Will Employees be Returning to the Office and 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.

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 Are Virtual Job Fairs and Why Are They Important?

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

What Exactly is a Virtual Job Fair?

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

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

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

The Importance of Virtual Job Fairs

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

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

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

Ways To Build A Corporate Culture Using Virtual Event Platforms

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

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

How To Turn Work from Home Challenges into Opportunities

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

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

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

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

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

Make A Virtual Event Platform Work For You

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

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

Ways You Can Improve Your Remote Working Culture

Celebrate milestones

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

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

Build virtual teams

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

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

Have a buddy system

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

Hold virtual happy hours 

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

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

 

 

Tips For Event Hosts On Engaging Your Virtual Audience

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

Have Interactive Events

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

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

Be Sure To Recreate The Hallway Track

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

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

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

Share Engaging Content

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

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

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

Choose Hybrid for Your Hiring Efforts: Premier Virtual Explains the Benefits

The world is going hybrid. Are you ready? 

 

Premier Virtual is, and with its future-focused technology, its team plans to lead the charge. 

 

Talking in-person or virtual. Which one do you want to do? There’s no need to choose one when you can do both.

 

Why? Because the advantages outweigh the disadvantages. 

 

Future-focused technology company Premier Virtual supports the push for hybrid events, meaning, in-person events should also incorporate a virtual platform for the best of both worlds. 

 

Premier Virtual recently executed a case study to see how many people would show up for an in-person versus virtual hiring event at South Florida Tech Hub.  

 

There were less than 100 in-person attendees, but there were more than 500 virtual attendees. By offering both options, they were able to expand their candidate pool and employers were able to meet candidates in person and on the virtual platform.

 

The benefits don’t end there. Choosing a hybrid route when it comes to the hiring process prevents ATS systems from weeding out qualified candidates. 

 

A recent Harvard Business report revealed that ATS, which is an applicant tracking system, is responsible for blocking or disqualifying many qualified applicants. How? 

 

By ranking relevant keywords, skills, degrees, credentials, responsibilities, and other qualities that indicate to a hiring manager or recruiter that the applicant is qualified for the position. This becomes an issue because some applicants can get lost in the ample applications that are coming through the system. 

 

A hybrid option resolves these issues by allowing hiring managers to take matters into their own hands. They can meet candidates in what Premier Virtual calls a “virtual hiring room.” 

 

With the company’s technology, recruiters are able to schedule an ‘open-house on set days and times where candidates can meet and chat with recruiters.  If there is a fit, the recruiter can enter into a pre-screening interview, and then decide if the candidate should be scheduled for a more formal interview.

 

Given the circumstances of the past two years, we can no longer solely rely on in-person hiring career fairs and events. Virtual hiring is the future, and companies should start preparing for it. 

Choose Premier Virtual for Online Hiring Events

Premier Virtual fosters innovation and strives to provide solutions to complex virtual problems. Through building relationships based on integrity, trust, honesty, transparency, and teamwork, the tech-forward company always gets the job done.  If your company would like to host a virtual hiring event, contact Premier Virtual today.

Premier Virtual Powers Record-Breaking Virtual Job Fair!

From August 16th through August 20th, the State of Massachusetts held a state-wide virtual hiring event that broke all previous records!

  • 1,679 Employers 
  • 17,323 Attendees
  • 46,709 Job Postings
  • 1.3M Booth Views

Our goal at Premier Virtual is to make it as efficient as possible for employers to connect with qualified job candidates, and this is a great example of how our platform does that.  These numbers could never have been achieved in an in-person event, and quite frankly, the larger the turnout of an in-person event, the more difficult it is to manage effectively.

Employers and attendees reported how easy the platform was to use, and how they made quality connections, and job offers were made on the spot!

Learn how your school, company, or organization can do the same by scheduling a free demo today.

Expand your Talent Pool with Virtual Career Fairs

Let’s face it; everyone wants to hire a Rockstar employee eager to learn, show initiative, and is a team player. Unfortunately, many employers feel that they can attract top talent simply because of their brand or reputation, but the tide has turned.

There is a severe labor shortage as I write this post in June of 2021. It’s not just the hi-tech or MBA positions either. We’re talking truckers, welders, restaurant workers, hospitality…you name it, and most likely, there is a challenge to find qualified workers.

There is a myriad of reasons and some that include the COVID crisis. Many of the workers at or near retirement age figured this was the right time to make that decision. There has also been a migration of jobs since people had the time to retool and retrain.

Overall, while much has changed, one thing still holds, it’s different to find top talent, which is why adding virtual career fairs on online job fairs makes so much sense.

To put your job opening in front of the right candidate’s talent, acquisition teams need to do more than outreach. Essentially, if you don’t give job seekers a more efficient way to engage with your company, you’ll only reach the candidate pool with the time to spend on the job search. Offering in-person only job fairs typically attracts the unemployed but does not offer the ‘unhappily employed’ flexibility to make the same effort.

Adding a virtual job fair means that anyone, anywhere, can log in and participate. Jobseekers can quickly scan jobs that match their criteria, chat with a recruiter, and enter into a video interview if there is a good match.

Think of all the time and energy it takes to do all of that in person. It’s often enough reason for a qualified candidate not to attend and send in their resume, which, no matter how qualified, can be quickly passed over or never even reach the hiring manager’s desk.

The same holds for the hiring managers in your company. Recruiters work hard to attract the best candidates for the position, but they often have to make a less than optimal hiring decision because of demands placed on that opening.

Virtual job fairs tend to increase attendance rates by 30% to 50%, and they have a registration to an attendance rate of over 70%. For example, we powered a state-wide career fair in Virginia with 350 employers, and 15,000 job candidates attend! Those are numbers that are impossible to achieve in person.

Another great tactic is to use the virtual platform to host other events that can engage potential candidates, such as a Tech-Talk or Virtual Mastermind that features a keynote speaker or a group of panelists with a Q&A format. During your event, you can have several sponsors host virtual booths to offer more information on their companies and invite a recruiter to be available and answer any potential work-related questions.

These events are part of your recruitment marketing strategy and go beyond the traditional social media posts and email or text messages. Now you can use those platforms to invite candidates to something of value, regardless of whether they are currently in the job market or considering your company for a potential career change.

These types of events create a great opportunity to partner strategically with local career coaches or resume writing services. These partners will gladly participate for free to have a chance to speak in front of potential prospects. In return, you’ll be building value with the community and positioning yourself as a category expert.

Using a virtual career platform in this capacity will also likely get you some attention from the local media. Use it to your advantage by inviting them to y our event. Offer them a free booth to promote any openings they might have. This goodwill will often result in mutual support and a mention of the event on the local news! Job creation is always a newsworthy topic.

It all leads to a broader talent pool, which means your recruiters have better choices. The goal of hiring the best candidate for every position is achievable when you attract the best talent. The best part is that many of these tactics do not require an increase in your budget. For example, the Premier Virtual platform lets you host unlimited events per license, per location. The more you use it, the more you save, and the greater your ROI.

If you have not done so already or are using a virtual platform and are considering alternatives, please contact us for your free, no-obligation demo.

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7 Reasons to Add Virtual Career Fairs to Your Company’s Hiring Strategy

Nearly 7 in 10 Employers Expect to do More Virtual/Remote Hiring in the Future.

It’s clear that Covid was the catalyst that shifted how employers see hiring. The forced move to widespread remote work made virtual hiring events the clear winner, and truthfully everyone was better off for it. The results have been so promising, most employers plan on continuing or increasing their participation in virtual hiring events.

Participating in virtual recruiting events that other organizations host is a great way to experience the benefits of virtual hiring to expand your reach and attract more qualified candidates. When you couple this with hosting your virtual hiring events, being a sponsor or exhibitor allows you to access new talent pools and interview qualified candidates outside of your immediate geographical area, making it easier to fill positions immediately as well as filling your pipeline.

In competitive talent markets, connecting with top candidates is a growing challenge. Now more than ever, employers need diverse strategies for expanding their talent pipeline and building a broader talent community.

Today, virtual multi-employer career fairs play an important role. As unemployment goes down and the job market is more competitive, it becomes more challenging to attract and hire the best available talent. For this reason, employers are relying more on virtual to expand their talent pipeline and increase the talent pool. The results prove that multi-employer career fairs play an integral part in helping companies achieve these goals.

Being an employer at one of these events helps strengthen employers’ visibility and branding in the community. It shows that your company is innovative, not afraid to pivot, and willing to empower a remote workforce. Candidates seeking this type of work environment know that companies in virtual career fairs are much more likely to offer those opportunities. It is a clear competitive advantage for companies that participate in virtual career fairs over those who don’t, to the point where soon it won’t be an option any longer.

Here are 7 Reasons to Add Virtual Career Fairs to Your Company’s Hiring Strategy:

1) Stand Apart: Employers who participate in virtual career fairs stand out from all the other employers trying to hire from the same local talent pool.

2) Lower costs: Avoid all the costs associated with in-person career fairs, such as travel and lodging costs, shipping costs, and even missed work.

3) Data: With a virtual career fair, you collect much more data than at an in-person event. Such as everyone who attends, submits a resume, chats with you making it easier to identify those you want to follow up with, resulting in a more efficient recruiting process.

4) Larger candidate pool: A virtual career fair or online event allows you to reach more qualified candidates. In today’s remote workforce, you can hire from all over the world. No longer are you limited by your physical location.

5) Go where the candidates are looking: For a long time, attendance at in-person job fairs and results were dwindling. The shift to online has happened in every part of our lives, and the same can be said when looking for a job. Virtual career fairs and online events allow you to meet the job seekers where they are more comfortable, and recruiters have embraced as well. Take advantage of this shift.

6) Strength in numbers – when 300 employers participate in a virtual career fair, it draws a lot of attention. It brings the unemployed as well the coveted employed job candidates to the event. A recent event in Virginia with 350 employers attracted 15,000 registered job seekers!

7) The future is here now! The old way was in-person, the new way is virtual, and the future is hybrid, offering both options for the best of both worlds. Don’t let another pandemic put you out of business, or short handed because your company remains unprepared. Digitize your recruiting and make virtual hiring events central to your staffing strategy.

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In-Person or Virtual Hiring Events? Get the Best of Both with Hybrid Events!

Here we are, basically a year into the Covid-19 pandemic and we are starting to see a light at the end of the tunnel. Several vaccines have been rolled out, and the monumental effort of getting America vaccinated is underway.

As I write this in Spring of 2021, we have begun to see slight declines in the infection rate, and hospitalizations are coming down. Best of all the death rate is also coming down, although we recently surpassed the morbid milestone of 500,000 deaths in America.  However, there are reports of 20 states experiencing increases and the talks of a possible fourth spike in cases.

One thing is certain, Covid-19 was a virtual technology accelerant. From one day to the next the American workforce was forced to work from home, and turning to virtual is what made it possible. Without a pandemic like COVID-19, corporate America would likely have continued to do business the same old way, and just inch along the technology curve.

Now, we have giant corporations such as Google and Twitter telling their workforce, they never have to return to the office. I’ve seen many of my colleagues do the same, and now the ‘new normal is that when it comes to office work, most of us are just as capable to be as productive or even more so, working from home or remotely.

The same has happened in the career fair space. What was once an in-person-only event, has migrated to virtual events and the results have been more than impressive.

A recent statewide virtual job fair in Virginia had 350 employers who were able to fill critical open positions from over 15,000 registered job-seekers! Not only is this an amazing accomplishment, but it’s something that could have never happened in person. Think about it, in a state like Virginia would it be possible to choose one central location, and have 350 companies set up booths to meet and greet over 15,000 job seekers. Not to mention the weather was cold with terrible travel conditions!

So now what? If we return to a new-normal post-COVID-19, are we going back to an in-person career fair and abandoning the virtual career fair model?
The answer is yes and no! We believe a hybrid model that offers both is the best strategy moving forward. Just ask anyone that has hosted or participated in a virtual career fair, as an employer or a candidate. They will tell you that the virtual event was amazing, easy to navigate, and most of all, extremely efficient and effective. Here is some of the feedback we are hearing from job-seekers:

• “This was a great experience! I was able to search for openings, have my resume viewed, and communicate just with the employers I was interested in, all without leaving my desk. The idea of a virtual career fair takes the pressure off of the job seeker and employer.”

• “The career fair was super easy to navigate. I quickly saw a few employers and job opportunities that I liked and was able to apply for. The recruiter was right in the room with me and after chatting a bit, we did a quick video interview, before I knew it, I had an offer to intern.”

• “Our generation has been chatting, texting, anything of that nature for our entire lives. Being part of a virtual job fair is a natural extension of the way we are used to communicating and doing things. I liked it, and I had a few recruiters contact me right away, and one made me a job offer!”

We know that hiring managers, workforce development boards, chambers of commerce, the military, tech organizations, and large corporations all over America have also had success well beyond their expectations, and they all agree that remote hiring will remain a vital part of their recruitment strategy going forward.
So, the numbers prove remote allows for unlimited participants on both the company side and job-seeker side, resulting in more quality hires. We also know that many people still want to offer the physical ‘meet-and-greet’ if and when it becomes viable.

With a virtual hiring platform like Premier Virtual, you don’t have to choose between the two. We make it easy to add a virtual option to your in-person event so that you can offer both options, and your organization can benefit from offering a hybrid event.

We are certain that the organizations that do, will have a competitive advantage over those who don’t. These organizations will be the beneficiaries of attracting top talent, by offering a hybrid option that will not limit their events to the local population, or to those who can physically attend the day of the in-person event.
To learn how you can create hybrid events, please visit www.PremierVirtual.com

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