Around the province, more and more schools are finding it increasingly difficult for their co-op students to find placements. We often hear stories of students forced to leave SHSM programs simply because they are not able to secure a co-op role in a timely manner.
The good news is that schools hold powerful tools that don’t depend on employer budgets or hiring cycles. By activating networks and removing barriers for overwhelmed organizations, schools can create consistent co-op pipelines even when market conditions are tough. Below are five practical strategies schools can use to support SHSM students in finding co-op jobs regardless of economic condition.
1. Build a Formal Co-op Alumni Employment Network
Co-op alumni understand firsthand how challenging it can be to enter the workforce during uncertain economic conditions. Having once relied on a placement themselves, they often feel motivated to give back and support the next group of students. By organizing these graduates into a structured co-op alumni network, schools create a renewable source of placement opportunities from people who already trust the program and understand its value.
Schools can strengthen this network by:
- Creating an SHSM co-op alumni LinkedIn group or email list
- Sending a quarterly “Are you hiring?” outreach message to past co-op students
- Highlighting alumni success stories to inspire engagement and participation
A strong co-op alumni pipeline works because it taps into long-standing school pride, personal connection, and authentic relationships. Alumni want to help the next generation succeed, and that shared sense of school community becomes a powerful driver for consistent, reliable co-op opportunities.
2. Create a Parent & Guardian Employer Registry
Parents and guardians work across a wide range of sectors and can advocate internally in ways that cold outreach simply cannot. During tight job markets, employers are far more likely to approve placements when the request comes from a trusted employee who understands both the workplace and the value of co-op. A parent registry ensures schools are tapping into this reliable, high-trust employer base to open doors that might otherwise remain closed.
To build this registry, schools can:
- Collect employer data at parent-teacher nights, community days, and through newsletters
- Invite parents to opt into a simple “SHSM Employer List”
- Share anonymous student profiles or sector summaries to spark employer interest
This approach builds a dependable stream of placement opportunities even when local businesses feel strained. Parents also have a vested interest in helping students succeed—whether it’s their own child or someone else’s—and are naturally more inclined to support youth from their school community. That shared commitment often leads to faster approvals, stronger engagement, and more consistent co-op placements.
3. Create a Digital Co-op Hub With Student Profiles
Busy employers often don’t respond because the co-op placement process feels time-consuming or unclear. A digital co-op hub removes these barriers by giving employers a simple, self-serve space to explore student talent and post opportunities on their own schedule. This flexibility is especially valuable during fluctuating staffing levels, when organizations may gain or lose capacity with little notice.
A useful co-op hub includes:
- Anonymous student talent profiles organized by SHSM sector
- A quick “Offer a Placement” form for employers to post needs in under two minutes
- Clear FAQs outlining supervision, duties, safety expectations, and time commitments
This centralized, low-barrier system allows for two-way matching: employers can browse skills while students can express interest in sectors without disclosing personal details upfront. By simplifying how both sides connect, schools make it easier for employers with limited administrative capacity to participate and create more timely co-op opportunities for students.
4. Organize a Student Pitch or Meet-the-Student Night
Many employers hesitate to take on high school co-op students simply because they don’t yet see how a student could fit into their workflow—especially when their teams are stretched thin. A pitch or meet-the-student night flips this dynamic by giving students the chance to clearly demonstrate their strengths, interests, and potential contributions. When employers see students’ capabilities firsthand, uncertainty drops and confidence rises.
A strong pitch night includes:
- Short student presentations showcasing potential projects, skills, or past accomplishments
- Employers rotating through stations or tables to meet students in a relaxed, low-pressure format
- A follow-up matching process based on shared interests, SHSM sector alignment, and employer needs
Schools often see placements secured immediately after these events because employers leave with a tangible understanding of what students can do. The personal connection, combined with clear demonstrations of ability, helps employers say “yes” even in busy or economically tight conditions.
5. Partner With Incubators, Innovation Hubs & Co-Working Spaces
Co-working spaces, incubators, and innovation hubs bring together dozens of small businesses, startups, freelancers, and nonprofits—many of which need project-based help but don’t have the time or infrastructure to run traditional hiring processes. Approaching these spaces as a cluster creates access to multiple potential co-op hosts through a single partnership. These environments thrive on creativity, collaboration, and agility, making them ideal for SHSM students who can support marketing, social media, design, research, customer service, early-stage product testing, and more.
Schools can activate these partnerships by:
- Hosting meet-the-student pop-up events directly inside the co-working space
- Sharing talent profiles with hub or community managers who can broadcast opportunities widely
- Encouraging startups to offer micro-projects, flexible hours, or short placements that match their dynamic workflows
This approach connects students to emerging industries and modern workplaces that traditional outreach often overlooks. It also exposes students to real entrepreneurial environments, offering hands-on experience that can shape future career interests and pathways.
Conclusion: Schools Can Help Open Doors—Even When the Job Market Feels Tight
A challenging labour market can make co-op placements feel harder to secure, but it doesn’t have to limit student opportunity. Employers may hesitate for understandable reasons, yet the strategies schools choose can transform that hesitation into confidence, clarity, and willingness to engage. By activating alumni and parent networks, aligning outreach to seasonal business cycles, simplifying the process through digital hubs, and building community partnerships, schools can create strong and reliable co-op pathways in any economic environment.
Events like pitch nights and employer recognition celebrations also shift the tone from “asking for help” to building genuine community partnerships where everyone benefits. When schools take the lead in removing barriers and showcasing student talent, employers see the value more clearly—and students gain access to the meaningful, hands-on experiences they need to explore careers, build skills, and plan their futures.
In tight markets or stable ones, the message remains the same: there is always a way to help students connect with opportunity. With the right systems, relationships, and creativity, schools can ensure every SHSM student finds a placement that ignites their passion and sets them on a strong path forward.