Engagement and Marketing Tools for Virtual Hiring Events Webinar

About this webinar

The Engagement & Marketing Tools for Virtual Hiring Events webinar will be hosted by Premier Virtual CEO, Steve Edwards.

He will be joined by a group of panelists to discuss how to attract and engage the most qualified candidates for your virtual and hybrid hiring events.

Joining us will be Todd Goldstein and Abby Strauss of TopResume, a Talent Inc. company, the world’s premier resume-writing service, analyzing millions of resumes and LinkedIn profiles each year. TopResume has partnered with Premier Virtual the leading virtual event software platform to provide its clients and their event attendees with access to a complimentary resume review.

Learn more about this engagement tool and how event attendees will also have the opportunity to upgrade this complimentary resume review service and work directly with a professional writer and industry expert to redefine their personal brand and stand out from the crowd during the job-search process.

We will be updated our list of recruitment marketing firms that will provide you with actionable items to attract the right candidates for your open positions. These tactics continue to evolve, and if you’re not implementing the most effective ones you could be wasting a lot of time and money.

We hope to see you here on Tuesday, May 24th starting at 2pm.

Click here to register

Understanding the 4 Different Types of Virtual Hiring Events

With the advent of COVID-19 and the impact it’s had on the economy and job market, it’s easy to see why in-person job fairs have stepped aside and let virtual hiring events take center stage.  Virtual hiring events are online events that were designed and developed to connect employers and hiring managers with prospective employees.  Job candidates are allowed to learn about what jobs are available, network with company representatives, and submit resumes to the companies they’d like to work for.

Furthermore, as an employer, you have the opportunity to market your company and connect with a broad range of talent.  Because of the pandemic and the inconsistencies, it has created within our economy and the job market, recruiters and other hiring personnel have had to turn to technology to counteract its impact.  We offer 4 virtual hiring platforms for corporate CEOs, employers, human resources directors, and other hiring organizations which we’ve listed below. 

Virtual Career Days

To collect resumes, identify top candidates, and market their company brand to those prospective employees, some businesses and organizations will choose this platform for their recruitment efforts.  Those in attendance will be able to engage with hiring personnel, learn more about prospective employers, and speak with some of each company’s existing employees.

Virtual Career Fairs

Virtual career fairs usually target college graduates.  As such, they enable candidates to engage and network with several prospective employers at the same event.  In some cases, job candidates are required to create an online profile before the event.  An online virtual job fair will enable you to connect with hiring organizations and human resources directors.

Virtual Professional Development Events

Professional development is the #1 priority for the serious job candidate.  These events include masterclasses, seminars, and job training thereby helping employers attract the right candidates.  More specifically, they will target only those individuals who desire to learn new skills or want to sharpen the skills they’ve already acquired. Considering the hybrid nature of learning and working in the pandemic, virtual development events are the right opportunity.

Webinars

Where virtual hiring events are concerned, web seminars, or “webinars” as they are more commonly referred to, are less interactive.  However, they are a great way for human resource departments and hiring managers to reach a broader range of job seekers.  It’s also an ideal way for companies to market their brand and showcase the top aspects of their workplace environment.

To learn more about our hybrid and virtual event solutions, call Premier Virtual today at (561) 717-9717.

What Are Virtual Job Fairs and Why Are They Important?

If you’re an employee recruiter, you’re probably familiar with the term “online job fairs” or more specifically, “virtual job fairs.”  2021 was an extremely challenging year for these individuals where the job market was concerned, especially since the pandemic ruled out the traditional recruitment process indefinitely.  With the inconsistencies of the US economy, job recruiters were pushed over the technological tipping point and compelled to use digital technologies for recruiting purposes.

What Exactly is a Virtual Job Fair?

In the simplest of terms, virtual job fairs are similar to webinars (web seminars) wherein job seekers and job recruiters meet virtually (online) in chat rooms, teleconferences, or webcasts to exchange information about employment opportunities.  Furthermore, a virtual job fair is comprised of several virtual elements that replace in-person events.  These include virtual:

  • conference halls
  • employer booths
  • information desks
  • lobbies
  • meeting rooms
  • networking lounges

Once logged in, a participant can enter any one of the above areas, interact with a variety of employers and other attendees using different communication tools. It helps them explore the available employment options while companies can look at potential candidates online. This has been extremely useful, especially during the pandemic, where in-person meetings and interviews were not possible.

The Importance of Virtual Job Fairs

In addition to complying with safety and health guidelines, virtual job fairs offer 3 key advantages and benefits to recruiters that range from cost-effectiveness to increased accessibility.  These advantages and benefits include:

  • Cost-effectiveness and better time management – in-person recruitment fairs are very costly due to the need for accommodations, logistics, technical assistance, and more.  Additionally, organizing and setting up in-person recruitment fairs can be extremely time-consuming, depending on the size of the event.
  • Greater reach – due to their unlimited capacity, virtual job fairs can attract up to 10 times more traffic and can operate on a 24/7 basis to accommodate all time zones.  This global reach is a key selling point for job recruiters.
  • Improved analytics – analytics is reshaping the business environment and enables better decision-making.  The same is true with virtual job fairs.  Furthermore, hosting virtual job fairs provides recruiters with tons of data that can be utilized in recruitment marketing campaign strategies.

As a result, virtual job fairs have become extremely popular and are now included in many HR processes on a global scale.  Businesses and corporations that never imagined the need for virtual job fairs before are now reaping the benefits of them.  Are you interested in hosting a virtual job fair? Call Premier Virtual at (561) 717-9717 or send us a message by clicking here.

The 5 Key Benefits of Virtual Job Fairs

Virtual job fairs enable career candidates and employers to connect in real-time via audio, live chat, and video chat while saving money and time in the process.  Virtual job fairs are cost-effective, are the ideal platform to consider in these unprecedented times, and provide your company a competitive advantage. Not only does it benefit employees but helps the potential employees and students get the jobs that they are looking for.

If you’re still having trouble deciding between an in-person or virtual job fair event, consider the following 5 key benefits of holding your career fair online:

  • Analyze your virtual job fair with quantifiable results – by using the metrics that result from your virtual event, you’ll be able to analyze the success of it much easier.  You’ll be able to document the actual number of sign-ups, attendees, and candidates that were hired, and then use this information to generate reports for future reference.  This will also enable your team to leverage this information so they can improve your recruitment marketing and candidate acquisition strategies.
  • It’s easier to promote your event – since virtual job fairs are conducted online, it’s much easier to promote them through job posting boards as well as social media platforms such as Facebook, LinkedIn, and more.
  • Pre-screening talent will save you time – in addition to engaging more individuals, virtual job fairs enable you to hire the right candidates faster.  You can pre-screen prospective employees and if qualified, be scheduled for an interview immediately.  Furthermore, you can integrate your HR team’s calendar directly with a virtual job fair, thereby making it easier to automate interview scheduling.
  • Virtual job fairs are more cost-effective – another significant benefit of a virtual job fair is the cost savings and return on investment you’ll realize.  With traditional, in-person job fair events, you have to rent a venue and consider the costs of beverages, food, and logistics.  It’s no secret that the cost of airline tickets and hotel rooms for candidates and employers can add up quickly.
  • You’ll attract more candidates – one of the primary benefits of hosting an online job fair is the ability it provides to reach a larger, more diverse group of prospective career candidates.  Not only will you be able to communicate with a larger talent pool, but you can interview candidates in different cities, states, and countries.  Consequently, it creates more opportunities for attracting top-tier candidates.

No matter the size and type of business you own and operate, you can benefit from holding a virtual job fair.  To learn more, call Premier Virtual today at (561) 717-9717.

How to Create a Successful Recruitment Marketing Strategy

The primary reason so many virtual jobs fair events fail is the lack of student participation. There is low awareness and participation which fails to mobilize the targeted audience. Regardless if it’s an in-person or virtual event, developing a sound recruitment marketing strategy for promoting your job fair is crucial to increasing the number of participants and maximizing your return on investment (ROI) for the event.  If you want your virtual job fair to be a success, here are some helpful tips for developing a recruitment strategy that works:

  • Simplify the registration process by making it quick and easy to sign up – be sure to make it mobile-friendly so candidates and employers can register when they’re on the go and so it’s convenient for them to do so.
  • Make it as accessible as possible – 70% of online career fairs have poor visibility and are not easily accessible.  If you want your virtual job fair to be successful, don’t let your hosting platform, landing page, or registration system fall short.
  • Post links to the registration page on your website – if you want people to find your virtual event, make the registration process public and easy to find.  Provide information regarding the dates and times as well as deadlines and instructions for registering, preparation tips, and who you want to attract.
  • Engage your target audience through an e-mail marketing campaign – create a contact list of candidates and employers as well as separate messages for each group.  E-mail is also an ideal venue for delivering additional information about your virtual job fair so less searching is involved.
  • Advertise your event on social media platforms – this is another great way to inform people of your upcoming virtual job fair.  Be sure you post it well enough in advance so candidates and employers have sufficient preparation time.
  • Post physical signage as well – just because your event is virtual, it doesn’t mean you shouldn’t hand out flyers and post signs to raise awareness.  Heavy traffic areas such as campus cafeterias and libraries are ideal locations for catching the attention of hopeful career seekers.

Most importantly, work with Premier Virtual to host online hiring events and virtual career fairs.  We put everything at your fingertips to help you host a successful event.  When it comes to the best value for the investment, ease of use, reliability, and support, we are the top-rated virtual event software platform.  Our platform was developed by recruitment specialists for recruiters.  To learn more, call us at (561) 717-9717 today.

Ways To Build A Corporate Culture Using Virtual Event Platforms

People were beginning to work remotely even before the pandemic, but COVID-19 accelerated this trend. The latest research shows that employees who want a completely virtual or hybrid work environment tend to make for better employees. Global Workplace Analytics did some recent studies. According to its findings, 43% of workers who were forced to work at home during the pandemic want to continue with this.

Remote working is never going away as it benefits companies because it allows them to access more talent in a global workplace.

How To Turn Work from Home Challenges into Opportunities

Working from home is not without its issues though. There are challenges present both for employers and employees. Companies that want to give their employees the work-from-home option must make sure that employees have the right technology and uninterrupted space to work in.

Parents with small children may face many interruptions and overachievers may spread themselves too thin in terms of workload versus time available to do it in. Also, with video conferencing. Both employers and employees must learn new etiquette and skills in terms of interpersonal communication, soft skills, and emotional intelligence.

Supervision issues emerge in a remote workplace. Employers are forced to devise new and creative ways to reward good and productive employees. They also have to deal with HR issues much differently.

If companies want to do remote working successfully, they have to make sure that the managers are good listeners in a virtual work environment. They also have to ensure that their managerial practices are in sync with remote working and the remote office. Managers have to strengthen their relationships with remote workers to ensure that they create a bridge for better and stronger communication in the future.

Companies can seek help from a virtual events company for pointers and help, such as:

Make A Virtual Event Platform Work For You

Companies can build a great reputation and attract more employees if they build a great and reputable work environment and a working virtual venue platform. This type of infrastructure can make an already good physical workplace great.

Employers rely on great software programs such as virtual venue software programs. These give employers they need to create a successful virtual workplace and culture. This is important because it allows employees and employers to interact with each other as many times, as they want in any virtual environment.

Ways You Can Improve Your Remote Working Culture

Celebrate milestones

Remote employees work without social contact or opportunities for social interaction with others. That’s why celebrating certain accomplishments like work anniversaries, onboarding new employees, and landing a new client virtually is vital.

You can do this in the form of virtual parties that employees can participate in from their homes. You can mail goodies like cakes, candies, and cards to make the events more personalized, impactful, and meaningful.

Build virtual teams

The pandemic made team building a vital part of any organization’s work culture. This is especially true for organizations with virtual work environments. That’s why these organizations need to hold regular team-building meetings. Employees can participate in fun activities like yoga, online scavenger hunts, and bingo, to name a few.

These will make remote employees feel more valued. They will also enjoy working at your company. They can also be rewarded with paid time off or gift certificates to famous restaurants for their participation.

Have a buddy system

Create opportunities for people to interact with and befriend other remote or hybrid employees. You can also create a buddy system where employees check up on each other by phone call, text, email, and more.

Hold virtual happy hours 

The happy hour has always been the favorite after-work gathering for employees. It can have the same effect when taken virtually. But fun at the office after hours doesn’t have to end there. Employees can also enjoy themselves at lunch groups and other outings.

To learn more about Premier Virtual and the solutions we offer such as virtual career fairs, visit https://premiervirtual.com/ or call 561-717-9717.

 

 

Tips For Event Hosts On Engaging Your Virtual Audience

There’s no getting around the fact that you need to create an engaging environment, especially if you’re hosting a virtual hiring event or job fair. Job candidates will be more engaged with the right content to access, and your employers will have a more successful event. There are certain things you can do to create this type of environment.

Have Interactive Events

You need to interact with your guests if you want your event to be successful. It doesn’t matter which type of event it is. You can do this by:

  • Have live polls and feedback – you can allow attendees to give live feedback regarding the overall nature and success of your virtual events. Do this in the form of live polls and feedback sessions.
  • Attend the live Q&A sessions that your presenters host – the questions and answers to them will give you valuable feedback as to what you can be doing better in the future. The Q& A session should revolve around a pre-defined topic. Be sure to inform attendees ahead of time for better results.
  • Host interactive discussion panels – make your events more engaging by allowing attendees to interact with each other in virtual discussion panels. Make sure that they’re separate from the panels that your presenters hold. It may not be a bad idea to ask the attendees the topics they want to discuss and make them the focus of your discussion panels.

Be Sure To Recreate The Hallway Track

Hallways in real events make for some interesting conversations. Make sure that your virtual events have these as well. You’ll be sure to create an interesting virtual event that everyone will want to participate in if you do this. Hosts need to make sure to offer informal networking opportunities as well.

Informal networking: Make sure that employees have the chance to connect with each other informally during your events. It can lead to great opportunities and conversations. You can do this by scheduling various breaks throughout your event.

Live chat and social forums: Continual communication will ‘break the ice and make strangers feel like comrades. Make sure to build these opportunities into your events.

Share Engaging Content

You need to deliver high-quality and engaging content if you want your events to be of any use. Doing the following makes this possible:

  • Pre-event content offers – engage your audience and encourage them to listen to your information even before you host the event. This will guarantee that you will have a greater turnout and interaction during your actual event. You can do this through interactive and engaging marketing emails and social media posts.
  • Use downloadable resources – make sure that you have downloadable content. Seeing something in writing will make what you’re discussing even more powerful and impactful.
  • Have an always-on environment – have a perpetual event. You’ll find that it will engage more interaction and lead to greater attendee turnout in the future.

To learn more about Premier Virtual and the solutions we offer such as virtual career fairs, visit https://premiervirtual.com/ or call 561-717-9717.

How to Make the Right Impression on Recruiters At Virtual Career Fairs?

Do you want that dream job? You’re taking a step in the right direction if you’ve decided to look for that job at a career fair. That said, attending a career fair is only the first step, and a baby step at that, in your quest to find the perfect job for you! You’re in luck if you’ve been a stellar student. Employers look for people like you when they go to career fairs. Now, you’re practically guaranteed to find your dream job if you do these 10 things.

Make sure that your profile is up-to-date – You’re wasting your time if you have an older professional profile when you attend a career fair.

  • Make sure that the basic information is accurate and updated. These include your graduation date, school year, major, GPA, and work authorization. 
  • Be sure to pick only those job types, locations, and roles that you like and that suit you.
  • This gives recruiters a heads-up regarding the jobs and internships that will be the best for you.
  • Make sure that your courses, skills, and previous work experience are in your handshake profile.

Be aware of the types of employers who are attending – the virtual fairs details page will indicate this to you. Be sure to familiarize yourself with each employer by going to their handshake page. Remember that other student reviews are valuable sources of information regarding the true working conditions and nature of employers. Signing up for early sessions with these employers will guarantee you an interview spot.

Know all about the attending employers – go to the companies’ websites to learn as much as you possibly can about the employers. Don’t end your research there though. Research online to find out what other neutral sources have to say about the employers. Believe it or not, this is invaluable information that you can use to think of questions you want to ask and the subjects that you want to discuss in the interview sessions.

Have a few points for discussion ready – employers also want to know more about the students who they meet at career fairs. Prepare a brief ‘elevator pitch’ about yourself. This will include your background, education, career goals, be sure to spend plenty of time practicing before you start to talk to employers.

On the big day 

  • Dress for the position that you want – dress up. Wear business formal clothes. Remember that you only get one chance to impress the employers and that begins with what you wear. You may not be meeting them in person, but your appearances do make a powerful first impression regarding the type of employee that you’ll make once hired. You’ll even feel better about yourself and have more self-confidence if you dress up.
  • Make sure to attend your virtual career fair in a place that’s quiet and has a neutral background – Employers dislike distractions. Make sure to maximize your chances of being hired by minimizing distractions as much as possible.

Tips during your virtual session

  • Show up on time – time is money in the business world. Recruiters are very busy. They’ll appreciate it if you show up to your virtual session on time. It will show them that you respect them, their time, the employers that they work for.
  • Maintain eye contact and be an active listener – be sure to smile and nod at least occasionally. Maintaining eye contact is necessary. It shows the recruiter that you care about him or her and what he or she has to say. It also shows the recruiter that you respect him or her. Recruiters look for these characteristics in employees when they are hiring. Since distractions can take your attention away, be sure to keep them to a minimum when you are attending the virtual session.
  • Ask questions – have a list of prepared questions that you can ask the recruiter. Have several questions on the list. This will help guard against the employer answering any questions that may be on your list. Keep a pen and pieces of paper by you. It will help you jot down any new questions that may emerge during the session.

The next day

  • Apply to as many open jobs and internships as possible – doing so will help keep the momentum that you created between yourself and the employers (during the virtual career fair) going. Check profiles regularly for updates on jobs and internships.

To learn more about Premier Virtual and the solutions we offer such as virtual career fairs, visit https://premiervirtual.com/ or call 561-717-9717.

Tech Tuesday: Top-10 Recruiting Trends in 2022!

Hiring Trends for 2022

While some recruiters have faced hiring freezes and work has slowed significantly, many are busier than ever as the economy rebounds, and unemployment hits a new record low.  We have not seen unemployment records this low since 1969.  While the data might not be 100% accurate, it reports a jobless rate of 4.2% in November 2021.  At the same time, there are 11 million job openings and Americans quitting their jobs at near-record rates, so what gives in 2022?  Here are the top 10 recruitment trends you should consider as you put together your 2022 hiring strategy plan.

  1. It’s a Labor Driven Market – The bottom line is that candidates now hold all of the power. There are more available jobs than candidates, and that crunch becomes even more significant when you drill down further to high-skill jobs.  Candidates are no longer jumping to that first open position or offer, but they are willing to jump much faster if they get a better offer or more flexibility with remote work.

 

  1. Improve the Quality of the Candidate Pool – Over 52% of recruiters polled said that improving the quality of hires is their most important goal in 2022. Achieving this goal is a slight shift from simply increasing the number of applicants in the talent pipeline to increasing the quality of that talent.  Typically, the better the talent, the better the fit, which leads to higher retention rates.  The goal is a better hire, with a higher likelihood of staying and producing at the new job over the long term.

 

  1. Balancing Talent Acquisition Technology with Traditional Methods– Amidst changes in the HR space and the disruptions brought about by the COVID-19 Pandemic, technology has given birth to a new breed of recruiters. These technology-empowered headhunters are pro-active, savvy, and highly strategic in hunting down the right talent for the job.

Nowadays, recruiters use social media posts, web-based job boards, and online job portals to tout their company’s culture. However, some traditional recruiting methods continue to be effective today, such as referrals and job fairs. Yes, we’re now in an age where AI, augmented reality, and ATS machine learning rule. But finding the right balance between digital and traditional channels is key to accomplishing recruitment priorities such as improving quality of hire (52%) and time-to-hire (23%)  (HRD America, 2020, 2021).  Virtual hiring event platforms like www.PremierVirtual.com have dramatically improved candidate and recruiter experiences at virtual hiring events, resulting in better results in both of these metrics.

 

  1. Increased Outreach Through Social Media and Employee Referral Programs – Many companies have recognized that the opportunity to find the right candidate outside of the company is becoming more complex. Hiring for soft skills and training for hard skills means you can grow more people within your organization.  This strategy is being promoted in company social media networks and reinforced in their internal referral programs, making growth within the company take priority.

 

  1. Compete on Non-Traditional Benefits. There are too many jobs and not enough qualified candidates.  The competition for small business owners with giants like Facebook and Amazon only makes it more difficult.  Amazon alone was hiring a record-shattering 2,800 employees per day at the start of 2020, and that has only continued in 2021.  These large corporations immediately take top candidates, leaving smaller companies to pick from an even smaller pool.  You can’t compete on name and prestige, so you have to compete on flexibility and the ability to engage with employees on a more personal, one on one level.  Being smaller might mean employees have more responsibility and decision-making.  Make it clear from day 1, that performance is valued and there is a clear path to grow.  Foster opportunities for employees to provide ideas and give feedback.  Offer remote work and hire remotely whenever possible.  Today’s job seeker is looking for more than money.  They want to have a purpose at their job and understand their worth.  Smaller companies that focus on this will be able to provide that culture that will attract more candidates.

 

  1. Remote Recruiting will Continue to Grow – We see virtual hiring events platforms, like award-winning Premier Virtual, continue to be a vital asset in every company. This technology is not just for the large it becomes a way for smaller companies to compete for top-rated talent.  The trend to remote hiring, video interview, and virtual job fairs continues to grow.  61% of recruiters believe it will be the default interview and pre-screening mode moving forward.

 

While some platforms position themselves as ‘Virtual Hiring Event’ platforms, very few deliver on the key features recruiters are looking for.  Premier Virtual continues to stand out by providing hi-tech that is easy to use.  They continue to win awards at G2 and Capterra for their ease of use.  The platform accomplishes this in many ways, including its setup wizard, one-on-one chat and video interview technology, and easy-to-download post-event reports.  We also see companies using the Premier Virtual platform to host ‘Virtual Career Days’ and ‘Open Houses’ to meet and greet potential new hires without the pressure of scheduling interviews or hiring on the spot. It’s a great way to get your company in front of employed candidates who keep their options open and want to see what you have to offer without committing to an interview upfront.

 

  1. Attract, Hire and Retain! – Write these 3 pillars down (yes again!) and make a checklist under each one.  There should be a strategy in place so that each pillar of recruiting is sufficiently supported.  As we already mentioned, the workforce has always wanted a quality of life balance. Still, it has never been a better time than now to deliver! Your competitive advantage to attract more candidates can easily be to offer remote work where your competitor does not and offer health benefits that include mental health.  Times are complex, and the Pandemic has raised stress levels to new heights.  These two benefits in combination can be the difference between hiring or not.  Yes, wages and health benefits are always an essential part of hiring, but remote work and mental health continue to be the top reasons candidates state their decision to accept an offer or not.  The 48 hours after a hire is made are probably the most crucial.  Don’t let your new hire sit for hours in an empty cubicle.  Have a full-blown onboarding plan, throw a new hire party, give them the royal treatment and let everyone know about it after all isn’t this what you worked so hard for and invested so much in?

 

  1. AI is your Friend! There is no stopping tech, and the more you can embrace it and leverage it, the better you will be.  Ultimately nothing replaces a hiring manager’s understanding of the job at hand and their ability to spot talent beyond the resume but getting that right candidate in front of you is increasingly becoming the role of your tech tools.

 

AI is best for job candidate matching, candidate screening, and recommendation for job descriptions.  Now Smart ATS is increasingly being used to get suitable candidates in front of the recruiters.  The caveat is that these systems can also kick out plenty of qualified candidates, which is why hosting virtual job fairs is so essential.  Adding virtual to the AI means your company will continue to offer access to candidates that might not have reached your desk if you only used an ATS system.

 

  1. The Rise of Recruitment Marketing. With top graduates quickly getting gobbled up by the largest corporations, keeping your brand’ top of mind’ with passive job seekers is critical.  These employed job seekers casually look around, waiting for the right opportunity to come their way.  Using platforms like Premier Virtual to host and ‘Open House’ or ‘Career Day’ is a great way to offer this audience an opportunity to get to know you on a casual basis.  Customize your lobby with a booth for your Sales Department, Marketing Department, IT Department, etc., and give visitors an opportunity to get to know the culture and who they might be working with.  Provide them an opportunity to sign up for a ‘Company Culture’ newsletter that keeps you in touch with them, highlighting all of the great things your company offers and is accomplishing throughout the year.  You can build your relationship with this potential candidate until they decide it’s time to take the next step, and you’ll be their first option.  Make sure to share these experiences on social media, newsletters, and your website.  Share your culture as much as you can, and you will build genuine interest in your workplace.

 

  1. Retention, Retention, Retention. In the past, if an employee left, there might be another 100 ready to apply, but that is no longer the case.  While you should always do everything in your power to retain and cultivate the talent you have, you can no longer get away by ‘winging’ it.  If you don’t have fundamental procedures to engage and empower your people, it will likely result in higher turnover, and those losses take much longer to fill.  Your best bet is a phenomenal employee retention program, invest in your people, and the benefits will include lower turnover, higher referrals, and increased productivity – but you already knew that!!!

If you have other trends to share or are interested in integrating a virtual hiring event platform into your recruiting strategy, please contact us for a free demo.

Tech Tuesday: Top-10 Recruiting Trends in 2022!

While some recruiters have faced hiring freezes and work has slowed significantly, many are busier than ever as the economy rebounds, and unemployment hits a new record low.  We have not seen unemployment records this low since 1969.  While the data might not be 100% accurate, it reports a jobless rate of 4.2% in November 2021.  At the same time, there are 11 million job openings and Americans quitting their jobs at near-record rates, so what gives in 2022?  Here are the top 10 recruitment trends you should consider as you put together your 2022 hiring strategy plan.

  1. It’s a Labor Driven Market – The bottom line is that candidates now hold all of the power. There are more available jobs than candidates, and that crunch becomes even more significant when you drill down further to high-skill jobs.  Candidates are no longer jumping to that first open position or offer, but they are willing to jump much faster if they get a better offer or more flexibility with remote work.
  2. Improve the Quality of the Candidate Pool – Over 52% of recruiters polled said that improving the quality of hires is their most important goal in 2022. Achieving this goal is a slight shift from simply increasing the number of applicants in the talent pipeline to increasing the quality of that talent.  Typically, the better the talent, the better the fit, which leads to higher retention rates.  The goal is a better hire, with a higher likelihood of staying and producing at the new job over the long term.
  3. Balancing Talent Acquisition Technology with Traditional Methods– Amidst changes in the HR space and the disruptions brought about by the COVID-19 Pandemic, technology has given birth to a new breed of recruiters. These technology-empowered headhunters are pro-active, savvy, and highly strategic in hunting down the right talent for the job.

Nowadays, recruiters use social media posts, web-based job boards, and online job portals to tout their company’s culture. However, some traditional recruiting methods continue to be effective today, such as referrals and job fairs. Yes, we’re now in an age where AI, augmented reality, and ATS machine learning rule. But finding the right balance between digital and traditional channels is key to accomplishing recruitment priorities such as improving quality of hire (52%) and time-to-hire (23%)  (HRD America, 2020, 2021).  Virtual hiring event platforms like www.PremierVirtual.com have dramatically improved candidate and recruiter experiences at virtual hiring events, resulting in better results in both of these metrics.

  1. Increased Outreach Through Social Media and Employee Referral Programs – Many companies have recognized that the opportunity to find the right candidate outside of the company is becoming more complex. Hiring for soft skills and training for hard skills means you can grow more people within your organization.  This strategy is being promoted in company social media networks and reinforced in their internal referral programs, making growth within the company take priority.
  2. Compete on Non-Traditional Benefits. There are too many jobs and not enough qualified candidates.  The competition for small business owners with giants like Facebook and Amazon only makes it more difficult.  Amazon alone was hiring a record-shattering 2,800 employees per day at the start of 2020, and that has only continued in 2021.  These large corporations immediately take top candidates, leaving smaller companies to pick from an even smaller pool.  You can’t compete on name and prestige, so you have to compete on flexibility and the ability to engage with employees on a more personal, one on one level.  Being smaller might mean employees have more responsibility and decision-making.  Make it clear from day 1, that performance is valued and there is a clear path to grow.  Foster opportunities for employees to provide ideas and give feedback.  Offer remote work and hire remotely whenever possible.  Today’s job seeker is looking for more than money.  They want to have a purpose at their job and understand their worth.  Smaller companies that focus on this will be able to provide that culture that will attract more candidates.
  3. Remote Recruiting will Continue to Grow – We see virtual hiring events platforms, like award-winning Premier Virtual, continue to be a vital asset in every company. This technology is not just for the large it becomes a way for smaller companies to compete for top-rated talent.  The trend to remote hiring, video interview, and virtual job fairs continues to grow.  61% of recruiters believe it will be the default interview and pre-screening mode moving forward.

While some platforms position themselves as ‘Virtual Hiring Event’ platforms, very few deliver on the key features recruiters are looking for.  Premier Virtual continues to stand out by providing hi-tech that is easy to use.  They continue to win awards at G2 and Capterra for their ease of use.  The platform accomplishes this in many ways, including its setup wizard, one-on-one chat and video interview technology, and easy-to-download post-event reports.  We also see companies using the Premier Virtual platform to host ‘Virtual Career Days’ and ‘Open Houses’ to meet and greet potential new hires without the pressure of scheduling interviews or hiring on the spot. It’s a great way to get your company in front of employed candidates who keep their options open and want to see what you have to offer without committing to an interview upfront.

  1. Attract, Hire and Retain! – Write these 3 pillars down (yes again!) and make a checklist under each one.  There should be a strategy in place so that each pillar of recruiting is sufficiently supported.  As we already mentioned, the workforce has always wanted a quality of life balance. Still, it has never been a better time than now to deliver! Your competitive advantage to attract more candidates can easily be to offer remote work where your competitor does not and offer health benefits that include mental health.  Times are complex, and the Pandemic has raised stress levels to new heights.  These two benefits in combination can be the difference between hiring or not.  Yes, wages and health benefits are always an essential part of hiring, but remote work and mental health continue to be the top reasons candidates state their decision to accept an offer or not.  The 48 hours after a hire is made are probably the most crucial.  Don’t let your new hire sit for hours in an empty cubicle.  Have a full-blown onboarding plan, throw a new hire party, give them the royal treatment and let everyone know about it after all isn’t this what you worked so hard for and invested so much in?
  2. AI is your Friend! There is no stopping tech, and the more you can embrace it and leverage it, the better you will be.  Ultimately nothing replaces a hiring manager’s understanding of the job at hand and their ability to spot talent beyond the resume but getting that right candidate in front of you is increasingly becoming the role of your tech tools.

AI is best for job candidate matching, candidate screening, and recommendation for job descriptions.  Now Smart ATS is increasingly being used to get suitable candidates in front of the recruiters.  The caveat is that these systems can also kick out plenty of qualified candidates, which is why hosting virtual job fairs is so essential.  Adding virtual to the AI means your company will continue to offer access to candidates that might not have reached your desk if you only used an ATS system.

  1. The Rise of Recruitment Marketing. With top graduates quickly getting gobbled up by the largest corporations, keeping your brand’ top of mind’ with passive job seekers is critical.  These employed job seekers casually look around, waiting for the right opportunity to come their way.  Using platforms like Premier Virtual to host and ‘Open House’ or ‘Career Day’ is a great way to offer this audience an opportunity to get to know you on a casual basis.  Customize your lobby with a booth for your Sales Department, Marketing Department, IT Department, etc., and give visitors an opportunity to get to know the culture and who they might be working with.  Provide them an opportunity to sign up for a ‘Company Culture’ newsletter that keeps you in touch with them, highlighting all of the great things your company offers and is accomplishing throughout the year.  You can build your relationship with this potential candidate until they decide it’s time to take the next step, and you’ll be their first option.  Make sure to share these experiences on social media, newsletters, and your website.  Share your culture as much as you can, and you will build genuine interest in your workplace.
  2. Retention, Retention, Retention. In the past, if an employee left, there might be another 100 ready to apply, but that is no longer the case.  While you should always do everything in your power to retain and cultivate the talent you have, you can no longer get away by ‘winging’ it.  If you don’t have fundamental procedures to engage and empower your people, it will likely result in higher turnover, and those losses take much longer to fill.  Your best bet is a phenomenal employee retention program, invest in your people, and the benefits will include lower turnover, higher referrals, and increased productivity – but you already knew that!!!

If you have other trends to share or are interested in integrating a virtual hiring event platform into your recruiting strategy, please contact us for a free demo.