What Are the Benefits of Hosting a Virtual Recruiting Event?

If you want to attract top talent to your organization and keep it, you can’t go wrong with a recruiting event. These events are also a great way to brand your organization and announce it to the world.

Most recruiting events were physical. Then came the pandemic, and most events went virtual for the obvious reason that people wanted to avoid exposure to COVID-19 as much as possible. This prompted employers to allow people to work remotely. Well, this concept was soon extended to recruiting events.

There are many reasons why you should host recruiting events. For one thing, you can make your workforce much more diverse through these events. It has been observed that minority students who attend lower-cost universities are much more likely to attend virtual recruiting events. You can attract the top employees to your company during virtual recruiting events provided you do the following:

Teach Attendees About Professional Development

School’s out because of COVID-19. This means that students have much more free time on their hands. They’re using this free time to learn new and valuable skills or to brush up on skills that they already knew. A professional development session will attract lots of students because these students want to learn how to think, behave, and dress like a professional.

If you are stumped as to what you should include in this type of session, take a few minutes to think about the professional skills that your organization wants and needs. Be sure to make these the foundation of your session. You are always free to add on other professional skills as needed or desired.

You have many options when hosting professional development events. They can take place in the form of online training, masterclasses, or webinars. It doesn’t matter what form of event you host; it won’t be successful if you don’t make it interesting and engaging. Also, make sure that your event adds value for your participants. Be sure to subtly explain why the attendees should be working at your organization and only at your organization.

Include Diversity and Inclusion Panels and Presentations

Students, naturally, want to work at organizations that actually promote diversity and inclusion and don’t just provide lip service. You’re going to have to do much more than include a line that says, “We support diversity and inclusion policies on your website. You’re going to have to prove it, and diversity and inclusion panels and/or presentations are a great way to do this.

This will show potential candidates that you’re serious about diversity and inclusion in your organization. You can always take pointers for these types of panels and presentations from various employee resource groups (ERGs) near you. Company leaders and current employees are also great resources to tap into for these ideas.

Freestyle Question And Answer Sessions Are Necessary 

Freestyle in this context means that the students are allowed to ask any and all questions they want. You should have a member of your executive team present to answer these questions.

Many social media and social platforms like Quora and Reddit have found these sessions to be quite useful in terms of internal communications and external marketing. Freestyle question and answer sessions put students’ minds at ease because it tells them what working at your organization is really like.

Freestyle question and answer sessions are the most successful when they focus on a particular topic. You should have a list of frequently asked questions that you can turn to in order to keep the conversation going.

Virtual Information Sessions

You always want to be building employer brand awareness. After all, you never know when you’ll need to hire employees next in the unpredictable world that the pandemic has created. This can be accomplished through a virtual information session.

You can have employees tell students all about working conditions and the corporate culture at your organization. Students love these sessions because they can ‘be themselves’ while learning all about an organization that they want to work for. Your sessions will be the most successful if you have different high-profile employees working in different break-out rooms. You can cover more topics and give the attendees more individualized attention.

Host fireside chats

Do you remember the intimate nature of those conversations by a campfire? Well, fireside chats revolve around the same concept. In these chats, employees talk honestly with students about a specific pre-selected topic.

These informal chat sessions allow you to let the students see your employees as real kind and compassionate humans. The trick is to ensure that these chats center around a specific and relevant topic.

To learn more about the benefits of hosting your own virtual hiring events or career fairs, contact the team at Premier Virtual for a free demo.

Virtual Hiring Is the Future: Premier Virtual Tackles ATS Discrimination With Virtual Hiring Rooms

A recent Harvard Business report revealed that ATS, which is an applicant tracking system, is responsible for blocking or disqualifying many qualified applicants. 

This system, which ranks relevant keywords, skills, degrees, credentials, responsibilities and other qualities that indicate to a hiring manager or recruiter that the applicant is qualified for the position has been deemed impersonal, and quite frankly unfair to applicants who don’t know how to use such keywords. 

The online virtual job and career fair platform Premier Virtual has an innovative solution to this complex problem. 

Virtual hiring rooms. That’s right. The future-focused technology company has positioned itself as a go-to company to help employers create virtual hiring rooms to make job hunting more personal and fair. 

Now, hiring managers can meet candidates in a virtual hiring room. Think of it as a 24/7 office that can be linked to your company’s job listings. This allows company recruiters to schedule an ‘open-house on set days and times where candidates can meet and chat.  If there is a fit, the recruiter can enter into a pre-screening interview, and then decide if the candidate should be scheduled for a more formal interview. 

This tool has proven to reduce time to hire from an average of 30 days to just over 7 days.  

What’s included in a virtual hiring room? Here’s what you can expect:

  • Fully Customizable Hiring Room
  • Live Reporting During Events
  • Video Interviews
  • Candidate Matching Based on Experience
  • Registration Setup Wizard
  • Ability to Host Webinar
  • Built-in Text and Email Reminders
  • API to Integrate with Current ATS Systems
  • Candidate “Journey” with Ability to Rank Companies and Track Their Progress in the Event
  • Organization ability to tag candidates before an event to show interest and schedule interview

Premier Virtual is the no. 1 virtual career fair platform in the industry, with nearly 200 Workforce Development Boards choosing the company for online career and hiring events. 

Don’t let the ATS systems choose your candidates for you, take back control of the hiring process with your own virtual hiring room.

Host Virtual Hiring Events With Premier Virtual

Premier Virtual fosters innovation and strives to provide solutions to complex virtual problems. Through building relationships based on integrity, trust, honesty, transparency and teamwork, the tech-forward company always gets the job done.

If your company would like to host a virtual hiring event, contact Premier Virtual today. 

Why Hiring The Right Employees Is Crucial, With Virtual Hiring Platform Premier Virtual

Today’s job market is an ever-changing, evolving, and rather difficult to navigate place for both employers and job seekers. Employers struggle to find reliable, qualified candidates, and for employees, finding an employer that is going to support them the right way is also a challenge. Creating that perfect match of a perfect employer and ideal employee is a challenge that has been at the forefront of the motivation that drives the team behind Virtual Premier. CEO Steven Edwards has worked in the job and career fair and event industry for over a decade, connecting companies with candidates, both in person and in the virtual space. 

Edwards successfully embarked on the path of entrepreneurship and business ownership himself over a decade ago and knows firsthand how vital having the right team is. Employees can make or break a business, as they are representatives of both the brand and the owner. These are trusted individuals who are there not only to better their own lives, but to help your company run efficiently, and thrive. Recruiting, hiring, and retaining the right employees, keeping them motivated to continue to work for your brand and organization, and moving the business forward starts with how accessible the job is, and how many qualified candidates one can reach. This means not simply throwing an ad up on online job boards. Career fairs have long been the best place to find a large pool of candidates and going online with that concept has only broadened the range of people an employer can connect with.  

A good hire can increase productivity, build a positive company culture, inspire innovation, and connect with the team that already exists. It is more than a process of simply looking over a resume or checking an online profile. Social skills, personality, and long-term goals and aspirations all play a part in who an employee is and how well they will serve your company. Happy employees drive revenue and can reduce operating costs, and are the lifeblood of driving your brand, reputation, and customer loyalty. On the opposite foot, the wrong candidate, or simply settling for the first person who seems like a fit can lead to a catastrophe down the line.  

There are some things that employers can do when looking for a new hire that can streamline the process and yield a higher number of well-rounded potential candidates. The first part of that is crafting a candidate-centered job description. This is not a one-sided process, and any prospective employee wants to know that they are a good fit as well and are getting involved with an organization that is aligned with their values, goals, and long-term career trajectory.  

Relying on free, local, and mass job sites is not going to yield the best candidates, so investigate hosting your own career fair or job event. With platforms like Premier Virtual, employers can create a customized event, with assessments, tasks, and pre-event vetting processes, ensuring that they find and meet with candidates that have true potential and fit what the company needs. Every candidate will have unique strengths they can contribute and get to know them properly during the hiring process fosters a better connection, and a happier workplace in the long term.  

Premier Virtual is the number one workforce development site in every state, dedicated to building the strongest connections between employers and top job candidates. As a veteran Edwards has long been dedicated to helping others and continues to do so through his company, “Our platform is opening up opportunities for people, those that might not have been able to apply for these jobs, people from all over the world, connecting companies with top-level talent. This is bettering people’s lives, every day.”

Connect on the company website, https://premiervirtual.com to learn more about how Premier Virtual leads the way in employee recruitment and hiring for companies large and small worldwide.

 

Benefits of Virtual Career Days

Virtual career days and online job fairs have emerged as the most efficient and effective ways for employers to recruit. Mainly because job seekers who attend do not only learn more about your company, but they also have an opportunity to meet your hiring managers and interact during the event.

Scheduling a weekly Virtual Career Day is a great way for your company to open your doors and meet qualified candidates without the limitations of an in-person event.  It also gives you more flexibility, since you don’t have to schedule it around a job fair or hiring event.  By offering this access, both employed and unemployed job seekers have an opportunity to learn more about your company and meet your hiring managers.

A great strategy is to promote a weekly Virtual Career Day at a set time, say every Wednesday from 12-2 PM.  This is a great time since many people can log in during their lunch hour if they are currently employed but looking for a better opportunity.

One big difference to physical career fairs is the advantage of reaching the highly coveted, employed job seekers. These people are usually highly qualified experts still employed at another company but open for attractive job offers. They do not attend physical career fairs but will participate virtually or online to gather information through more anonymous ways.

The biggest advantage is being able to view the candidate’s resume, enter a live chat, and if your hiring manager feels there’s a good fit, move right into a pre-screening video interview.  Also, students and young professionals strongly prefer online channels to find a job.

To date, our platform has been leveraged mostly to host career fairs and hiring events with multiple employers.  That remains a great option for many employers who gain to benefit from the exposure.  However, those job seekers are also meeting with your potential competitors and applying for the same jobs at other companies.

By promoting a link to your Virtual Career Day along with your job listings on whatever job board you post them, you’ll be attracting talent directly to your organization for an opportunity to pre-screen them one-on-one.  Let’s face it, anyone can look good, or bad on a resume, and many times a recruiter or hiring manager may never see the resume of someone who could have been a good fit.

Virtual Career Days offer that unique opportunity to chat and meet the candidate, if even for a few brief minutes to see if there is a fit and move forward in the application process.  Hiring managers love the ability to choose who they want to enter a video interview with, and can often find a diamond in the rough, that could have been easily overlooked by basing a decision solely on a resume.

Jayson Waller, the CEO of SolarHOME has hired over 700 employees during the pandemic.  In a recent podcast interview, he mentioned a few pointers that have helped make their recruiting efforts so successful.

One is to hire based on character and ambition more than on skills and experience.  Save for a few positions like accounting and recruiting, the company is much more willing to hire a person that has the right attitude and desire to learn, than to hire an experienced installer, that has high demands and may come with bad habits from previous employers.

By offering a weekly Virtual Career Day, less qualified job seekers know they can meet with the hiring manager and ask questions that reduce the intimidation of sending an ‘unqualified’ resume for a job opening.  And as we already mentioned, the highly qualified job seeker is much more apt to attend virtually and initiate the job application process as well.

See how you can add a Virtual Career Day option to your job listings and make it easy for candidates to meet your recruiters without either person having to leave their desk.

Click here to schedule your free demo today.

South Florida Tech Company Accelerates Growth, Opens New Office in Delray Beach

Office Expansion Enables “Premier Virtual” to Fast-Track Customer and Employee Successes

Delray Beach, FL. June 14, 2021 – Premier Virtual, South Florida’s fast-growing virtual job fair platform, recently opened a new office in Delray Beach, Florida. The move will accommodate the company’s rapid growth, leverage the area’s diverse high-tech talent pool while responding to the critical need of employees and employers throughout the country.

“We are enthusiastic about our success over the past year, and our new location reflects our culture of innovation and excellence,” said Steve Edwards, CEO of Premier Virtual. “It’s the perfect time for us to make this move to maximize the potential for our team and growing customer base while allowing us to respond to critical demand from employers and employees.”

Premier Virtual has powered over 2,500 virtual career fairs, connecting 25,000 employers to over 250,000 registered job seekers, since its official launch in March 2020. The company was in its infancy when everything practically changed overnight due to the virus. Virtual event options suddenly became the only option, and Premier Virtual was at the forefront.

According to the US Department of Labor, joblessness remains at an all-time high, and the number of unemployed persons is still nearly 10 million. Back in April 2020, the unemployment rate jumped to a level not seen since the Great Depression, and as of April 2021, it was still a grim 6.1 percent. The good news though is the number of Americans filing “new” claims for unemployment benefits fell last week to the lowest level in nearly 15 months.

The impact of the virus and the economic effect have been widespread. Both employees and employers nationwide are still feeling the fallout, including a labor shortage.

Premier Virtual is helping people get back to work by connecting employees to employers. The company has grown from two employees to more than 20 in the past year. The platform has been a catalyst for companies across the country who are looking to hire by providing them a virtual option to connect with job seekers, while potential employees enjoy an interactive experience, versus submitting their resume to an algorithm. Premier Virtual is the exclusive virtual career networking platform for CareerSource Florida and Tech Hub South Florida.

Nationally, Premier Virtual is the #1 platform among workforce development boards, with nearly 200 accounts. Beyond workforce agencies, many school boards, institutions of higher learning, and tech organizations have patterned with Premier Virtual to host their virtual career fairs. The US Veterans Chamber of Commerce and American Legion are also using the Premier Virtual platform to help Veterans find gainful employment.

During this virus, in-person career fairs were prohibited, and Premier Virtual’s platform provided a great alternative to connect employers and jobseekers. Post-Virus, many organizations recognize that virtual career fairs are a more effective and efficient way to hire. Based on the positive results and ROI, the trajectory of virtual events continues to expand.

About Premier Virtual

Premier Virtual is an online virtual job and career fair platform. The online hiring events are designed to bridge the gap between technology and human experience. The company has hosted more than 2500 job fairs over the past year and is poised for continuous growth. Premier Virtual is a future-focused company that believes through innovation, it can provide clients with the best possible solutions to be successful. Relationships are built with integrity, trust, honesty, transparency, and a culture of teamwork built on servant leadership.[/fusion_text][/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

Expand your Talent Pool with Virtual Career Fairs

Let’s face it; everyone wants to hire a Rockstar employee eager to learn, show initiative, and is a team player. Unfortunately, many employers feel that they can attract top talent simply because of their brand or reputation, but the tide has turned.

There is a severe labor shortage as I write this post in June of 2021. It’s not just the hi-tech or MBA positions either. We’re talking truckers, welders, restaurant workers, hospitality…you name it, and most likely, there is a challenge to find qualified workers.

There is a myriad of reasons and some that include the COVID crisis. Many of the workers at or near retirement age figured this was the right time to make that decision. There has also been a migration of jobs since people had the time to retool and retrain.

Overall, while much has changed, one thing still holds, it’s different to find top talent, which is why adding virtual career fairs on online job fairs makes so much sense.

To put your job opening in front of the right candidate’s talent, acquisition teams need to do more than outreach. Essentially, if you don’t give job seekers a more efficient way to engage with your company, you’ll only reach the candidate pool with the time to spend on the job search. Offering in-person only job fairs typically attracts the unemployed but does not offer the ‘unhappily employed’ flexibility to make the same effort.

Adding a virtual job fair means that anyone, anywhere, can log in and participate. Jobseekers can quickly scan jobs that match their criteria, chat with a recruiter, and enter into a video interview if there is a good match.

Think of all the time and energy it takes to do all of that in person. It’s often enough reason for a qualified candidate not to attend and send in their resume, which, no matter how qualified, can be quickly passed over or never even reach the hiring manager’s desk.

The same holds for the hiring managers in your company. Recruiters work hard to attract the best candidates for the position, but they often have to make a less than optimal hiring decision because of demands placed on that opening.

Virtual job fairs tend to increase attendance rates by 30% to 50%, and they have a registration to an attendance rate of over 70%. For example, we powered a state-wide career fair in Virginia with 350 employers, and 15,000 job candidates attend! Those are numbers that are impossible to achieve in person.

Another great tactic is to use the virtual platform to host other events that can engage potential candidates, such as a Tech-Talk or Virtual Mastermind that features a keynote speaker or a group of panelists with a Q&A format. During your event, you can have several sponsors host virtual booths to offer more information on their companies and invite a recruiter to be available and answer any potential work-related questions.

These events are part of your recruitment marketing strategy and go beyond the traditional social media posts and email or text messages. Now you can use those platforms to invite candidates to something of value, regardless of whether they are currently in the job market or considering your company for a potential career change.

These types of events create a great opportunity to partner strategically with local career coaches or resume writing services. These partners will gladly participate for free to have a chance to speak in front of potential prospects. In return, you’ll be building value with the community and positioning yourself as a category expert.

Using a virtual career platform in this capacity will also likely get you some attention from the local media. Use it to your advantage by inviting them to y our event. Offer them a free booth to promote any openings they might have. This goodwill will often result in mutual support and a mention of the event on the local news! Job creation is always a newsworthy topic.

It all leads to a broader talent pool, which means your recruiters have better choices. The goal of hiring the best candidate for every position is achievable when you attract the best talent. The best part is that many of these tactics do not require an increase in your budget. For example, the Premier Virtual platform lets you host unlimited events per license, per location. The more you use it, the more you save, and the greater your ROI.

If you have not done so already or are using a virtual platform and are considering alternatives, please contact us for your free, no-obligation demo.

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As Unemployment Goes Down the Case for Virtual Career Fairs Goes Up!

Yes, the workforce is slowly recovering from the 10.0 magnitude earthquake that it suffered in March of 2020. To put things into perspective Florida’s unemployment rate had dropped to 2.8 percent in January and February 2020, which, together with November 2019, became the lowest recorded unemployment rate since the series began in 1976.

With the onset of the Coronavirus outbreak, the unemployment rate spiked to 13.8 percent in April 2020, handily surpassing the prior peak rate of 11.3 percent experienced in January 2010 during the Great Recession. The change was breathtaking. Over the space of two months, the unemployment rate shifted from a near 50‐year low to a near 50‐year high.

Today, the new unemployment report (March 16th, 2021) states that Florida has dropped back down to a 4.8%. The Sun-Sentinel reports that there were still 482,000 Floridians who remained jobless out of a workforce of slightly under 10.1 million, the state Department of Economic Opportunity said Monday.

Economic development promoters made a point of noting that the state rate is now below the U.S. jobless figure of 6.3% for January. While those are all great numbers to report, it might worry hiring managers and companies that have open positions and are struggling to find qualified candidates.

That’s why the companies that quickly implemented a virtual hiring event strategy were able to meet their staffing needs. Virtual events increase the job candidate pool, make your company more competitive and relevant, and allow you to build relationships that can strengthen your potential candidate ‘bench’.

The Hiring Lessons we Learned from COVID

Virtual is the ‘New-Normal’

There are a lot of lessons and some that we are still learning. A few of them stand out over the rest. First and foremost, COVID accelerated the pace at which companies turned to virtual or remote hiring by 3 to 5 years. The lesson is, we need to be as prepared as possible and have back-up or contingency plans in place because this was not the first disruption and it won’t be the last.

Let’s face it, without a Pandemic, the vast majority of us would have been complacent with the status quo, hosting and traveling to in-person job fairs. COVID disrupted that severely and new options had to be embraced because doing nothing was not an option.

Besides the threat of ‘social distancing disrupting the workforce, the truth is everything continues to migrate more and more online. Just as retail will never be the same, and foot traffic to retailers will continue to decline, hiring will never be the same. Virtual hiring events have been embraced by everyone who has participated in an event, and for those who haven’t, it’s just a matter of time.

If the U.S. business owner has proven to be anything, it’s resilient, and resilience often requires the ability to quickly pivot. The schools, companies, and organizations that pivoted quickly and adopted virtual hiring events early in the Pandemic have proven how much more efficient, effective, and ultimately successful it has proven to be.

The Only Constant is Change

The second lesson is one you’ve heard before; the only constant is change. We learned that just about everyone prefers to apply online, rather than wait in-line. Virtual hiring is the evolution of hiring, the next step, and clearly the better option. It made it much easier for organizations to hire more efficiently and effectively, and for job-seekers to attend and get hired! Although many were reluctant at first, one step into the virtual lobby, and everything changed!

These events mirror in-person events, and attendees can quickly see exactly what is being offered, and how to find what they are looking for. Being able to chat or even video-interview on the spot for a job that they are interested in is a total game-changer. Ask any job-seeker that attended a virtual job fair, and the large majority will tell you that it was highly productive.

The same holds for the hiring companies that can get a much better feel for a candidate than they can from reading a resume on Indeed. The additional real-time engagement allows candidates and recruiters to ask more questions and rate candidates based on their responses.

The post-event reporting allows recruiters to gather much more information from a virtual event than they ever could during in-person events. This allows for better follow-up and a higher likelihood to make an offer to the right candidate, rather than the only candidate.

We’ve seen the difference in our own hiring efforts. An ad on Indeed will get you resumes, but that’s just the very beginning of the process if you’re lucky enough to receive one from a qualified candidate. In our last job posting, we received zero resumes, and it was an entry-level position.

On the contrary, a recent statewide job fair that the Premier Virtual platform powered in Virginia had 350 hiring companies, and over 15,000 registered job-seekers. The event was hosted by the workforce board of Virginia, Virginia CareerWorks. It shattered every previous record for a career fair and also taught us another valuable lesson.

This statewide career fair would have been impossible if not for the virtual platform. Could you imagine choosing a location in Virginia, where 350 companies would travel to set up and 15,000 job seekers would travel to attend? The logistics and expenses and time to plan would be so massive, it would most likely be impossible to pull off in a timely manner, not to mention the unmanageable lines that 15,000 job seekers would have to stand on.

So, back to our current 4.8% unemployment rate, it’s great if your company is fully staffed, but what company really is? Improving our company means having the best people possible, which requires different strategies in and of itself, like developing a bench.

But if you think you can rely simply on a job board like Recruiter or Indeed, then you’re not putting yourself in the best position to succeed. Job candidates now want to know as much about you, as you do about them, and they don’t want to schedule an interview and travel to your office to do so. They would much rather get that all done online, during your virtual career fair, from the comfort of their home (or car or coffee shop).

It saves everyone time and wasted energy if the job or job-seeker was not a good fit in the first place. It also gives your company more accessible to the working job-seeker, than a company that does not offer virtual job fairs. Now that both the job seeker and hiring manager have fully embraced these virtual events, there is no going back, and why should you. Virtual or remote hiring is simply a better way to hire.

Finally, I’d like to leave you with one thought. If you do plan on turning to in-person events, make sure to offer a ‘hybrid’ option. This allows any candidate or employer that cannot or chooses not to make it in person, an opportunity to still participate without the need for more space or travel expenses.

This is the evolution of hiring, and once you integrate it into your hiring strategy, you’ll never go back to in-person only job fairs and hiring events. If your company, school, or organization is looking for a virtual hiring event platform option, please contact us for a free demo and see how Premier Virtual is setting the standard in our industry.