Hosting Virtual Career Fairs for Teachers and Students
How schools are leveraging virtual host career fairs for staff and students
Where Have all the Workers Gone?
And How to Get them Back!
There is a shortage of workers in America, there is no argument there. Across all industries, hiring has become more difficult, and retention seems to be just as, if not more difficult. This combination has built up to a tipping point in today’s workforce and it’s hard to say if either side, the employer or the employee, has an advantage.
Let’s look a the worker shortage a little closer. There are several reasons why there is a worker shortage in America. Here are some of the key factors:
- COVID-19 pandemic: The pandemic disrupted the labor market in numerous ways, with many workers either losing their jobs or choosing to leave the workforce due to health concerns or family responsibilities.
- Aging workforce: The US has an aging workforce, with many baby boomers retiring and leaving a gap in the labor force that is difficult to fill.
- Skills mismatch: The skills required by employers are evolving, and many workers may not have the necessary skills or training to meet the demand.
- Generous unemployment benefits: Some economists argue that the generous unemployment benefits provided during the pandemic have discouraged some workers from seeking new jobs.
- Immigration policy: Tighter immigration policies have reduced the number of foreign workers coming to the US to fill jobs.
These factors, along with others, have contributed to the current worker shortage in America. 🇺🇸
What industries face the biggest labor challenges?
The labor challenges faced by different industries can vary depending on a variety of factors, including the skills required, working conditions, pay and benefits, and the availability of workers. However, some industries that have been particularly impacted by the current worker shortage in the US include:
- Hospitality and tourism: The pandemic has hit the hospitality and tourism industry particularly hard, with many workers either losing their jobs or leaving the industry due to health concerns.
- Manufacturing: The manufacturing industry has been facing a shortage of skilled workers for several years, and the pandemic has only made this worse.
- Healthcare: The healthcare industry is facing a shortage of nurses, doctors, and other healthcare professionals, which is particularly concerning given the ongoing COVID-19 pandemic.
- Transportation and logistics: The transportation and logistics industry is struggling to find enough truck drivers and warehouse workers to keep up with demand.
- Construction: The construction industry has been experiencing a labor shortage for several years, and the pandemic has only exacerbated this, with many workers either leaving the industry or facing delays due to supply chain disruptions.
These are just a few examples of the industries that are currently facing labor challenges in the US.
So, what do employers need to do to find and hire the best talent in a tight labor market?
Here are some best practices for hiring during low unemployment?
When unemployment is low, it can be challenging for employers to find and attract qualified candidates. Here are some best practices for hiring during low unemployment:
- Focus on employer branding, and showcasing your positive workplace culture. In a competitive labor market, it’s important to stand out as an employer of choice. Develop a strong employer brand that highlights your company’s values, culture, and benefits.
- Embrace the latest technology. Ensuring your company or organization is leveraging the latest HR tools, like virtual hiring events, gives you the best opportunity to succeed.
- Offer competitive compensation and benefits: With low unemployment, candidates have more bargaining power when it comes to compensation and benefits. Consider offering competitive pay, comprehensive benefits, and perks like flexible scheduling or remote work options.
- Be open to alternative qualifications: With a limited pool of candidates, consider being flexible with job requirements and qualifications. Look for candidates with transferable skills or experience from related industries.
- Streamline the hiring process: A lengthy hiring process can turn off candidates, especially in a tight labor market. Streamline your hiring process by using technology like video interviews, pre-employment assessments, and applicant tracking systems.
- Tap into employee referrals: Your current employees can be a valuable source of referrals for new hires. Offer incentives for employees who refer successful candidates, and encourage your team to spread the word about job openings.
- Build relationships with potential candidates: Don’t wait until a job opening arises to start building relationships with potential candidates. Attend industry events, connect with candidates on social media, and consider partnering with local schools or training programs to develop a pipeline of talent.
By implementing these best practices, employers can increase their chances of attracting and hiring top talent in a low unemployment environment.
What trends in human resources technology are making it easy to find and hire the best talent?
Human resources technology has evolved significantly in recent years, and there are many tools and platforms that can make it easier to find and hire the best talent. Here are some of the trends in HR technology that are making the hiring process more efficient and effective:
- Artificial intelligence (AI) and machine learning: AI and machine learning can be used to analyze job descriptions and resumes, identify top candidates, and even conduct initial screening interviews.
- Virtual Hiring Events and Job Fairs grew in popularity during the pandemic, and their results show they are here to stay. Platform like Premier Virtual’s offer all the latest tools and resources bundled into one, easy to use, mobile friendly platform. Leveraging this technology helps you meet your applicants where they are most comfortable, attracting more applicants, and making better hires.
- Applicant tracking systems (ATS): ATS software streamlines the hiring process by allowing employers to manage job postings, resumes, and applicant communication all in one place.
- Video interviewing: Video interviews can save time and money by allowing employers to conduct initial screening interviews remotely, and they can also provide a more personal touch than phone interviews.
- Mobile recruiting: Many job seekers use their mobile devices to search for jobs and apply online, so mobile-friendly job applications and recruiting platforms are becoming increasingly important.
- Social media recruiting: Social media platforms like LinkedIn and Twitter can be valuable tools for finding and connecting with potential candidates, and some companies are even using social media advertising to promote job openings.
- Employee referral programs: Referral programs have long been a popular way to find top talent, and technology can make it easier to manage and incentivize employee referrals.
These are just a few examples of the trends in HR technology that are making it easier to find and hire the best talent. By leveraging these tools and platforms, employers can streamline their hiring process and attract top candidates more effectively.
Leveraging these tools will not create new job seekers, but it will give your company or organization the best opportunity to get in front of the most qualified applicants, and make the difference between a quality hire in less time, and a desperate hiring decision that drags on, and costs more money in lost productivity.
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.
- 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.
- 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.
- 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.
- 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.
- 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.
Attracting Remote Talent Using Virtual Hiring Events
Attracting Talent For Remote Work Using Virtual Hiring Events
Working remotely has quickly become one of the more desirable perks employers can offer to prospective employees. It’s been estimated that by 2025, nearly 25% of the American workforce will be working remotely on a full-time basis. That’s almost double the percentage of individuals that were full-time remote employees before the COVID pandemic. Furthermore, as increasing numbers of corporations and organizations are turning to long-term hybrid or remote workplace models, employers will continue to compete for the top candidates in their industries.
Top 6 Qualities of the Best Remote Workers
While employers want to attract remote workers, that doesn’t include hiring just any remote worker. Many employers saw cash flows suffering during the COVID-19 pandemic and can’t just hire any applicant off the street. Therefore, it’s essential to attract the most productive remote candidates out there. Along with industry-specific competencies and skills, there are 6 qualities that the top candidates for remote employment should have. The most successful individuals will demonstrate these 6 skills:
- accountability
- critical thinking skills
- eagerness to ask questions
- interpersonal skills
- self-confidence
- strong written communication skills
The most talented candidates will go above and beyond whatever it takes to be successful in the virtual workplace. They will ensure that recruiters are impressed with their skill set.
How Can Employers Appeal to Remote Workplace Candidates?
As an employer, you need to be prepared for the unique challenges of recruiting the type of remote employees you need. First and most importantly, companies should already have a proven virtual recruiting and hiring process in place that continually measures and optimizes their effectiveness. In addition to this, the strategies listed below can help you attract and recruit the highest-quality remote employees:
- Ask for referrals and utilize other employees’ connections.
- Develop a strong online and social media presence.
- Invest in virtual career fairs and online hiring events.
- Manage your online reputation by:
- Posting company details and profiles on employment sites
- Consider any reviews as helpful feedback
- Understand that your brand can change
- Offer candidates more competitive, non-traditional benefits.
- Promote virtual career fairs and online hiring events.
- Utilize job boards, social media platforms, and other media to post job openings.
Some individuals may be more vital remote employees to a company than others. So, as an employer, you have to evaluate each candidate based on the job-specific skills and traits of the most productive remote workers. Plus, you need to develop unique strategies that will appeal to the best remote work candidates. For more information, call Premier Virtual today at (561) 717-9717 and talk with our company representatives. We are here to help you get started virtually.
Hosting National Hiring Events
If you’ve been posting on online job boards, screening candidates over Zoom, or starting up branding initiatives, it’s probably time to jump on board and host an online hiring event. The best way to start is to promote a virtual career fair. These events mimic in-person career fairs in experience but significantly exceed them by utilizing easy-to-navigate virtual environments. So, if you’re ready to proceed and set up and host a national online hiring event, here 6 steps to follow:
- Define your business goals – an online hiring event will provide the metrics you need if you’ve done the proper planning. Before setting up your virtual event, you need to define the goals of your business so you can attract the candidates you want.
- Choose a virtual career fair platform – there are two types of virtual career fair platforms available on the market. One is simpler and consists of a webpage that contains chat windows. The other type is considerably more elaborate and mimics an in-person career fair.
- Customize the virtual booth experience – one of the key benefits of virtual booths is that they provide a lot of flexibility for creativity. You can experiment with different features such as the type of information about your company that you want to offer job candidates as well as branding, content, and engagement.
- Promote your online hiring event – as with an in-person career fair, the biggest task or challenge is enticing the right candidates for the job. So unless you don’t care about how many individuals show up, you need to promote your event every step of the way from the pre-event process to your post-event reports.
- Monitor your performance metrics – you shouldn’t focus solely on setting up your hiring event. You also need to be concerned about the results of your efforts. These metrics can help you evaluate the features and type of content that were the most popular. It will also tell you how many visitors you had overall. That helps you get more information on the event.
- Analyze the results of your event – you should analyze the following information:
- booth and session traffic
- chat room interactions
- data from questionnaires, polls, or surveys
- engagement and traffic metrics
- number of actual attendees
- number of applications that were uploaded
- number of individuals who registered
To host a successful online hiring event, your business goals should be the key and drive the event. Our business representatives are here to clarify your doubts and provide you with more information about our services and ways we can be of assistance. To learn more about hosting a national online hiring event, call Premier Virtual at (561) 717-9717 today.
Hiring has Undergone a Fundamental Shift
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.
Will Employees Return & What’s Behind Quiet Quitting?
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.
Hybrid Hiring Events Are a Great Option As COVID Returns
As our lives were held hostage by the pandemic, many of our traditional habits were no longer sustainable. We embraced the concept of working remotely while at the same time letting go of traditional activities such as commuting to work, dining out, teaching in classrooms, weekend getaways, and working out at the gym. Over the past couple of years, businesses were forced to make significant adjustments and learn how to be comfortable with virtual event platforms and virtual hiring software.
What is Hybrid Recruiting and Why Does it Work?
The combination of in-person recruiting practices with the use of a virtual recruitment platform is commonly referred to as hybrid recruitment. The concept involves a strategy for acquiring talent that yields the most significant results compared to how the in-person and virtual practices do separately. Hybridization works because of 3 key factors – 1) it allows people to move forward so they can achieve their goals, 2) it enables increased flexibility in the hiring process, and 3) it reduces the risk of exposure to the virus.
Unique Hybrid QR Code
The Premier Virtual platform takes hybrid events to the next level by generating a unique QR code for each booth at the event. The QR code is printed and placed in front of the booth, which allows candidates to scan it and access all of the employers information virtually. Instead of standing in a long line, they can quickly view the open positions and submit their resume to apply. While the candidate can still meet with the recruiter in person, they can also move on to the next opportunity and come back when there are less people on line. In addition, the recruiters now have all of the candidates information stores electronically for easy follow-up.
Furthermore, hybrid recruitment practices arose out of the need for alternate talent acquisition methods because of adapting to working remotely and canceling in-person activities. Upon further consideration, business owners and recruiters discovered the many benefits of hybrid recruiting. As a result, an overwhelming 81% of talent recruiters agree that recruiting job candidates through the use of in-person interviews and video interviewing platforms will continue post-pandemic and may become the new standard. It has helped access more people living in other cities and countries without the additional cost of relocating them.
The 6 Benefits of Hybrid Hiring Events
Essentially, headhunting takes a proactive approach whereas traditional recruiting is reactive. Because of the following benefits considering the hybrid recruiting approach is well worth it:
- It enables recruiters to broaden their approach by creating a solution to their hiring needs and reaching a larger target audience of candidates.
- It creates a way for companies to gather all of the in-person activity digitally, for easy access and future follow-up.
- It gives job-seekers that are apprehensive about in-person events and opportunity to participate and apply for jobs they might have otherwise not been able to.
- It finds individuals that are a better fit for companies and are more likely to remain with them over the long term
- It emphasizes the needs and requirements of your business
- It provides business owners and employers access to a high-quality talent pool.
- It provides more strategic insight into the needs of the business and the role the candidate would be playing if hired
- It reaches a global target audience of job candidates.
The hybrid approach to recruiting and hiring enables employers to conduct a more comprehensive search for the right talent. For more information about the best virtual event platforms, call Premier Virtual at (561) 717-9717 today.
5 Reasons Virtual is Transforming Talent Acquisition
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.
All-In-One Virtual Recruitment Suite
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.
Recruiting Strategies for Sourcing Talent on 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.
