team.

Bottom line: Haskayne talent ranges from junior analysts to seasoned MBAs, and the infrastructure — job board, career fairs, faculty contacts — is already built. Use it.

How to Connect with MRU & Haskayne Talent

Alright, so MRU and the Haskayne School of Business have pipelines ready-made for employers — you just have to plug in. Skip the midnight professor DM and use the purpose-built tools below.

MRU essentials

• Post on MRU’s Career Hub: Mount Royal’s Career Services runs an online job board called MyCareerHub that’s free and open to employers. You can post internship opportunities, part-time gigs, or full-time entry-level roles and have them visible to all relevant students and recent grads. It’s complimentary and easy to use. In fact, “our recruiting process is convenient and cost-free” as the university likes to say. Every semester, students are actively checking those listings (often as a course requirement in their work prep classes). Your post will get eyeballs. Just make sure your job description is clear about what the role entails, the time commitment, whether it’s paid (please pay your interns – it’s the right thing to do), and what skills you’re looking for.

Haskayne quick-connect cheatsheet

• Post every role free on Elevate — U Calgary’s campus-wide job board; one employer account reaches BComm, MMgmt and MBA students.
• Lean on the Career Development Centre — email careercentre@haskayne.ucalgary.ca for résumé bundles, interview logistics or info-session bookings.
• BComm Co-op (4- or 8-month, paid) — send your draft posting to coop@haskayne.ucalgary.ca; once approved it auto-publishes to Elevate’s Co-op board.
• Master of Management interns (≈ 420 h) — analytics, marketing or ops each May–Aug; scope a project with employerrelations@haskayne.ucalgary.ca.
• MBA summer interns (4 months) — mid-career students bring prior industry experience plus fresh MBA frameworks; post via Elevate or through your Career Centre contact
• Propel Business Project micro-internships — 50 hours of pro-bono MMgmt/MBA teamwork over 10 weeks, ideal for startups and non-profits. Register interest on the Propel page.
• Career fairs & info sessions — book the Haskayne Business Career Fair (or run a virtual info session) — reserve a booth through Elevate to meet BComm, MMgmt and MBA talent in one day.
• Custom experiential-learning projects —design a custom experiential-learning project — if your needs don’t fit co-op rules, co-create a for-credit project with Haskayne’s Experiential Learning team.

Connect with Work Experience Coordinators:
Many programs have a dedicated coordinator who helps place students in work terms. For example, the MRU PR program has a work experience coordinator, as do Info Design and Interior Design. These folks are matchmakers between students and industry opportunities. If you have a very specific role in mind and want targeted outreach, sending the posting to the coordinator can help. They might circulate it directly to eligible students or even tap particular high-achievers who fit the bill. (On our end, we’ve seen postings that come in via the coordinator get snapped up quickly by the right candidate.) You can find coordinator contact info on the program’s website or via MRU’s directory. Don’t hesitate to reach out professionally and say, “Hey, I’d love to hire one of your students; here’s what I’m looking for.” We appreciate that initiative.

Attend Career & Networking Events: Keep an eye out for career fairs, industry nights, or project showcase events. For instance, our Information Design program often hosts a year-end showcase of student projects. Attending these can be a win-win: you get to meet multiple motivated students in one go, and the students get to learn about your company. Even guest-speaking in a class or being a judge for a student competition can organically connect you with talent. It’s a bit more effort, but it can pay off in relationships that lead to hires down the road. Plus, it shows you genuinely care about the student community.

Leverage Faculty (Smartly): I’m not saying never ask professors for student recommendations. We love bragging about our students’ successes. But be mindful of how you do it. Instead of “Got any students for my business?”, come with specifics: What role, what skills, what timeline? The more context you give, the easier it is for us to dig into our mental Rolodex and suggest someone appropriate (if we’re comfortable doing so). Even better, ask if there’s an official channel you should use — nine times out of ten, we’ll point you to the two bullets above (job board and coordinator). We can also pass along your opportunity to a class if it’s timely; just provide a short blurb we can announce or email out. But please avoid putting profs on the spot to essentially headhunt for you. Remember, it’s not actually our job to vet candidates for your company; our job is to educate. We’re happy to facilitate connections, but the more you formalize the process, the more equitable and effective it is for all students.

Making a connection the right way — a win-win handshake. Rather than backdoor requests, use official channels (job boards, coordinators, events) to form genuine partnerships with student talent.

What to Expect (and What Students Expect of You)

If you follow the steps above, you’ll likely have a healthy stack of student applications or resumes to review. What next? Hiring a student isn’t identical to hiring an industry veteran, and it helps to set expectations on both sides.

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Be prepared to mentor (just a bit). Students will come in with lots of knowledge and enthusiasm, but this might be their first or second professional gig. They’ll have questions. They might need a briefing on your office tools or a little coaching on client interaction. This doesn’t mean hand-holding all the time, but it does mean investing initial effort to onboard them. The good news: MRU students are quick studies (they’re used to learning new stuff every day). A little guidance up front, and they’ll fly.

Give them real work. Nothing is more demoralizing for an intern than realizing they’re just there to do the coffee runs or photocopying. Students are coming from programs where they handled pretty substantial projects — treat them like the capable contributors they are. If you hired a PR intern, let them sit in on the comms plan meetings and draft a press release. Brought on an Info Design student? Involve them in that UX review you’ve been putting off; they can create wireframes or edit copy. Challenge them and you’ll be surprised by the results. Plus, you’ll keep them engaged and productive.

Be fair (especially with compensation). I mentioned it earlier, but it’s worth stressing: pay your interns if at all possible. The vast majority of MRU work terms are paid; for instance, interior design internships are typically paid experiences as required by the program. If you truly have a not-for-profit situation that can’t afford wages, at least be up front about it and consider honorariums or other benefits. But if you’re a business with a hiring budget, allocate some to these roles. It’s about respect and equity. And it signals to the student that you value their contribution, setting the tone for a good working relationship.

Keep communication open. Have regular check-ins with your student hire. Because they’re early in their career, students appreciate feedback — both praise and constructive notes. Don’t wait until the end of the term to let them know how they’re doing. Likewise, encourage them to ask questions and share ideas. Some of the best improvements I’ve seen in organizations came from student interns unafraid to say, “Why do you do it this way? Couldn’t we try X?” Create that space, and you might discover a fresh perspective that saves time or money.

Finally, understand that students are juggling more than just your job. Many will be returning to classes after the work term, or might even be taking courses concurrently. They may have other part-time jobs or commitments. Be reasonable with your expectations and deadlines. The amazing part about MRU students is that they often manage heavy course loads and work projects with aplomb — a skill that will only benefit your team. But a little empathy goes a long way.

Why It’s Worth It

You might be thinking, this sounds like a bit of effort — posting jobs, mentoring newbies, etc. Is it worth the hassle? In my experience, absolutely, yes. Here’s why:

• Fresh energy & ideas: Students bring a level of enthusiasm that’s hard to match. They’re eager to prove themselves and often come with up-to-date knowledge from their coursework. They’ll question assumptions (in a good way) and often point out opportunities for improvement that everyone else overlooked.
• Pipeline of future talent: Hiring a student is like a months-long interview for a full-time role. If they mesh well with your team and drive results, you’ve essentially pre-vetted your next hire. I’ve seen countless interns transition into full-time employees post-graduation. Those that don’t still become ambassadors for your company out in the world. It’s a low-risk, high-reward recruitment strategy.
• Community goodwill: When you engage with a university and invest in students, it builds goodwill. Other students hear about positive internship experiences. Faculty take note when their top students flourish at your company. Over time, you become a “destination” employer for talent. That reputation can’t be bought with traditional recruitment ads. It’s earned by being present and supportive in the community.
• You learn too: There’s a reason mentorship is often described as mutually beneficial. Explaining your processes to a student or answering their “why do you do that?” questions often shines a light on things you’ve taken for granted. It can prompt you to refine how your business operates. Teaching someone junior often sharpens your own skills and understanding. It’s the same reason I love having students around — they keep me on my toes!

Recruiting students isn’t about running them through a faceless HR machine. It’s about making a real connection, offering a real opportunity, and in return gaining real value.

Ready to Give It a Go?

If you’ve read this far, I hope you’re feeling both encouraged and a bit more informed about how to bring student talent into your organization. To recap in plain terms:

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1. Use the channels available: Post your opportunities on career site (it’s free!), and/or get in touch with program coordinators. This casts the widest net and respects the process that gives all students a fair shot.
2. Recognize the quality of students: They come equipped with more than just textbook knowledge. Many have substantial hands-on experience and all have a desire to make an impact from day one .
3. Be prepared to invest a little time: Give them guidance, integrate them into meaningful work, and treat them well. The returns — in fresh ideas, completed projects, and a strengthened talent pipeline — will far outweigh the investment.
4. Stay open-minded: You might start out looking for one very specific skill, but keep an eye out for potential in other areas too. A PR student might show a flair of design; an Info Design intern might reveal a knack for strategy. Small companies especially need team members who wear multiple hats, and students often have interdisciplinary skills thanks to how our programs are structured.

If you follow this approach, the next time you reach out to me about “recruiting a student,” it might just be to say “Wow, the intern we hired through MRU is killing it — got any more like them?” And I’ll happily say, yes, plenty.

In the end, recruiting students isn’t a favour to me or the university; it’s a smart way to build your business. You get hungry, creative team members; students get invaluable experience and a foot in the door. Everyone wins. So go forth, connect with my students, and let them shine. You’ll wonder why you didn’t do it sooner.