Recruiting students for the real estate industry can be very effective through methods that go beyond traditional on-campus interviews. Employers can partner with universities and business schools that offer real estate programs to offer internship, externship, or mentorship opportunities. These hands-on experiences allow students to gain practical knowledge in property management, real estate investment, brokerage, and development while building connections with companies. Involving students early in their education helps cultivate a pipeline of future talent for sales, analytics, or project management roles.
Additionally, leveraging online platforms and virtual engagement can be beneficial in reaching real estate students. Posting internships and entry-level job openings on industry-specific job sites and professional networks like LinkedIn can attract students who are actively seeking real estate experience. Virtual events such as real estate tours, market analysis workshops, and webinars featuring industry leaders provide an engaging way to connect with students and showcase your company’s expertise and opportunities. These digital strategies broaden the reach of employers and allow them to attract top talent in the real estate industry without relying solely on traditional campus recruitment methods.
To attract the best talent in real estate from academia, we’ve gathered nine innovative strategies from industry experts, including owners and founders. From partnering with real estate organizations to participating in industry competitions, see how Fortune 1000 companies and government agencies can connect with emerging talent beyond traditional campus recruiting.
Partner with a real estate organization Sponsor an industry-specific event Host a real estate webinar Collaborate on a university project Participate in industry conferences through social media networks Run a structured internship program Host a virtual career fair Participate in industry competitions participate
Partnership with real estate organizations
We encourage you to consider partnering with professional organizations and online communities that specialize in real estate. These groups often have members who are not only interested in the real estate field, but actively engaged in it.
By working with these organizations and participating in online forums and webinars, you can tap into real estate knowledge and a network of passionate candidates. This approach will not only expand your scope but also demonstrate your commitment to the industry and its future professionals. It’s a more targeted and dynamic way to connect with emerging talent who are ready to make an impact.
Samantha Odo, Real Estate Sales Representative and Montreal Division Manager, Precondo
Sponsor an industry-specific event
Partner with university career centers and professional organizations that specialize in real estate. These partnerships facilitate access to a pool of qualified candidates through customized recruitment efforts.
Consider sponsoring industry-specific workshops, webinars, and networking events hosted by these career centers and organizations. These events serve as a platform for students and recent graduates to learn more about the industry and connect directly with your company. By actively participating in these educational opportunities, you can position your company as a valuable resource and attract top talent interested in a career in real estate.
Working with universities to develop targeted internship programs can also help cultivate a pipeline of future employees. Offering structured internships that provide real-world experience and mentoring can be a great way to identify and develop potential hires early in their careers.
By engaging directly with educational institutions and professional organizations, we build meaningful connections with potential talent and establish your company as a key player in your industry.
John Glück, Owner, Glück Group
Host a real estate webinar
We’ve seen great results by hosting webinars that showcase real-life projects and challenges in the real estate industry. These online sessions not only attract talented students, but also allow them to experience what it’s really like to work in our field. We also offer virtual shadowing opportunities to help us identify top candidates who are truly passionate about real estate.
Catherine Mack, Owner of Home Buyer Network
collaborate on university projects
Partnering with a local university to collaborate on a real project was a game changer for us. We had our students work on real property renovation projects, gaining hands-on experience while discovering top talent. This is a win-win: they gain practical skills and we can mentor future team members who already understand our unique approach to real estate.
Brandon Hardiman, Founder of Yellow Hammer Home Buyers
interact through social media
If on-campus recruiting is not a viable option for your organization, there are other ways to reach college students. My top tip is to leverage social media platforms like LinkedIn, Facebook, and Twitter. These platforms are popular among students during the job search process and can be an effective way to engage with students.
Additionally, it may be helpful to contact directly the professors and deans of your university’s real estate program. These individuals often have connections to students and may be able to recommend top candidates for your organization.
Darcy Turner, Investor Home Buyer, Acquisition Manager
Network at industry conferences
Industry conferences and events provide great opportunities for companies to connect with students interested in a role in the real estate industry. These gatherings often bring together a diverse group of professionals, from industry veterans to students and recent graduates looking to break into the field. Attendees will have the opportunity to engage in meaningful discussions, attend workshops, and listen to keynote speakers providing insight into the latest industry trends and innovations.
By attending these events, companies can network with potential candidates and showcase their company culture, values, and career opportunities in a more informal and engaging environment. This interaction allows companies to establish an active presence within the industry and build relationships with the next generation of real estate professionals.
Zach Shepherd, Principal, Braddock Investment Group
Implementing a structured internship program
My top tip for Fortune 1000 companies and government agencies looking to hire college students, college students, and recent grads, but looking for an alternative to on-campus recruiting, is to consider an internship program. It’s something to consider. In fact, internship programs are a great way to attract college students because in addition to being an opportunity for them to develop skills and pursue their interests, they also serve as an opportunity to pursue a professional career in the workforce. This is the method. It’s an environment where you can benefit from research and learn from people with years of experience in the real estate industry.
In my view, the reason why hosting an internship program is the best option for Fortune 1000 companies and government agencies to attract college and university students is because it provides them with work experience that plays an effective role in the foundation of society. The fact is that we focus on creating Build a basic foundation for your career. This experience helps students balance the education they are receiving.
What I want to say is that while students gain theoretical knowledge at university, the practical experience as an intern helps create a balance. Additionally, Fortune 1000 companies and government agencies will benefit from the opportunity to develop these students into the talent they need for business.
Grace Chisom, Marketing Manager, Real Estate and Sales Representative, British Columbia Property Buyers
Hold a virtual career fair
An alternative to traditional on-campus real estate job openings is virtual career fairs. These online events allow companies and organizations to engage with a wide range of potential candidates without having to be physically present on campus.
Virtual career fairs offer several benefits to both employers and job seekers. For organizations, it provides a cost-effective way to reach a diverse group of students at different universities. It also eliminates the travel and logistical challenges associated with on-campus recruiting.
For students and recent graduates, virtual career fairs are convenient because they can be attended from anywhere with an internet connection. This allows them to look for job opportunities outside of their geographically proximate area. Additionally, virtual career fairs often offer a wider range of industries and roles, giving candidates more options.
To get the most out of virtual career fairs, employers should approach them with the same level of preparation and professionalism they would approach on-campus recruiting events. This includes establishing a strong online presence, promoting your company culture and values, and actively engaging with candidates during events.
Keith Sant, Founder and CEO of Kind House Buyers
Participate in industry contests
I had the opportunity to participate in the NAIOP Challenge while attending the University of Denver and pursuing my Master’s degree in Real Estate and Construction Management. This was a pivotal experience in my career development. This competition not only honed my skills in real estate investment and development, but also significantly expanded my network by connecting with some of the biggest companies in the real estate private equity market. These connections have given us access to valuable insights and opportunities that are difficult to obtain through traditional recruitment channels.
In addition to leveraging on-campus recruiting, Fortune 1000 companies and government agencies looking to hire college students and recent graduates are encouraged to take advantage of industry-specific platforms and events like the NAIOP Challenge. Masu. By engaging with students in such a competitive environment, we can identify top talent who already have work experience and industry connections and are well-suited for real estate-related roles. Combining our partnerships with platforms like LinkedIn, Handshake, and SelectLeaders and industry events, we provide access to a broader and more diverse candidate pool with skills and interests focused on real estate.
This strategy allows organizations to leverage an engaged talent base while avoiding the geographic limitations of traditional on-campus recruiting, giving organizations access to candidates who already have connections with key industry players. Masu.
Jonathan Thompson, Trio CRE Partner
