Precision in Hiring: Mastering Pinpoint Recruitment

 Greetings, talent scouts and precision enthusiasts! 🌟 In the ever-evolving world of recruitment, where precision matters more than ever, mastering pinpoint recruitment is the key to assembling a team that doesn’t just fit but excels. In this blog, we’ll delve into the art of precision in hiring, exploring why it matters and how you can master the craft. 

 

 The Essence of Pinpoint Recruitment 

Pinpoint recruitment goes beyond the traditional hiring process. It’s about precision, accuracy, and a strategic approach to identifying and onboarding individuals who align seamlessly with your organization’s goals, values, and culture. Let’s explore why this level of precision matters: 

 

  1. Quality Over Quantity:

Pinpoint recruitment is centered on quality over quantity. It’s not about casting a wide net; it’s about finding the right fish in the vast sea of talent. This approach ensures that each hire contributes significantly to the overall success of your team. 

 

  1. Cultural Harmony:

A precise recruitment strategy considers cultural fit as a non-negotiable factor. Beyond skills and qualifications, pinpoint recruitment looks for individuals whose values and working styles resonate with your organization’s culture. This harmony is a catalyst for collaboration and long-term success. 

 

  1. Streamlined Onboarding:

Pinpoint recruitment extends beyond the hiring process into onboarding. By selecting candidates with a precise fit, the onboarding process becomes more streamlined. New hires integrate faster, are more engaged, and contribute meaningfully from day one. 

 

Strategies for Mastering Pinpoint Recruitment 

  1. Define Your Precision Criteria:

Before you embark on the hiring journey, define the precise criteria that align with your organization’s needs. What skills, values, and experiences are non-negotiable? This clarity sets the foundation for pinpoint recruitment. 

 

  1. Leverage Advanced Assessment Tools:

Embrace technology to enhance precision. AI-driven assessment tools, personality tests, and skill evaluations can provide valuable insights, helping you pinpoint the candidates who best match your requirements. 

 

  1. Implement Behavioral Interviews:

Behavioral interviews delve into a candidate’s past experiences and actions, offering a window into how they handle challenges and collaborate. This approach provides a more nuanced understanding of a candidate’s potential fit within your organization. 

 

  1. Nurture Talent Pipelines:

Pinpoint recruitment isn’t just about filling immediate needs; it’s a strategic, ongoing process. Nurture talent pipelines by proactively engaging with potential candidates, ensuring a pool of qualified individuals when positions open. 

 

In Conclusion: Precision as a Competitive Edge 

As you navigate the dynamic landscape of recruitment, remember that precision isn’t just a buzzword – it’s your competitive edge. Mastering pinpoint recruitment transforms the hiring process from a transaction into a strategic investment in your organization’s success. Embrace precision, refine your approach, and watch your team thrive with every precise hire. 🌐🔍✨ 

Numbers Don’t Lie: Invest in Growth with Strategic Talent Acquisition

Hello, growth enthusiasts and forward-thinking leaders! 🚀 If there’s one undeniable truth in the business world, it’s this: Numbers don’t lie. When it comes to driving organizational growth, strategic talent acquisition stands out as the linchpin. In this blog, we’ll explore the numbers-backed case for investing in growth through strategic talent acquisition. 

 

The Growth Imperative: Why Invest in Talent Acquisition? 

Impact on Revenue: 

Studies consistently show a positive correlation between effective talent acquisition and revenue growth. The right talent propels your business forward, contributing to increased productivity, innovation, and overall financial success. 

 

Cost of Vacant Positions: 

Every vacant position in your organization comes with a cost. The longer it remains unfilled, the more it impacts productivity, potentially leading to missed opportunities and revenue loss. Strategic talent acquisition ensures a streamlined process, reducing time-to-fill and mitigating these costs. 

 

Retention as a Growth Driver: 

Investing in the right talent isn’t just about recruitment; it’s about retention. High turnover rates can be a significant hindrance to growth. Strategic talent acquisition focuses not only on filling positions but on finding individuals who align with the company culture, reducing turnover and fostering a stable workforce. 

 

The Numbers Game: Key Metrics to Track 

Time-to-Fill: 

Measure the time it takes to fill a vacant position. A prolonged hiring process can lead to increased costs and productivity loss. Strategic talent acquisition aims to optimize this metric, ensuring positions are filled efficiently. 

 

Quality of Hire: 

Evaluate the performance and impact of new hires. Are they contributing to the organization’s goals? Tracking the quality of hire provides insights into the effectiveness of your talent acquisition strategy. 

 

Cost-per-Hire: 

Calculate the cost incurred for each new hire. This includes recruitment expenses, onboarding costs, and any other related expenditures. Strategic talent acquisition aims to optimize this cost, ensuring efficiency without compromising quality. 

 

Building a Strategic Talent Acquisition Framework 

  1. Align with Business Goals:

Your talent acquisition strategy should align with your overall business objectives. Identify the skills and expertise needed to drive growth and tailor your recruitment efforts accordingly. 

 

  1. Leverage Employer Branding:

A strong employer brand is a magnet for top talent. Invest in showcasing your company culture, values, and opportunities. A positive employer brand attracts high-quality candidates, enhancing the effectiveness of your talent acquisition efforts. 

 

  1. Utilize Technology Wisely:

Leverage advanced technologies, including AI-driven tools and applicant tracking systems, to streamline your talent acquisition process. Automation not only speeds up processes but also enhances the accuracy of candidate assessments. 

 

In Conclusion: Numbers Tell the Tale 

In the business world, numbers tell a compelling story. The numbers associated with strategic talent acquisition consistently reveal its impact on growth, revenue, and overall organizational success. As you chart the course for your company’s future, remember: when it comes to growth, numbers don’t lie. Invest strategically, acquire talent wisely, and watch your organization thrive. 📈✨ 

Beyond Resumes: Cultural Alignment in Recruitment

Greetings, talent seekers and culture enthusiasts! 🔍 In the ever-evolving landscape of recruitment, finding the right fit for your team goes far beyond the confines of a traditional resume. Enter the era of cultural alignment – a game-changer in building teams that not only work well together but thrive together. 

 

The Shift Towards Cultural Alignment 

Resumes can tell you about a candidate’s skills and experience, but they often fall short in capturing the intangibles that make a workplace truly unique – its culture. Cultural alignment, the harmony between an individual’s values and the values of the organization, has emerged as a critical factor in successful recruitment. 

 

Why Cultural Alignment Matters 

Building a Unified Team: 

Cultural alignment fosters a sense of unity within a team. When individuals share common values and work towards a shared vision, collaboration becomes seamless, and the team becomes greater than the sum of its parts. 

 

Retention and Employee Satisfaction: 

Employees who feel aligned with the company culture are more likely to stay for the long term. This, in turn, reduces turnover costs and contributes to a positive work environment where individuals are satisfied and engaged. 

 

Innovation and Creativity: 

Diverse perspectives drive innovation. Cultural alignment ensures that team members feel comfortable expressing their unique viewpoints, fostering creativity and out-of-the-box thinking. 

 

Navigating Beyond Resumes: Strategies for Cultural Alignment 

  1. Define Your Culture:

Before you can assess cultural alignment, you need a clear understanding of your company’s culture. What values drive decision-making? What is the work environment like? Define these aspects to guide your recruitment process. 

 

  1. Incorporate Culture in Job Descriptions:

Your job descriptions should go beyond listing responsibilities. Integrate elements of your company’s culture, highlighting the values and traits that are crucial for success in your organization. 

 

  1. Behavioral Interviewing:

Traditional interviews might not unveil a candidate’s cultural fit. Adopt behavioral interviewing techniques that focus on past experiences and actions, providing insights into how candidates align with your company’s values. 

 

  1. Cultural Fit Assessment Tools:

Leverage assessment tools that specifically evaluate cultural fit. These can include surveys, quizzes, or interactive activities that gauge alignment with your organization’s values. 

 

Join the Cultural Alignment Conversation: #CultureFitTalks 

Engage with us on social media using #CultureFitTalks. Share your experiences, learn from fellow recruiters, and be a part of the ongoing conversation on building teams that thrive through cultural alignment. 

 

Unlocking Potential Beyond Resumes 

In conclusion, while resumes provide a snapshot of qualifications, cultural alignment unlocks the potential for long-term success. Embrace a recruitment strategy that goes beyond the surface, and witness the transformative impact of aligning values. Here’s to building teams that not only contribute to the company’s success but also find fulfillment in their shared journey! 🌐✨ 

Navigating the Talent Landscape: A Comprehensive Guide to Recruitment Success

In the ever-evolving world of business, one of the key factors that can make or break an organization is its talent pool. As businesses strive to stay competitive in today’s dynamic environment, navigating the talent landscape has become a critical aspect of strategic planning. This blog explores the intricacies of the recruitment journey, shedding light on the key stages and considerations that organizations and candidates alike must navigate. 

The Evolving Landscape 

The talent landscape is not static; it evolves in tandem with societal, technological, and economic changes. In recent years, the digital revolution has transformed the way companies approach recruitment. Online platforms, artificial intelligence, and data analytics have become integral tools in identifying, attracting, and retaining top talent. 

For organizations, understanding this shifting landscape is essential. Traditional recruitment methods are no longer sufficient to meet the demands of a rapidly changing business environment. Embracing technology and adopting innovative approaches are crucial steps in navigating the contemporary talent landscape. 

The Recruitment Journey Unveiled 

1. Strategic Workforce Planning 

Before embarking on the recruitment journey, organizations need to engage in strategic workforce planning. This involves aligning business goals with the skills and talents required to achieve them. It’s about forecasting the organization’s future talent needs, identifying skill gaps, and developing strategies to fill those gaps. 

Strategic workforce planning sets the stage for effective recruitment by providing a roadmap for talent acquisition. It ensures that the right people are in the right roles at the right time, contributing to the overall success of the organization. 

2. Crafting Compelling Job Descriptions 

A well-crafted job description is the first point of contact between an organization and potential candidates. It serves as a marketing tool that not only outlines the responsibilities and qualifications required for the role but also reflects the company’s culture and values. 

In today’s competitive job market, organizations must go beyond listing qualifications and responsibilities. They need to articulate what makes their workplace unique, why candidates should be excited to work there, and how the role aligns with their career goals. A compelling job description is a key factor in attracting top talent. 

3. Leveraging Technology in Recruitment 

Technology has revolutionized the recruitment process, making it more efficient and data-driven. Applicant Tracking Systems (ATS), for example, help streamline the screening and selection process by automating the handling of resumes and applications. 

In addition to ATS, organizations are increasingly using virtual hiring events and artificial intelligence (AI) to identify and assess potential candidates. Virtual hiring events allow organizations to meet, interview, and evaluate potential candidates immediately in real time, and streamline the recruitment process. AI algorithms can analyze resumes, predict candidate success, and even conduct initial interviews. While technology can enhance efficiency, it’s crucial to strike a balance and ensure that the human touch is not lost in the process. 

Virtual hiring event platforms are a great tool that can help streamline the recruitment process. To check out the top 20 virtual career fair platforms, click here. 

4. Building a Strong Employer Brand 

In a world where candidates have access to a wealth of information about potential employers, building a strong employer brand is paramount. Employer branding goes beyond marketing; it’s about creating a positive and authentic perception of the organization as an employer. 

Candidates are not only evaluating the job role but also considering the company’s values, work culture, and reputation. Organizations that invest in building a positive employer brand are more likely to attract top talent and retain employees in the long run. 

5. The Art of Interviewing 

The interview stage is a crucial step in the recruitment journey. It’s an opportunity for both the organization and the candidate to assess if there’s a mutual fit. Effective interviewing goes beyond asking standard questions; it involves assessing a candidate’s skills, cultural fit, and potential for growth. 

Behavioral interviews, case studies, and skills assessments are becoming common tools in the interview process. They provide a more holistic view of a candidate’s abilities and help in making informed hiring decisions. Additionally, providing a positive candidate experience during the interview process contributes to a favorable employer brand. 

6. Onboarding and Integration 

Once a candidate is successfully recruited, the journey doesn’t end there. Onboarding plays a crucial role in ensuring a smooth transition for new hires. It’s an opportunity to introduce them to the company culture, values, and expectations. 

Effective onboarding goes beyond paperwork; it involves integrating new employees into the team and providing the necessary support for them to thrive in their roles. A positive onboarding experience sets the tone for the employee’s tenure and contributes to long-term retention. 

Challenges and Solutions 

While the recruitment journey is essential, it’s not without its challenges. From the talent shortage to the impact of global events, organizations must navigate obstacles to secure the best talent. Remote work trends and the gig economy have also introduced new dynamics to the talent landscape. 

Addressing these challenges requires a proactive approach. Continuous learning and development programs can help organizations upskill their existing workforce, mitigating the effects of skill shortages. Embracing diversity and inclusion initiatives is another key aspect, fostering an inclusive workplace that attracts a diverse range of talents. 

Conclusion 

Navigating the talent landscape is a multifaceted journey that involves strategic planning, leveraging technology, and prioritizing the candidate experience. In an era where talent is a critical differentiator, organizations must adapt and evolve their recruitment strategies to stay ahead. 

For candidates, understanding the recruitment journey provides insights into what organizations value and seek in potential hires. It’s a process that goes beyond submitting a resume; it’s about finding the right fit for both the individual and the organization. 

As the talent landscape continues to evolve, organizations that embrace innovation, foster a positive employer brand, and prioritize the development of their workforce will position themselves for success in attracting and retaining top talent. The recruitment journey is a collaborative effort between organizations and candidates, with each playing a crucial role in shaping the future of work. 

 

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:

  1. 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.
  2. 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.
  3. Skills mismatch: The skills required by employers are evolving, and many workers may not have the necessary skills or training to meet the demand.
  4. Generous unemployment benefits: Some economists argue that the generous unemployment benefits provided during the pandemic have discouraged some workers from seeking new jobs.
  5. 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:

  1. 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.
  2. Manufacturing: The manufacturing industry has been facing a shortage of skilled workers for several years, and the pandemic has only made this worse.
  3. 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.
  4. Transportation and logistics: The transportation and logistics industry is struggling to find enough truck drivers and warehouse workers to keep up with demand.
  5. 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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.

  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.

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.
  • 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.

    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.

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    Thank you for your interest in Premier Virtual! We will be in touch with you shortly!