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Cohort Recruitment is where companies hire groups of people, also known as "cohorts", many months in advance of a start-date and target specific schools at a specific (and often brief) time of year to entice soon-to-be-graduating students to apply.
Chapters for Cohort Full-Time Recruiting
0:25 – Who and what cohort full-time recruiting is for
1:18 – Full-time vs summer/intern cohort recruiting
3:25 - Events this Fall
3:40 – Job fairs
5:31 – Coffee chats
8:41 – Hiring hubs
11:31 – Recruiting strategy
16:02 – Additional tips
Transcript
[Auto-generated transcript. Edits may have been applied for clarity.]
Kate (K): Welcome to the Career Management Podcast, where we bring you stories and strategies from students, special guests and the Career Management team. Make yourself comfortable and let's get started. On today's episode, we're diving into what to expect for cohort recruiting for full time, what's happening, who it's for, and how to get the most out of it. I'm joined by Amanda, and we're going to kick things off by setting the stage. So Amanda, which students are participating in full time recruitment this year?
Amanada (A): All of our students participate in full time recruitment, but really companies are making the decisions on who they're targeting. So if they're hiring more for entry level roles, maybe your first job post grad that will be more targeted to our HBA and our MSc students. If they're hiring for more mid to senior level roles, that would be something where they'll engage with our MBA cohort given the experience of them in the program. I would also say the timing plays a really big role in terms of how companies are engaging and with which cohorts.
K: And how do you mean about that?
A: So when you think about, uh, so our HBA's and our MSc'BA's who are maybe doing summer internships, they might already be recruiting for full time because it's summertime and companies are looking to convert them into full time hires. Um, so it really just depends on the industry and sort of the activity that's happening around the time.
K: A lot of students have just finished up their summer internships and have intern recruiting experience. What makes full time recruitment experience different?
A: Summer internship recruiting is very structured, whereas full time recruitment is a lot more nuanced and fluid. And we'll talk about that when we think about the types of events and the targeted touchpoints that companies are trying to have in relation to full time. I would say it's definitely more spread out. So anyone who participated in intern recruitment will remember the flurry of activity when they hit campus in September, and then it sort of died off around the the winter break. And then it picked up again in January. Um, and so you get sort of these two really, really targeted touchpoints. Whereas for full time recruitment it's just all over the place. Companies will be recruiting based on when they're ready to move, what their hiring needs look like. And that will look very different for cohort versus what we call real time recruiting. And mindset is really crucial here. So employers are really looking for focus when it comes to full time recruitment. So when you were doing internship recruitment, you know you went to some information sessions, you were gathering information. You were using that to inform your decisions.
K: Connecting in with a career coach or exploratory kind of guide to it?
A: Possibly. I mean, some people might have been really focused to that as well, but a lot of people it's more exploratory, whereas for full time you're definitely more targeted. You might have had an internship under your belt. Maybe you've, you know, you're an MSc or MBA program and you've been at working full time and now you're coming back and looking for full time. So it's definitely, you know, employers are looking for you to step up and say, this is what I want, and this is why I want it.
K: And certainly from a coaching perspective. We do see students noticing that shift and maybe thinking that something's off or being curious about it, when in reality it is just a different kind of approach in turn versus full time. Which also makes sense because, you know, hiring someone for four months versus possibly years. Um, you know, there's there is going to be a different rubric that they perhaps bring to the table.
A: Absolutely. Absolutely.
K: So now that we've talked about mindset, let's switch our attention to events. What events can students expect for full time recruitment?
A: Yes. Recruiters are incredibly excited to connect for full time recruitment. So we in Career Management, we have worked on a great roster of activities to make sure that you're connecting with firms who want to connect with you.
K: So let's start with a fan favorite, job fairs. What makes a job fair worthwhile for for students to attend?
A: Yeah, absolutely. I mean, you know, in Career Management, we love a good job. Fair. Um, so job fairs bring a range of employers. So multi firm multi industry and it really gives students a chance to explore. So it might be that you're coming knowing there's a few companies I really want to chat with. Maybe you know you come across a company that you haven't heard from before and you're like oh I'm going to stop and check them out because I'm here. And so why not take advantage of the opportunity? It's really about maximizing your time and getting the most out of your recruiting experience by attending a job fair
K: like a meet cute, but for your employer, um, or for your future job? When are the job fairs happening and who is it for which cohorts should be paying attention?
A: Absolutely. So job fairs always take place the first week of September. So this year they'll be on September 8th, nine and ten. Um, these are for our HBA and MSc students. So whether you are doing full time recruitment or summer intern recruitment, you will be able to attend a job fair. But for our MBAs listening, I mean, there's employers in the building. So that doesn't mean that you can't stop by and have a conversation with them.
K: Yeah. And can you say a little bit more about why firms aren't targeting MBAs on those job fairs.
A: Yeah, I mean, our our MBA program is a little bit different in terms of structure. So we run from April to April. So for the MBAs, right now,
K: right now! 2026.
A: Yes.
K: Changes coming in 2027. But here and now in 2026,
A: that's right. We run from April to April. And so our MBA cohort currently in class would have had an opportunity to do a lot of activities over the summer. So I you know we did Toronto treks. They had invite only sessions. They had opportunities when firms came to campus. So when we think about the job fairs that are going to be taking place in September, companies sort of shifted focus and they're more looking at those entry level roles for intern and full time.
K: Let's turn our attention to coffee chats. Tell me a little bit about what makes coffee chats the most underrated part.
A: Yeah, I love a coffee chat, especially for full time recruitment. Again, you've been through the info sessions and sort of the exploration piece that you would have done if you were doing intern recruitment, and now with coffee chats and full time recruitment, you get a chance to have a more personalized connection. You know, you know what you're looking to understand because you've been out in the market, you've maybe done an internship or you've maybe done a full time role for a period of time.
K: Built some confidence probably.
A: Yep. That's right. So having a coffee chat with a recruiter or with a firm rep or with an alumni is a great opportunity for you to dig a little bit deeper and get those burning platform questions answered so that you're making really good decisions about full time recruitments.
K: Yeah, and to pause and just add a, uh, some coaching points there. Um, you know, do research the person. It's not just about connecting with the company and showing your value add there, but making that connection with that person as well. And it can be as simple as skimming their LinkedIn. See if there are 1 or 2 points that stand out to you and truly anywhere in the profile, whether it was you went to the same high school, or maybe they had a club or a volunteer, maybe they follow someone on LinkedIn that you really enjoy. But just what stands out to you? And also thinking about what thoughtful questions you can bring to the table. There are lots of great prompts and, um, some worksheets in your Career Management Essentials LEARN community that can help you make more targeted, thoughtful questions. Um, but also, you know, not coming overly prepared, really being present for that conversation. So you're listening to what the other person is saying. And you can adapt in the moment so that it feels more like a real conversation rather than an interview. You want it to feel authentic, for sure.
A: Exactly. And I mean, they didn't necessarily ask for your elevator pitch. If they do, by all means give it to them. But, um, you know, you want to be a human first.
K: That's um, and just connect as as people. And the more coffee chats you do, the easier they become. So even if your first one is feeling a little, just a little off, give yourself permission to learn what you can from it. Reflect on what went well, what you'd want to change the next time. Yeah, and then bring that to the next one.
A: Got it. And I'll say there's lots of opportunities for coffee chat. So you're going to see, um, Career Management hosted coffee chat. So we'll work with companies who are looking to coffee chat, whether that be virtual. They might come to campus, they might invite you to Toronto to do that. But we also have this really great program called Career Connections. I always like to give a plug for this.
K: Yeah,
A: it's our alumni database of alumni who are like, honestly, just wanting to have coffee chats and give their advice and run their expertise. So if you're in that full time recruitment mode and you're thinking about, I'm not really sure I want to do some exploration, I want to build my network. Coffee chats are definitely the way to go.
K: It is kind of a norm to send a short follow up email or LinkedIn message, just to thank them for their time and point out anything that you that you want to say to them. It might be asking for another coffee chat if the connection was there, it's not always going to be there. So it may also just be a thank you for your time. Or, you know, you've given me lots of lots to think about. Um, but a follow up can be clutch. So something that we started on last year that students may be unfamiliar with. Some students might have got a glimpse. Are hiring hubs. So what are hiring hubs and what's new this year?
A: Yeah, we are so excited to be bringing the hiring hub back and making some modifications to make it even better. One of the biggest changes is that we're going to have a permanent home in the calendar for Hiring Hub starting in October, you can expect what we're calling hiring hubs Thursday.
K: Okay, Thursday is the day for hiring,
A: day is the day. And the idea here is that we want to build it into your weekly Ivey routine so you know what classes you have. You know what Career Management courses you have. You know when your appointments are, you know when your club activities are and now, you know, Thursday afternoons hiring hub. And I can expect to see employers on campus.
K: Tell us more about what hiring hubs look like.
A: You know, think you think about a job fair and it's that one stop shop. So basically hiring hub is just an extension of that. It's this really approachable way for you to connect with firms on campus in your own space. And because we're hosting it, you know, every Thursday starting in October, it's this idea that if you're in between classes, if you're on your way to the dining hall, if you're on your way to a social event or a club event, you'll know that there are going to be potential employers in the building who you can just stop by and have a conversation with asking questions.
K: Okay, so it's just kind of like putting kind of like a mini job fair, but those employers will be out there in a very public way. Um, and you can just you can show up and talk to them or not.
A: That's right. Exactly. Low hanging fruit. Even if you've never heard of the company before, but you're looking to understand a little bit more about them. You'll see them on campus every Thursday. It's one of the most approachable ways to connect with a firm because it's, you know, just networking and getting that information. Um, when we think about the coaching pieces, okay, I'd be curious what you would say when you're thinking about coaching students, how do you recommend that they come to a hiring hub?
K: Yeah, I think one: Trust your interest. If something about the company, the person, the challenge that they work on grabs your attention. Lean into that. Bring that excitement to the table with you. Also, don't let perfect be the enemy of good here. You might not have prepared for this this conversation like you would a standard coffee chat or an interview, but you still have something that sparks your interest. You still have questions that will come up. So don't worry about trying to make the perfect impression or ask the perfect question. Go as yourself. Authenticity goes a long way and treat this as a learning opportunity. Um, we all learn from each conversation what we like, what we don't like, what we do differently next time. So these hiring hubs can be a great way, especially if you're just getting started with networking and coffee chatting to build up some confidence. Get used to approaching someone you know that you that you've never met before. Um, and just kind of lean into that presence and what you can learn from from a stranger. Beyond beyond the many events that we that we have for recruitment, what should students be doing to drive their own employer?
A: Yeah, I think this is really an important piece because as we've talked about, you know, summer intern recruitment versus full time recruitment, it's very different. So now that we're into the full time cohort recruitment, it's definitely less structured. So absolutely you're going to have events. You're going to have those, you know the job fairs. You're going to have some opportunities to do coffee chats. But you'll notice as we were talking, a lot of that is really driven by students. It's how you show up. It's how you prepare for networking. It's how you prepare for a coffee chat. It's how you think about the hiring hub. So, you know, really thinking about, you know, being proactive in that sense. And so when I say proactive, my best recommendation is always to book an appointment with a career coach. I think as a best first step, if you are very focused, you know what you want for full time recruitment. You're coming in and you're discussing your strategy and your plan. If you're maybe a little bit less sure, you know you've been out doing an internship or you're just starting to think about full time recruitment, you need a good jumping off point and you need somebody to sort of talk those things through. So we're connecting with a career coach and starting to think about that as the best first step.
K: I'll add in there. Amanda, we also recognize, like working with your peers, right? Like, there are folks in your cohort who come in with experience may have done internships at different places. So coaching certainly doesn't replace those other conversations with your network with your peers. But we can be a way of solidifying, pointing out any gaps and really turning turning that list into action and how you can make that best impression. But we recognize use your current network as well.
A: Yeah. I love so on the notification services. I mean, think about the resources that you have at your disposal. So you've been through. So you know about LinkedIn. Use that really intentionally. I've talked about career connections. That's a great opportunity for you to do some exploration for full time recruitment. You've got a wealth of LEARN resources available to you, all curated by the coaching team. So, you know, thinking about the resources that you're using to build that I think are really critical.
K: And I'll jump in on the LinkedIn piece as well, because I think when some people hear LinkedIn, they think they mean like connecting with someone, sending a connection and they get it. But that's not the only use for LinkedIn. And while, yes, making connections can build confidence and make that relationship a little more real, LinkedIn is also immensely valuable for seeing what kind of jobs they post in their timeline, learning about the person or the company. It's just as much, and maybe even more so, a research tool than just the communication message. So even if you, you know, a lot of people don't have LinkedIn premium or find a limit on connections, tough to manage, that is not the only use for LinkedIn. So just think think broadly about LinkedIn.
A: But so back to, you know, when you made a really good point, I get a jump in because you talked about job postings on LinkedIn. So so if you're returning HBA or MSc student, you know that 12Twenty has been a great resource for job postings through your intern recruitment. Um, but when we get to full time, yes, you're going to see full time job opportunities on 12Twenty. But that's not the only spot as we talked about, you know, intern versus full time. Full time is definitely less structured for companies who are doing full time recruitment. They might not always post a job on on the 12Twenty portal. So this is where again, being proactive, thinking beyond 12Twenty. Thinking about LinkedIn for job postings is setting up alerts, setting up all of those things so that you're getting sort of information that you need from the companies that you're interested in is very important.
K: And then I will also add with full time postings applying as soon as that you see them not waiting for deadlines. I know students love to work to a deadline, but full time is a very different game. And so oftentimes we'll see that applicants will be reviewed on a rolling basis and invited to interviews. Sometimes a company gets overwhelmed with applications and they're like, we don't need anymore. So they close the processing. So when it comes to full time recruitment, don't delay. Apply right away. And if a recruiter has shared with us that they're doing either a rolling basis or like any of those niche kind of things. Um, where could a student find that information if we have it?
A: It would be in 12Twenty.
K: Okay. So with the job posting,
A: with the job posting. So when you know the application deadline, that will be clearly listed.
K: Yeah.
A: When we have Intel from a company that says we're going to be reviewing on a rolling basis at the basis and may close the posting early, we also include that information.
K: And is that included on the job posting or the activity?
A: It will be directly in the job post job posting.
K: Okay. Is there anything else in terms of students driving their own search? I'm hearing certainly use LinkedIn intentionally. Be sure to apply directly and as soon as you can, double checking the postings there. Any other tips?
A: Yeah. So a couple of things. Again like I still think 12Twenty is a fantastic resource. Sure. You know recruitment for full time can be fluid and it can change year over year, but you're also still going to get a sense from 12Twenty of the companies who might typically recruit, who partner with us for recruiting activities, some of the jobs that became available when they became available. So that's still a really good resource to start some research. Um, I also like to remind everybody about the ready to recruit module. Uh, so you may have done it sort of Pre-Ivey. You may have kind of glanced at it.
K: And where where would people find the ready to recruit?
A: Yeah, I think it's in your LEARN community under other resources.
K: Yeah. Okay. Yeah. Okay. But what I love about the recruitment icon that I think.
A: Yeah. Okay. That's right. Yeah. Icon. Recruitment icon.
K: Excellent.
A: So yes, it's a good one, but it's just it's got a lot of information, a lot of tips and tricks. And it also gives a really comprehensive overview of how to navigate. 12Twenty um, if maybe you're looking to do a bit of a deeper dive on that sort of thing. So if you're hearing all of this information and thinking, I want a little bit more ready to recruit in your Career Management Essentials community under the recruitment icon.
K: And of course, what works better doing like things in bursts or doing a little bit over time? What do you see working well?
A: Well, I mean, again, it's full time. Recruitment is a bit of a different game. And so my recommendation is to sort of see the pace. You know, keep it steady. It's something that you're going to plug away at over time. Everybody's recruitment journey looks different. We talk about this a ton.
K: Yeah.
A: And so you'll find that, you know, there's going to be students who come back and they have a full time offer already in hand because they've done intern recruitment and they've converted. You're going to find that students are targeting some industries that don't come until later in the year. And so they're kind of hanging back. But my recommendation is that it's never too early to build relationships because full time recruitment is a relationship game. We've talked about that. So you've got networking at job fairs. You've got building connections through career connections through coffee chats. You're doing your exploration and building your network through hiring hubs. So there's a theme. It's relationships because, you know, with full time recruitment, you do. You need to be a little bit more proactive. Um, and so starting early connecting with career coach and thinking about how every relationship is bringing you closer to the end goal, whatever that might look like for you, I think is a good strategy.
K: And for our folks returning to Ivey, so our second year or third year HBA’s, our MScs coming back, this is also a time to look back on the networking that you've done the previous year and return to that, right? Doing some check ins, revisiting coffee chats, or inviting second, second, third, fourth coffee chats. Um, those connections in those conversations weren't just for that time period. They can also serve you now and again if you didn't have a great connection or that's no longer an interest, that's also okay. But if there were things where it's like, oh, you know what? Nothing ever came of that. But I am interested in that industry still, or that company or even just want to touch base with that person. This is the time to do that. And like you said, there's no bad time. There's often no too soon. Um, just being really thoughtful in how you reach out and what your ask is. Amanda. Is there anything that we didn't cover? I mean, final tips.
A: I think we got it. I just want to say, everybody, best of luck. You definitely got this again. Remember be patient. The journey looks different for everybody. Lean on a coach if you need it. Come and connect with Career Management as a department. We're here on the second floor and we're happy to help you. Just trust the process because you've got this. Again cohort recruitment is a very unique process. But you've got the tools that you need to feel hopefully confident and comfortable. Take it one small step at a time. And again your Career Management team is here to support you.
K: Thank you so much, Amanda.
A: Thank you for having me, Kate. Good luck everybody. We'll see you in September.
K: Thank you for listening. If you're ready for the next step, check out another episode. Book a one on one coaching session via 12Twenty. Or get connected with a student career mentor through your LEARN community. No matter what's next, you've got this. Take good care.