How schools are leveraging virtual host career fairs for staff and students
In fact, there has been more than one major shift in hiring in the past few years.
- The shift from in-person to virtual hiring
First, the shift from in-person to virtual that was accelerated by the pandemic is here to stay. It was already happening before the pandemic, but at that time, it was more of a ‘nice to have’ option, that quickly became a ‘must-have’ option due to social distancing.
What we found out is that virtual hiring is more efficient, more effective and with the right platform, extremely easy to execute. With Premier Virtual, the leading virtual hiring event platform, you can create your account, set up your event, and launch it all in a matter of minutes. Ideally, you want time to promote a virtual hiring event, but using the platform is not dependent only on hiring events.
An all-in-one virtual hiring platform like Premier Virtual is always on, and always open for your potential job candidates. You can leverage the platform 24/7 by creating virtual job boards, and virtual hiring rooms that never close. This gives your team, and your applicants the flexibility to research your company, apply and meet your recruiters.
With the built-in two-way scheduler, candidates can schedule time on a recruiter’s calendar, and recruiters can also request an interview with candidates they feel are a good match. Because the platform allows recruiters to search resumes, they can quickly find the talent they’re looking for. Recruiters can also view the video interviews that candidates can record as part of their profile to get a much better feel for the person, that you can’t get from reading a resume.
Virtual hiring has also led to virtual work which has exploded since the pandemic. Even with many companies insisting workers return to the office, the need and demand for virtual work remains. We project that employers who embrace this, and lead with this, will be much better positions to find and retain the top talent that prefer this style of work, and flexibility it offers.
We see national hiring events, that post positions with the description, ‘Anywhere, USA’ openings, or they group openings by time zones instead of specific office locations. Again, the companies that are embracing this approach and making remote part of their culture, are winning the talent wars.
- This shift to proactive hiring
Hiring remains one of the most difficult things companies have to do in order to remain competitive. The passive job market, although much larger than the active job market is often overlooked. Most companies are marketing themselves only to active job seekers, but every worker is a potential employee, if they know about your company and what you have to offer.
Strategies to consider that will keep your company in the hearts and minds of potential future employees include everything from being active in your community by supporting events and non-profits to creating a newsletter, blog or insightful podcasts.
If you are a tech company, and host mixers or meet-ups that are open to the public, you can attract passive job seekers that find value in your network. You may even create an in-formal networking group that helps its members connect and find meaningful work, even if it’s not at your company. The value you offer will give your company a competitive edge when it does have a position that meets that candidate’s skills.
Here again, virtual is a powerful tool since you can host virtual events and meet potential candidates. Creating a pipeline of talent is crucial to stay ahead of the labor crunch. A recent report shows hiring has slowed to 41 days on average, a number that was only 9 days in 2009. The cost to hire is also averaging at around $4,425, according to SHRM and If you want to be able to hire the best talent in the least amount of time, a professional pipeline is crucial.
We see that companies using virtual hiring events reducing time to hire to that 9–10-day period, which also comes with a dramatically reduced cost to hire, a win-win!
Have you made the shift?
Is your company still hiring in-person, only looking to fill jobs at the office, and not building a qualified pipeline of potential candidates?
If so, we can help you transition and leverage the tools available to make your company relevant in the job force and a place that is sought out, instead of the other way around. Schedule a free demo today to see how the Premier Virtual, all-in-one recruitment platform can position your company for hiring success.
The Great Resignation – Will Employees be Returning to the Office?
One of the key questions being asked in the business world today is “Will employees be returning to the office?” According to a recent Gallup poll, the majority of office workers across the US want to return to their jobs . . . some of the time anyway. The primary reasons for a partial return include collaborating and socializing with their co-workers as well as making important decisions alongside them. However, this is only a part of the scenario as there is another side to this that many are neglecting to talk about.
Interestingly enough, some employees preferred the remote working life over returning to the office. Many were upset because of how much they had enjoyed it and couldn’t figure out why, after nearly 2 years of working at home, they would have to return to the workplace. Furthermore, individuals who were anxious about returning to their offices didn’t find the same situation that they left behind when they were forced to start working remotely.
Why Isn’t the Return to Office Life Working Out?
There are several reasons that the return back to the office place isn’t working. For one, bosses and employees have different regarding how their offices should be used. After two years of living with the pandemic and working remotely from home, individuals have developed their expectations as to how their time should be spent. Unfortunately, as increasing numbers of individuals are returning to the workplace, their ability to focus, level of satisfaction on the job, and stress levels have deteriorated.
The Other Side of the Equation
With the onset of the pandemic, many office employees started working remotely from home. In a sense, it was the beginning of a new era in the jobs sector. Unfortunately, many of those remote workers opted not to return to their former employers and have sought employment elsewhere, thereby leaving holes to fill at their former workplace. As an employer in these circumstances, you have to be concerned about replenishing your workforce and bringing your daily operations back up to speed.
What’s Behind ‘Quiet Quitting’
Returning to the office is one thing, but returning to the former level of effort and the ‘above and beyond’ mentality is something all together different.
This new work ethic is based upon a priority to life-balance and that work is not the end all, be all that it was once was seen as. It’s not something that a person declares or can be labeled as, but what everyone can agree on is that the term doesn’t mean that an employee has quit, but rather that they are setting boundaries at work and refusing to go above and beyond in completing their duties.
That seems healthy, and productive, but it’s not the same as the person who was just doing the bare minimum to keep the job. As we see in this article from CBS news:
“People see ‘quiet’ and ‘quitting’ and they think it’s about quitting, but really what quiet quitting means is someone who has decided, ‘I want to prioritize my well-being overall and things outside of work’,” Elise Freedman, senior client partner at consulting firm Korn Ferry, told CBS MoneyWatch.
But, she added, “This is different from someone who is disengaged.” Instead, it’s about doing what is required of them, without volunteering for an ambitious project, agreeing to work at nights and weekends, or otherwise going the extra mile in ways that Americans are traditionally encouraged to as a way to demonstrate their worth to an employer.
If you travel the world, it seems to me that America is simply growing up. The rat race had it’s time and place and now side hustles and self preservation have replaced it. If you’re going to ‘go all out’ it’s going to be for yourself and on your terms, otherwise I’ll do the best I can. Who knows, if we keep down this path, the afternoon siesta might be the next culture piece we adopt in America.
Premier Virtual has the answer – our online hiring platform or virtual recruitment platform. These virtual event platforms and accompanying virtual job fair software were designed to look and feel as though you were attending a real live in-person career fair without all of the costs and hassles that would normally be involved. To learn more about our products, call us today at (561) 717-9717.
Job Boards do not Deliver the Same Results
Ask any hiring manager or recruiter and they’ll all say, you no longer get the same results when you post an ad on Indeed or Zip Recruiter. There are many factors including the great resignation and the shift in the workforce, but it goes beyond that. Many job seekers and employers will use those platforms, but they don’t expect much in return. It seems like a ‘necessary evil’ for both parties, but success stories are few and far between. It’s hard to pinpoint the lack of success from job boards, but we see an overall lack of engagement and follow-through. Either the ATS systems are kicking too many qualified candidates out, or job seekers are not taking the time to customize a resume and cover letter for each application they send in. Whatever the reason, it’s clear the entire hiring landscape has undergone a fundamental shift, away from job boards and towards virtual hiring events, and virtual hiring rooms. These virtual job fairs allow job seekers to meet directly with hiring managers and recruiters, and get real time feedback resulting in faster hires.
Ability to Host Hybrid Events (in-person and online)
As the fundamental shift to virtual hiring events continues to accelerate, we also see the frequency of hybrid events increasing as well. Why wouldn’t you want to be able to host an in-person hiring event, and collect all the data electronically at the same time. That’s what a hybrid event lets you do. Your attendees scan a QR code, and then upload their resume for easy access and follow-up. No more handing out cards and collecting resumes that you have to bring back to your office and scan, instead everything is handled electronically. This means you can print reports at the office with all the stats of the event, how many attended, interviewed, applied and more. Turning in-person events into a wealth of data is now as easy as adding a virtual hiring platform to your event.
24/7 Virtual Hiring Room
The best platforms now offer virtual hiring rooms for 24/7 hiring access. Why wait for a virtual hiring event when you can meet with qualified candidates any time of the day. No need to meet in person, wasting time traveling and incurring additional expenses. Virtual platforms have built in interview schedulers, that allow recruiters to hop into the virtual hiring room whenever it’s most convenient for the job seeker, increasing efficiency and effectiveness.
The most sophisticated of virtual hiring platforms can be used as your complete recruitment tool. They now can host events, interview days, workshops, open houses, training, and more. Gone are the days of using them just for hosting hiring events. Add to it the integration with ATS systems, using an Open API, and all the data is easily transferred and stored in your tracking programs for easy access and follow up.
Analytics and Reporting
When you add a virtual platform you can access a great deal of data that was not previously available. The Premier Virtual platform collects over 58 different data points, resulting in detailed reports containing hyper-detailed information of the entire event, from the day it’s set up, through the follow-up period after the event. (see chart). The reports and easy to access dashboard and integration with ATS is what most users of virtual hiring platforms state as the most powerful feature. It allows successful hiring managers to see everything at a glance, and the ability to drill down to find information that can help with marketing future events, that is so crucial to find the best possible candidate for your company.
For more information, or to schedule a demo visit www.PremierVirtual.com today.
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.
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.
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.
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.
Over the last year and a half, the virtual job fair has seen amazing growth as people worldwide embrace the concept of increased online communication. Premier Virtual is the number one virtual career fair platform in the workforce development industry and has powered thousands of in-person career fair events over the past 18 months. They give some insight into the two different types of career or job fairs.
An in-person event is typically an event where all the attendees are physically in the same location. A virtual career fair takes place entirely online; everyone attends from where they are. Both have their advantages and some drawbacks.
In-person, face-to-face, human connection is still the most effective way to communicate with others and has long been considered the norm. The tone of voice, eye movements, body movements, nonverbal ways of sending messages all are part of communication and are often lost over a video and internet connection. In-person communication has long been considered more honest; it enhances credibility and trust, builds solid relationships, and is motivating to foster collaboration with others.
In-person job fairs have their drawbacks, Steven Edwards CEO of Premier Virtual points out that often there are misconceptions at in-person events, a long line at a booth can make people think it is a great place to work, and they can spend much of the time waiting to talk to someone, only to find out there are no jobs or not jobs they qualify for or would be interested in. Additionally, in-person events are expensive to host and can be hard to pull off efficiently, even before COVID-19.
Virtual job fairs were around pre-pandemic; however, they gained traction starting in mid-2020. As people stayed home and companies still needed employees, the virtual job fair became the go-to format to connect with prospective hires and require far less time and money on the part of the host. Virtual career fairs are far more versatile, easier to plan, and operate on a more efficient level than in-person events, not to mention they save a ton of cash for companies.
Virtual career fairs allow more qualified candidates from a wider candidate pool to connect with potential employers and allow for more accessible data collection and reports for companies. Virtual events are not impacted by weather, traffic, or building issues, giving candidates far more flexibility on when and how they can attend. The virtual platform allows for the screening of candidates and recruiting highly qualified candidates for specific positions.
Virtual job fairs can be overwhelming, with so many booths to choose from, and they lack that in-person connection and pose the risk of attendees being distracted. Despite these concerns, virtual job fairs are only growing in popularity and might be the new standard procedure of many companies. A hybrid career fair melds the best of both worlds and is possibly the best way around reaching the maximum number of qualified candidates.
The innovative and proprietary platform developed by Premier Virtual has powered 2,500 virtual job fairs to date, connecting 25,000 employers to over 250,000 job seekers. Helping companies and job seekers across the country, they act as a parachute to help stop the freefall of the business world and keep qualified candidates working, even in the toughest of times.
A veteran-owned company, Premier Virtual is dedicated to changing people’s lives through its groundbreaking virtual career fair platform. Learn more on their website.
1) Choose The Platform – First and foremost, you have to choose a platform to host your virtual career fair. Deciding which platform to use can often be the most challenging part of the process since there are many options and varying levels of features and sophistication. To determine which option is best for you, make sure to consider the following criteria:
- What is the size and scope of your event? Suppose you are a single employer looking to fill a dozen or fewer open positions in one geographic location. In that case, you may be perfectly fine with just a video conferencing program like Zoom or Teams. If, however, you are a host of an event with multiple employers and each has a significant amount of job openings or a large corporation with many openings and locations, video-conferencing alone will not be enough. You will need a dedicated virtual career fair platform with expanded features such as uploading resumes, one-on-one chat, a customizable lobby and booths, and access to reports with all of the critical data collected during such an event.
- What is your budget? If you require a virtual career fair platform, the next consideration is your budget. Many platforms charge an upfront fee and then charge additional fees based on the number of participants and or the number of resumes downloaded, booths, etc. These costs can become prohibitive if your event draws a large attendance. Make sure to go with a platform that offers a flat-rate price that never increases, which is something that Premier Virtual always guarantees!
- Is ‘ease of use’, something that concerns you? Is ‘ease of use’ something that concerns you? If so, we highly suggest that you demo each platform you are considering and put yourself fin the shoes of your employers and your attendees. Once again, Premier Virtual prides itself on its ease of use and its top-rated customer service. Ask if the platform you are considering provides a dedicated account manager and live training so that everyone that participates fully understands how to use the platform and ensures a successful event. You can click here for a checklist of features you should be looking for in a virtual career fair platform demo.
2) Lead Time – Once you’ve selected your platform, give yourself enough time to have everyone adequately trained and to promote the event. Preparing everyone, the hosts, administrators, employers, and attendees is the best way to set yourself up for a successful event. Waiting until the last minute to register and navigate through the platform often results in a poor user experience or a lower return. Equally important for a successful event is to have a strong turnout. Successful events require all of the typical marketing efforts through social media, as well as paid ads. I highly recommend that you offer each employer a flyer to post and promote the event. It’s also crucial to send out an official press release at least seven days before the event. We suggest the marketing manager personally invite the local press to attend as an employer if they have relevant openings. I recommend you not charge the local media for their booths in exchange for some ‘goodwill’ that can help your efforts to have your event mentioned in the news.
Another best practice is opening your event with a training webinar for attendees. Announce the webinar in your marketing materials and all of your registration pages. In addition to the training videos, let attendees know there will be a live ‘walk-through’ of the platform on the day of the event. Premier Virtual offers this service if requested by our host/client and something we highly recommend.
3) Added Value – Add value to your event by including resume writing webinars or a tech talk with a keynote speaker. These additional features add value to the attendees and create other points of interest to promote and help draw even more participants to your event. Along those lines, if your event has a well-known speaker or is offering a free resume writing class or an employment coach session, the press will also have more incentive to feature your event in an article or live on the news.
4) Event Team – Designate a point person for each facet of the event. Creating a point team may seem obvious, but some large organizations with many different layers can struggle with it, or smaller organizations expect one person to do everything. A successful event requires the following point persons:
- Administrator –This person has full access to the platform and is typically the point person between Premier Virtual and the organization. The admin will assign all other users their roles and access to features and information in the platform.
- Event Manager – This person is responsible for learning the platform to the best of their ability and be an internal point of contact to help others register and answer basic questions. Other duties include organizing training webinars and working directly with the Premier Virtual account manager to address any issues before the day of the event. We also highly encourage the event manager to review employers’ booths to make sure they are doing everything possible to prepare. The booths should be customized; all social media links should be active and provide videos wherever possible. After the event, the administrator or the admin should access reports and provide the information and follow-up support to whoever needs it.
- Publicity/Promotion/Marketing – This person will lead the marketing activity to ensure that the event is being marketing properly and the point person for any press/media or others looking for more information.
5) Thorough Follow-up – A successful event does not mean that you hire everyone on the spot. It does mean that you have received enough qualified candidates and had enough engaging one-on-one conversations that you want to follow up. A good platform will provide recruiters with thorough reporting that includes everyone who attended, booths they visited, resumes they submitted, and chats or video conferences that took place. A comprehensive report will have all of the information you and your employers need to appropriately follow up with qualified candidates eager to make a decision. Timely follow-up is key to making the right hire, and if you feel strong enough about a candidate during the event, you may want to make that initial offer so you don’t lose them!
If you are considering hosting a virtual career fair and have more questions, please feel free to contact us to schedule a free demo. Our platform has hosted over 2,000 virtual career fairs, connecting more than 20,000 employers to over 200,000 registered job seekers. We have the experience and the technology to help you host a successful event.