As a forward-thinking employer, you know that early engagement with potential future employees can make a significant difference in building a strong, loyal talent pipeline. The back-to-school season is a prime opportunity to connect with students, schools, and community organizations to attract top talent right out of high school. Here’s how to effectively align your hiring strategies with the school calendar and maximize your outreach efforts this season.

Understanding the Seasonality of the School Year

The school year typically runs from late summer or early fall through late spring or early summer. Key periods include:

• Late summer (August-September): Students return to school; open houses, career fairs, and school visits ramp up.
• Fall (September-November): Continued school events, career fairs, and recruitment activities.
• Winter (December-February): Some schools host winter fairs or college/career planning sessions.
• Spring (March-May): Critical groundwork for summer hires, internships, and fall recruitment planning.

Timing your outreach efforts to coincide with these periods ensures your messaging resonates when students and educators are most engaged.

Strategies for Today’s Employer to Build a Talent Pipeline

1. School Visits and Career Fairs
Proactively schedule visits to high schools and community colleges during the fall and spring. Participate in career fairs, open house events, and classroom presentations. These direct interactions allow you to showcase your company, share opportunities, and build relationships with students early on.

💡SchooLinks Tip: You can sign up for events on SchooLinks for free and use the new territory management to make sure you stay up to date with events near you!

2. Posting Jobs and Internships Early
Make your job and internship postings visible well before students start applying—ideally in late summer or early fall. Use platforms popular among students, such as Indeed, Handshake, or your company website, and highlight entry-level opportunities that cater to recent high school graduates. 

💡SchooLinks Tip: Districts plan for their internships, job shadow, and apprenticeship experiences early. Make sure they know you are interested in taking students or that you have jobs for hire for graduates. You can post opportunities or search current districts seeking employers in SchooLinks. 

3. Awareness Campaigns and Social Media Engagement
Leverage social media channels and digital campaigns to reach students where they are. Share success stories of employees who started right out of high school, behind-the-scenes glimpses of your workplace, and details about available entry-level positions. Use targeted messaging around back-to-school themes to reinforce your brand as a top employer for recent grads.

💡SchooLinks Tip: Districts plan for their internships, job shadow, and apprenticeship experiences early. Make sure they know you are interested in taking students or that you have jobs for hire for graduates. You can post opportunities or search current districts seeking employers in SchooLinks.

4. Host or Sponsor Events and Workshops
Organize or partner with local schools for after-hours workshops, career panels, or job readiness sessions. Such events not only increase brand awareness but also position your company as a resource and supporter of youth workforce development.

💡SchooLinks Tip: Make sure you include and consider specific messaging for parents. They drive a lot of the direction for students and how they think about careers, so involve them in your events. You can engage with districts on event strategy in SchooLinks.

5. Early Engagement in Middle and Early High School
Build awareness and interest among students in earlier grades through mentorship programs, school visits, and career days. Introducing students to your industry early helps foster familiarity and aspirations, creating a long-term talent pipeline.

💡SchooLinks Tip: 50% of states have mandated career planning in earlier grades to allow students to begin the process of selecting course work and experiences that align with their interests sooner. Consider working with k12 to promote learning about your industry in elementary and middle school. SchooLinks can help you with ways to integrate your vision!

Moving Beyond the Season: Building a Long-Term Talent Pipeline

Recruitment doesn’t have to start and end with high school seniors. Consider the following ongoing strategies:

• Create interactive ways for students to engage with your industry. Offer to bring an experience, sponsor a virtual one, or host an assembly at a school to introduce your roles.
• Develop relationships with guidance counselors and career coaches to stay informed about student progress and interests.
• Establish a youth ambassador program where current young employees serve as brand ambassadors to inspire and recruit their peers.

Final Thoughts: Be Proactive, Consistent, and Engaging

The back-to-school season is your prime window to plant seeds for a future workforce. By aligning your outreach efforts with the school calendar, actively participating in school events, and engaging students early across multiple grades, you’ll strengthen your talent pipeline and position your company as an employer of choice for today’s youth.

Start planning now— your future workforce is deciding their career pathways today! 

Get started with SchooLinks by signing up here. For more information, book an info session here.

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