Leveraging Premier Virtual Beyond Hosting Job Fairs

Using the Premier Virtual platform to host hiring events is a no brainer.  After all, it’s a powerful platform that allows you to maximize your virtual hiring by attracting and engaging with the most qualified prospects.

In addition, the virtual environment attracts both the active job seeker, as well as the more lucrative, passive job seeker, that employers are trying to get in front of.  Because of its non-threatening, low-pressure environment, job seekers are more comfortable attending virtual job fairs to learn more about an employer and open positions.

When there is a good fit, job seekers can initiate a chat with the recruiter, and the recruiter can seamlessly transition into a video interview if they find the candidate has the skills they are looking for.  The entire process can take just a matter of minutes, respecting everyone’s time and if an offer is made, greatly reducing time and cost to hire.

All that said, virtual platforms like Premier Virtual can help you do much more than host virtual job fairs.  In fact, when leveraged properly it can become your all-in-one recruitment tool. 

Here are some of the many ways Premier Virtual can improve your hiring strategy beyond hosting a virtual job fair.

  1. Host a Hybrid Event – the savviest of employers have truly begun to embrace this critical hiring strategy.   Yes, we are in a post-pandemic world, but the behaviors that the pandemic helped accelerate are here to stay.  Hybrid or remote work will continue to grow, and the ability to attend an event virtually will remain an attractive option to many job seekers.  Beyond that, using Premier Virtual at an in-person job fairs is a great way to create a digital registration process, and keep track of all the activity digitally.  No more printed resumes, or notes on paper to follow up with.  Everything now can be captured digitally, downloaded in a comprehensive report that integrates with your current ATS system so that nothing (or no one) falls through the cracks.
  2. Schedule interviews in Advance – the Premier Virtual platform has and advanced interview scheduling tool, so that attendees do not have to wait in a long queue to speak with a recruiter. If the applicant sees a job they like, they can access the recruiters schedule and simply request an interview at an available time slot.  This tool can also be used by the recruiter to schedule an interview with a job seeker they believe is a good fit, based on the resume, certifications or video resume uploaded by the job applicant.
  3. Virtual Job Board – we continue to see workforce boards and other employment agencies leverage the platform to post a virtual job board.  This becomes a place where all the employers participating in the job fair can easily post their open positions, so that job seekers can see every opportunity at a glance.  These boards can be accessed before and after the event, to continue to drive qualified candidates to the employer that best matches their job search.
  4. Resume Review Service – the Premier Virtual platform also offers a complimentary resume review service.  Hosting a ‘virtual ready’ event prior to the hiring event offers a great deal of value to job seekers that might be a bit apprehensive if they are not familiar with the technology.  This event is a great opportunity to offer the complimentary resume review service that all attendees can take advantage of.  The initial review is complimentary and can significantly improve the chances of the attendee receiving an offer.  This is also a great way to pre-screen candidates and even schedule interviews with qualified candidates.
  5. Workshops and Onboarding– as with resume reviews, leveraging the platform to host workshops and even onboarding provide a great deal of value to the attendees and those who go on to become employees.  Workshops can be hosted by different employers or by different departments within one organization.  They can range from helping attendees prepare to the event, to a simple ‘meet and greet’ with a company recruiter sharing details about the corporate culture and what an employee can expect when they work there.  Transition the platform to the onboarding process is seamless since the employee is already familiar with the platform, and recruiters can meet one on one or create a group onboarding event.

As you can see, these are just some of the ways you can leverage Premier Virtual to do more than host virtual hiring events.  There are many other uses and use cases, that you can download here. 

Make 2023 the year you start using the Premier Virtual platform for everything it was intended for and watch your hiring results dramatically improve.

Masshire Healthcare Use Case

Masshire Healthcare Industry Virtual Job Fair One of the most difficult industries to fill openings for is the healthcare industry. Many providers are struggling to find experienced workers, as most of the industry is unable to keep up with demand and labor force shortages. That’s why Masshire turned to Premier Virtual to host a healthcare industry specific event, a growing trend among workforce boards to host industry specific events. 18 healthcare employers in the Boston area listed over 1,600 job openings that have proven very difficult to fill. They decided to participate in Masshires’ virtual healthcare industry specific hiring event that yielded very positive returns. INDUSTRY SPECIFIC A GROWING TREND IN WORKFORCE SOLUTIONS Workforce boards host hiring events that include all kinds of employers. These events attract potential job candidates that are looking for employment or new career opportunities. Certain sectors of the labor force remain much more difficult to find and hire talent, such as healthcare. That’s why Masshire hosted a healthcare industry specific event, attracting experienced healthcare professionals. Below is a picture of the lobby with some of the participating employers.
INCREASE ATTENTION BY FOCUSING ON ONE INDUSTRY Delivering resumes for some of the most difficult jobs to fill Healthcare employers recognize the challenge of attracting and hiring talent in this industry, which is why a virtual job fair dedicated to healthcare was so appealing. The feedback from employers was extremely positive and Masshire is scheduling more healthcare specific hiring events for 2023. Below is a picture of the lobby for Boston Children’s Hospital.
To learn more about hosting industry specific events, please fill out the form to request a free demo.

Hiring has Undergone a Fundamental Shift

In fact, there has been more than one major shift in hiring in the past few years.

  1. 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.

Recruitment Suite – An All-in-One Solution to Your Hiring Needs

Do you remember the first time you got interviewed for a job? You probably acted and looked as professional as you could at that time but the stress of the interview was overwhelming and written all over your face, wasn’t it? Job recruiters see thousands of people just like you every year.  They’ll schedule numerous interviews and invest a lot of their time in the process but they still have a difficult time accommodating everyone interested in that one job. 

This equates to a huge waste of energy, resources, and time, all of which could’ve been avoided with the use of virtual hiring software and video interviewing platforms.  As it stands, virtual reality has revolutionized the job hiring process as well as our behavior and the way we live.  Today, increasing numbers of companies are using the best virtual event software and virtual event platforms to be more efficient and shorten the amount of time required to complete the interviewing and hiring process.

When you do a virtual event online, you can help target a higher audience. Premier Virtual provides the best virtual hiring platform and software that will enable companies and employers to recruit the best candidates in the following ways:

  • Our virtual career fair platform helps job candidates to see the role they’ll be playing in your company – from that point, the individual can determine if the job is suitable and facilitates their future career needs.
  • Our virtual event platforms will help you attract younger job candidates – with our virtual career fair platform, you’ll be able to attract the most qualified college graduates.
  • Our virtual hiring platform will help increase candidate engagement – by using our virtual hiring platform and software you’ll be able to a collaborative environment that engages the job candidate and explains the main goals of your business.
  • Our virtual recruiting event platform and software will enable you to show job applicants the types of projects they’ll be engaged in – it will test their abilities at making smart decisions and enable you to choose the best candidates in the process.
  • Our virtual recruitment platform enables job candidates to see your office – the interview process won’t provide a clear picture of your office culture and the surrounding environment.  Our virtual hiring platform and software will.

Virtual reality is now a key component in the career recruitment and hiring process.  For more information about our products and how they can facilitate your hiring needs, call Premier Virtual at (561) 717-9717 today.  

Recruiting Strategies for Sourcing Candidates on a Global Scale

The global labor force provides employers with a number of benefits such as access to a larger candidate audience and options for hiring remote employees at competitive wages.  However, it isn’t without its challenges.  For instance, today that employers target has changed dramatically.  The world is your platform and tapping into the talent of the global workforce becomes important.

So, it stands to reason that recruitment strategies must be improved as well.  There are 3 ways to ensure that you source the right candidates from the right talent pool:

  • Be sure you target the right talent pool – the old “throw something against the wall until it sticks” mentality is not going to work when it comes to recruiting the best talent.  Acquiring the best talent requires finding the right audience or talent pool.  It may be the job boards for some employers while others might use social media platforms.  If you do use social media, make sure that you’ve optimized your recruitment strategy based on your preferred target audience.
  • Sell candidates on your company’s mission and vision – unless you have the time to waste trying to outbid other companies in wage warfare, the best plan of attack is selling your company’s mission and vision.  Whenever you interview a candidate, be sure to promote your corporate dream in hopes of finding the right one for the job.  Employer branding is a very effective recruitment tool and will help you communicate your company mission and vision to the candidates you attract, especially if they’re a good fit for your organization. Using our platform allows employers to host a ‘meet and greet’, or workshop to allow job seekers to get to know your organization more intimately before they apply for the position.
  • The best strategy for sourcing job candidates is to involve a team in the hiring process – although an HR individual will make the final hiring decision, teams can help trimming the number of candidates down to the top 3, 4, or 5 individuals.  Remember, each of those team members took the same journey before you hired them.  Thus, they will likely find talented candidates for your company in the process. Offering your team virtual access to pre-screen candidates through the platform is another efficient advantage that reduces time and cost to hire.

These candidates could be contacts they met at the same previous job or fellow employees from that job.  They might even have been college roommates at one time.  The key is to create an environment where you can encourage team members to make hiring recommendations as well as one that pays attention to employee referrals.  In so doing, you’ll help the team grow and increase its unity.

If you’re tired of jumping from one virtual recruitment platform to another and are looking for a more cost-effective, efficient means for targeting the best talent, Premier Virtual has the software you’re searching for. Call us today at (561) 717-9717.

What does the Future hold for Online Recruiting Events?

The onset of the COVID-19 pandemic in March of 2020 triggered a tsunami of canceled concerts, exhibitions, and sporting events.  Consequently, online recruiting events, were not an exception as career fairs were postponed and networking meet-ups were re-scheduled well into the future.  Companies were forced to reassess their daily operations as longer periods of isolation were imminent.  It seemed that life as we once knew it grew further out of reach.

At Premier Virtual, we’ve spent the past 3 years designing recruiting event software to bring the best talent to the right companies.  If there’s one thing we’ve learned during that time, it’s that putting job fairs and recruiting events online will continue to be met with desire and excitement for companies and talented individuals as well.  Here is what we’ve learned so far:

  • Accessibility is the key – in terms of accessibility, the importance of online job fairs and recruitment events cannot be overstated.  The most exciting aspect of developing our platform was the realization that we would be reaching a global audience that wasn’t restricted by disabilities, distances, or socioeconomic factors. This access opens the doors for diversity and inclusion as well. There is a much higher registration and attendance to these events which can be attributed to the comfort level job seekers have with virtual.
  • Adapting and learning are the priorities – unfortunately, whenever you launch a new product, mistakes are going to happen.  As with so many other aspects of life, we had to learn from those mistakes and for us, that meant learning how our new platform would work with real individuals in real-time.  So, gathering feedback and learning became the #1 priority. It helps to connect directly with the target audiences and enhance the recruitment pool of participants. Now we offer an all-in-one virtual recruitment platform, we call our Virtual Recruitment Suite. It has evolved to be so much more than just hosting virtual events that you may not need much more than your ATS to attract and hire the best talent possible.
  • Building the right platform is essential – we didn’t start from scratch when we built our online job fairs and recruitment event platform software.  We already had nearly 10 years of hosting in-person job fairs, and we took all of that experience to build Premier Virtual. In fact, our first thought was that we built this platform, “by recruiters, for recruiters”, and that’s one of the things that separates us from so many other event platforms on the market.  Still we did not rest there. We often conduct focus groups and webinars to ask our clients and prospects what they want most out of the platform, and we’re continually publishing new upgrades.
  • Opportunities needed to be explored– when we started our business 10 years ago, we felt that recruitment organizers needed a technological shake-up in their industry.  Granted, offline experiences are still invaluable.  However, the “New Normal” we’re living under prohibits that approach from being as effective as it once was, and adding virtual makes them more efficient and effective.  The fact that we anticipated this shift, and developed our platform before the pandemic has cleared away the fear factor to the extent that the future looks extremely bright for online career events.

The one thing that online recruitment events must do is enable individuals to make the connections they’re searching for. To learn how we can make that happen for you, call Premier Virtual today at (561) 717-9717.

How Does Video Conferencing Differ from a Virtual Event Platform?

As businesses and corporations in ever-increasing numbers turn towards utilizing online meetings and virtual hiring events to save effort, money, and time, it may be difficult to understand how certain events and platform functionality differ.  This is especially true when you need to deliver a great hiring event experience to your target audience.

What is Video Conferencing?

Video conferencing is a straightforward meeting format that offers video participation for those in the meeting.  It’s similar to a video call that you can make on your smartphone, but it includes other features such as recording and transcription capabilities.  Video conferencing tools typically refer to such elements as:

  • permissions and settings designed to limit participation as well as who can be heard
  • screen sharing
  • virtual whiteboards

This works effectively for remote office meetings and smaller conferences.  However, when it comes to hosting or sponsoring a virtual event such as a conference, online class, or webinar (web seminar) you’ll need to invest in a virtual event platform.

What is a Virtual Event Platform?

Virtual event platforms are online spaces where conferences, hiring events, and other types of conferences can be held or hosted.  Granted, there are dozens of virtual event platforms available today.  However, it’s important to understand that no two are alike.  Nor is every platform suited for every type of event.  This is because some of them lack basic functionality such as break-out rooms for large-scale events.

Virtual event platforms are designed to provide digital events that your target audience would expect in an in-person trade show.  If you’ve been searching for a way to deliver a memorable industry event without spending the effort, money, and time involved with an in-person event, find a virtual platform that best facilitates your needs.  You’ll want one that is secure and readily accessible for you and your attendees. That is why it is important to have the right platform.

The Key Differences

If you aren’t sure when you should utilize virtual event platforms, here are the 5 most important differences between them and video conferencing:

  • video conferencing is integrated into virtual event platforms and enables you to use the integrated tools you specifically need
  • virtual event platforms are capable of handling the most complex agendas
  • virtual event platforms are in-person meeting simulations
  • virtual event platforms utilize automation and registration to help you understand who is attending your event
  • virtual event platforms were designed to accommodate larger audiences

To learn more about our virtual event platforms, please call Premier Virtual today at (561) 717-9717 for additional information.

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.

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.

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.

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