I look at every resume and if it has a reference section, I look at the person and their job title. For example, If I need a hotel recruiter and need a General Manager I will look for GM references on a candidate's application. If I find one I call them and network with them to see if they might know of a good GM candidate for my position. Another method I use is getting my hands on an alumni directory. This way it is a non threatening call and they are usually open to conversation.
Employers make their selection and HOPE the students sign up for an interview.
This also works to stay in touch with candidates who aren't yet looking, who rejected offers, etc. I have used this approach primarily in college recruiting, but it also works in general recruiting. Contact is important - especially after the process begins. Keeping the candidate informed of what is going on so they don't feel they are out their alone lets them begin to depend on you, and builds up their trust in you, which is something you MUST have if you are going to be able to be influential with their decision making in the future. In addition to the obvious challenges finding and attracting good people, we face the challenge of sharing successful ideas among nearly 200 recruiters across more than 25 markets.