In light of the age discrimination legislation can employers still use university "milk rounds" to recruit employees?

If university "milk rounds" are the only way that an employer targets new recruits, this will probably be discriminatory against older candidates. There is a danger that it will be perceived as giving preference to new graduates who are very likely to be relatively young. Instead of targeting only young graduates, employers would be advised to spread their recruitment net wider by advertising jobs openly and identifying the characteristics required for the job.