Healthcare Hiring Trends in 2023

The entire workforce market is tight, and demand is high among employers across the board.  The strain left behind from the great resignation to the ongoing ‘quiet quitting’ and overall low unemployment rate, is make hiring more challenging than we’ve ever experienced.

There are several segments of the economy that face an even bigger struggle due to several additional factors.  Skilled trades, Tech and Healthcare are among the top career fields that are predicted to remain in critical condition and will need to think ‘outside the job board’ to fill staffing needs.

Here are some of the top trends innovative employers in the healthcare industry are implementing to meet their staffing goals and stay ahead of the ongoing shortage in qualified workers.

  • Remote Interviewing and Onboarding Process – The shift to virtual hiring was speared on by the pandemic, but it is clearly here to stay.  Being able to offer remote access to job candidates makes the interview process much more efficient and broadens your candidate pool.  Clients of Premier Virtual that host virtual interview days on a consistent basis, are hiring hard-to-fill positions that they were unable to fill using traditional job boards or in person hiring events. 
  • Branding your Company to the Healthcare Workforce – A recent study in Healthcare Recruiter’s International (HRI) reported that 90% of healthcare workforce want to work for an employer they can relate to and recognize.

Being top of mind means sharing benefits that a candidate can enjoy if they join and sharing how your organization is different from the competition.  Workplace culture, diversity and inclusion, relocation benefits, bonuses, etc., all should be part of the messaging you share every day through social media posts, videos, and press releases.  Be sure to convey how your organization values a healthy work/life balance, and what you offer to help with childcare, mental health and other concerns that are outside the workplace.

  • Attracting the Passive Job Candidate – Many times, your next best employee is already employed.  If you are trying to lure them to your company, see if there are ‘feeder’ markets that are outside of your typical recruiting zone and create a campaign that makes applying for your company a great opportunity.  These candidates need to learn about relocation benefits, and the tactics we covered in the previous paragraph.  Your staff also needs to be onboard with your referral program as well, so they can help you reach this passive candidate pool.  Hosting a virtual ‘meet and greet’ to give access to passive candidates who want to explore opportunities further, is a great strategy to get them in the door.  For more on reaching the passive job candidate click here.
  • Training and Tuition Reimbursement – A healthcare employer that is willing to help with employee medical school or trade school tuition will be difficult to compete with.  This may be an option only a few employers can afford, but working with local grants, and helping students receive the money that is already allocated to them would be a tremendous service and build a great deal of loyalty.  A forward-thinking healthcare employer should work with local trade schools, and high schools and offer this assistance as part of an outreach program that will result in more qualified applicants as part of a long-term staffing strategy.
  • Virtual Job Fairs – Going beyond a weekly virtual interview day, hosting a monthly virtual job fair is a great way to attract candidates and gain exposure for your company.  A great strategy is to invite other employers in similar capacity to yours to make the event even more attractive to attend.  You can partner with a medical billing company, a nursing home, a health insurance company and so on, to make it a well-rounded event and bring more applicants into the fold.  Each person that learns about your company can be a potential employee down the road or refer someone to you.

As you can see, virtual and technology will play a big role to increase access, exposure, and efficiency in your hiring strategy.  The sooner you implement it, the better positions you will be and greater competitive advantage you will have. 

There’s a lot more to virtual than hosting events.  Platforms such as premier Virtual are extremely flexible and offer an all-in-one virtual recruitment suite.  Everything from scheduling interviews, to pre-recorded video interview question that qualify candidates, as well as robust reports and automated follow up tools that reduce your cost per hire and your time to hire by up to 70% in most cases.

Schedule your free demo today by visiting www.PremierVirtual.com and see what your own virtual hiring event platform can do for you.

How to Reach Passive Job Candidates

Virtual Interview Days & Meet & Greets

Regardless of where you stand on the practice of finding passive candidates, the reality is we need passive candidates if we’re going to make successful hires and fill our staffing needs in the tight labor market.

Many referrals from employees and colleagues are not active job seekers, yet they remain one of the most sought-after candidate pools to hire form.  It is not to say that employed candidates are better to hire, it is to emphasize that there are many more passive candidates that could be a good fit for your open positions than there are unemployed or active job seekers. The trick is letting them know you are hiring, and how to get in front of them.

What is a Passive Candidate?

Passive candidate are currently employed and are not actively looking to change jobs, but may be open to a new opportunity if it presented itself.  On average only 30% of the workforce is actively looking, which means 70% of the workforce remains passive.  Among passive candidates:

  • 15% are occasionally networking and researching new opportunities
  • 45% remain open to speaking with recruiters
  • 40% describe themselves as content in their current roles and will not entertain new job offers

An important point to consider is even though 40% are ‘not interested’, it doesn’t mean you shouldn’t be positioning your company in front of them.  At some point, they often do move to the other profiles, and they will remember your company when that time comes.

How to Engage with Passive Candidates

There are three main talking points that can get a passive candidate’s attention.

  1. Better salary and benefits
  2. New responsibilities and room for growth
  3. Better work/life balance

A lot has changed in recruiting, but when it comes to these points, a lot has stayed the same.  People typically respond when one, or all of these conditions can be improved by taking on a new job.

Before you begin any type of outreach to passive candidates, there are a few things you need to have in order.

  1. Set up a referral program
  2. Work on your employer brand
  3. Provide the best possible candidate experience.

Referrals remain a powerful tool to fill open positions.  For a referral program to be successful you need to keep it simple, offer incentives and give recognition when someone is hired through the program.

To attract these passive candidates, even after a referral, your company brand needs to meet their expectations.  A positive company culture that is diverse and inclusive and values work/life balance will go a long way to getting that candidate to the interview table.

The interview and their experience from the moment they meet you, to the time they receive a job offer needs to be professional.  The candidate needs to feel as if they are the only person the company wants for that position, and they value them even before they are offered the position.  This type of approach will often stand out among other employers that may be interested in the same candidate, and make the difference in their decision.

Providing Access to Your Company – A person who is a passive candidate, is employed and has very little time to spare.  If you get their attention through networking, referrals or other efforts, they will want to speak with you or gather more information without requiring a great deal of time.

Virtual Interview or Meet and Greet Days are a great way to let this audience know that you are looking for experienced candidates and provide remote access to meet and explore opportunities.  To be successful, these events need to ensure privacy, no candidate is going to want to be in a Zoom webinar or group chat.  You also want to make sure that candidates that attend will not have to wait in a queue to speak with someone.

Using a virtual event platform like Premier Virtual will provide your candidates with the access and privacy they are looking for during this early stage of the hiring process.  We recommend that you offer these events consistently (for example once per month at the same day of the week and time), and promote them using social media, and on your website career page.

During these events make sure to have all HR hands on deck, so that every passive candidate can quickly be welcomed and engaged.  If you want to learn more about Virtual Interview Days, or Virtual Meet and Greets, please contact www.PremierVirtual.com for a free demo.

Do Job Fairs Still Work?

Many employers and organizations continue to turn to job fairs to hire, but do they still work? Truth is there are still positive results from in-person job fairs, but the better results are coming from virtual and hybrid events. This article will shed some light on each of these, and help you determine which direction you should take to find and hire top talent.

Traditional In-Person Job Fair

A job fair is an event where job seekers and employers gather in one location to meet and connect with each other. The purpose of a job fair is to provide job seekers with the opportunity to learn about different companies and job openings, meet with recruiters and hiring managers, and network with other professionals in their field.

Typically, a job fair works as follows:

Registration: Job seekers arrive at the event and register for the job fair, either online or in-person.

Company booths: Companies set up booths or displays showcasing their brand, job openings, and company culture.

Networking: Job seekers have the opportunity to meet with company representatives, ask questions, and network with other professionals in their field.

Interviews: Some companies may conduct on-site interviews with job seekers who they are interested in.

Follow-up: After the job fair, job seekers can follow up with the companies they are interested in and send their resumes and other relevant information.

In-person job fairs offer job seekers the opportunity to make personal connections with potential employers, get a feel for the company culture, and potentially walk away with job offers. They also provide companies with the opportunity to meet face-to-face with job seekers and assess their qualifications and fit for their open positions.

There are several types of job fairs, including:

General Job Fairs: Open to job seekers from various industries and job levels.

Industry-Specific Job Fairs: Focused on a specific industry, such as healthcare, technology, or finance.

Diversity Job Fairs: Aimed at promoting diversity and inclusiveness in the workplace, with a focus on underrepresented groups such as women, minorities, and individuals with disabilities.

College/University Job Fairs: Held on college or university campuses and primarily attended by students and recent graduates.

Career Fests: A combination of a job fair and a festival, featuring entertainment, food, and various career-related activities and workshops.

Virtual Job Fairs: Held online and accessed through the internet, allowing job seekers to connect with potential employers from anywhere in the world.

Recruitment Events: Organized by companies or recruitment agencies, with a focus on filling specific job openings or promoting the company’s brand.

Military Job Fairs: Aimed at connecting transitioning military personnel and veterans with potential employers.

Each type of job fair offers unique benefits and opportunities for job seekers, and it is important to consider your career goals and job search strategy when selecting which job fairs to attend.

Yes, there are benefits to in-person job fairs:

Personal interaction: In-person job fairs provide job seekers with the opportunity to have face-to-face interactions with potential employers, allowing for more meaningful and personal connections.

Immediate feedback: In-person job fairs allow for immediate feedback from potential employers, as well as the opportunity to ask questions and clarify any concerns.

Networking opportunities: In-person job fairs provide job seekers with the opportunity to network with other job seekers, as well as potential employers, which can lead to future job opportunities.

Hands-on demonstrations: Some in-person job fairs may feature hands-on demonstrations or interactive displays, which can help job seekers gain a deeper understanding of the company and the job requirements.

Physical materials: In-person job fairs allow job seekers to leave behind physical copies of their resumes and other materials, making a lasting impression on potential employers.

In conclusion, while virtual job fairs have many benefits, in-person job fairs still offer unique advantages, such as personal interaction and immediate feedback, that can make them an important part of a job seeker’s job search strategy.

Adding Virtual Features: Video interviews and in-person interviews have both advantages and disadvantages.

Advantages of video interviews:

Convenience: Video interviews can be conducted from anywhere with a stable internet connection, making them a convenient option for both employers and job seekers who may have time or geographic constraints.

Cost-effective: Video interviews can save time and travel costs for both parties.

Time-saving: Scheduling a video interview is typically faster and easier than scheduling an in-person interview.

Advantages of in-person interviews:

Better assessment of nonverbal communication: In-person interviews allow for a better assessment of a candidate’s nonverbal communication, body language, and overall demeanor.

Stronger connection: In-person interviews can foster a stronger connection between the interviewer and the candidate, which can lead to a better understanding of the candidate’s fit for the role and the company culture.

Opportunity for in-person assessment: In-person interviews provide an opportunity to assess the candidate’s skills, demeanor, and presence in person, which can be more reliable indicators of their qualifications and fit for the role.

Ultimately, the choice between video and in-person interviews will depend on the specific needs and goals of the hiring organization and the availability and preferences of the job seeker. Both types of interviews have their place in the recruitment and hiring process and can provide valuable information for making informed hiring decisions.

Video interviews and in-person interviews are both methods used to assess job candidates, but they differ in several key ways:

Convenience: Video interviews are more convenient as they can be conducted from any location with an internet connection, while in-person interviews require both the interviewer and candidate to be physically present in the same location.

Cost: Video interviews are generally less expensive as they eliminate the need for travel, while in-person interviews can be more costly due to the cost of transportation and other expenses.

Preparation: Video interviews require different preparation, such as ensuring a professional background and testing technology, compared to in-person interviews which focus more on attire and body language.

Interaction: In-person interviews allow for more face-to-face interaction, including non-verbal cues and the ability to assess body language and overall demeanor. Video interviews may lack this level of interaction, but they can also allow for a more controlled and structured assessment.

Accessibility: Video interviews may provide greater accessibility for candidates who have difficulty traveling, such as those with disabilities or those who live in remote locations.

In conclusion, both video interviews and in-person interviews have their own strengths and weaknesses, and the best approach depends on the specific needs and preferences of the employer and candidate. Both methods should be used in conjunction to provide a comprehensive assessment of the candidate’s qualifications and fit for the role.

Here are some steps for a job seeker to prepare for a virtual job fair:

Research: Research the companies that will be attending the virtual job fair and determine which ones align with your career goals and interests.

Update your resume and LinkedIn profile: Make sure your resume and LinkedIn profile are up-to-date, polished, and tailored to the specific virtual job fair and the types of companies you will be meeting with.

Test your technology: Ensure that your computer, internet connection, and webcam are working properly, and test any virtual meeting software that will be used during the fair.

Dress professionally: Choose attire that is appropriate for a job interview, even though it is a virtual setting.

Prepare a professional background: Ensure the background behind you during the virtual meeting is neat and professional.

Practice your pitch: Prepare a brief introduction that highlights your skills, experience, and career goals, and practice delivering it in a confident and articulate manner.

Prepare questions: Research the companies attending the virtual job fair and prepare questions to ask during your interactions with them.

Arrive early: Log in to the virtual job fair early to ensure that you have enough time to navigate the platform and familiarize yourself with the process.

Follow-up: After the virtual job fair, follow-up with any companies that you are interested in and reiterate your interest in the company and the position.

Here are the steps to host a hiring event:

Integrate virtual access to create a hybrid event with a virtual hiring event platform like Premier Virtual. You will increase access, attract more qualified candidates, and automate your follow-up process. A virtual platform will also serve as a digital registration portal so that you can track all of your attendees and resume submissions.

Define your goals: Determine what type of candidates you want to attract and what positions you need to fill.

Choose a venue: Select a location that is accessible, large enough to accommodate your expected attendance, and has the necessary equipment (e.g., chairs, tables, and audio-visual equipment).

Invite candidates: Advertise the event through various channels, such as your company website, social media, and job boards. Be sure to clearly communicate the date, time, location, and purpose of the event.

Prepare the space: Arrange tables, chairs, and any other equipment to create an inviting atmosphere. Consider setting up a display area to showcase your company’s products or services.

Plan the schedule: Decide on the activities and schedule for the event. This might include presentations, one-on-one interviews, networking opportunities, and more.

Provide information: Prepare brochures, flyers, and other materials that provide information about your company and the open positions.

Have a team in place: Assign a team of recruiters, HR staff, and managers to manage the event and interact with candidates.

Follow up: After the event, be sure to follow up with candidates to keep them informed about next steps in the hiring process.

Remember to make the event a positive experience for all attendees and to provide a professional and welcoming atmosphere.

By following these steps, job seekers can increase their chances of making a positive impression on potential employers and securing job opportunities at the virtual job fair.

If you need help with in-person, virtual or hybrid hiring events contact us at www.PremierVirtual.com for a free demo.

The Future of Hiring – Top Trends to Expect in 2023

As a top-rated virtual hiring event platform, we hear the challenges from the organizations and employers that host events on our platform every day.  


The future of hiring is expected to continue evolving and becoming increasingly digital and data-driven.  Here are some of the trends shaping the future of hiring:

Virtual and remote hiring – The trend of remote work will likely increase the demand for virtual hiring processes, including virtual interviews and assessments. 

Artificial Intelligence (AI) – AI will play a larger role in the hiring process, from resume screening to candidate matching and predictive analytics.

Diversity, equity and inclusion (DEI) – Companies will continue to prioritize DEI in their hiring processes, including using technology to address bias in recruitment and increasing outreach to diverse candidate pools.

Employee experience – The focus will shift from traditional HR practices to creating a positive employee experience, from the hiring process to onboarding and beyond.

Talent communities – Companies will create and engage with talent communities to build relationships with potential candidates, improving their ability to attract and retain top talent. 

Overall, the future of hiring will likely prioritize technology, flexibility and candidate experience in order to attract and retain top talent in a highly competitive job market. 

Let’s drill down to some of the top trends we see as 2023 kicks off.

Smart Hiring and Retention Challenges –  The ‘Great Resignation’ spurred on by Covid might be behind us, but workers continue to leave the workforce in larger than expected numbers.  October of 2022 saw 4 million Americans quit their jobs, which left 10.3 million open positions.  The gap between available jobs and available workers continues to grow, meaning retention is the best strategy to avoid the competition for new hires. 

Limiting turnover has become more important than ever.  The days of ‘letting an employee go’ because so many others were ready to fill that role are gone.  Creating a workplace culture that builds trust and helps employees grow in their careers has always been a smart strategy, but now it has become a necessity.

No matter how much you limit turnover, adding new employees will always be part of a growing company’s needs.  Smart hiring includes tactics that are non-traditional like hosting virtual career fairs, and virtual hiring events. These events open your organization to anyone who is interested, and not limit yourself to a pool of candidates in your area.   Virtual hiring events became mainstream during the pandemic and now, nearly 80% of recruiters prefer virtual to in-person.  The same can be said for busy job candidates who most likely have a full-time job but are weighing their options and can more-readily attend a virtual event.  Make sure you have a virtual hiring event platform as part of your hiring strategy to attract and hire the best talent possible.

The Need for Flexibility – another Covid influenced dynamic is the new remote workforce.  Employers toyed with the idea of letting employees ‘work from home’, but it never took hold.  Post pandemic, it remains a very common and viable option as many workplaces have roles that are as productive and effective from home as in office.

The latest report shows that 48% of the workforce will continue to work remotely or in a hybrid fashion.  Being able to offer this type of work will be a great competitive advantage over the 52% of the workforce that requires workers to be in the office.  A great strategy is to support a remote or hybrid workplace now, so that you can attract the best available talent and be prepared in the event of another disruption.

Skill Gaps and Shortage of Talent – as difficult as finding the right hire already is, shortages in skills and talent are increasing the challenges.  Skills like construction and tech are having an extremely difficult time finding qualified candidates, and the pipeline is not filling up anytime soon.

The answer is internal training and dedicating resources for employee development and growth.  The days of finding skilled and experienced workers are few and far between.  Your best strategy is to hire based on the character traits and work ethic you are looking for and build on the employees skills by training them for your organization.  Offering this type of opportunity will create another strong competitive advantage over employers that do not offer this.

This ‘growth-mindset’ replaces the days of a person working in the same department their entire lives.  Give employees opportunities to learn, mentor, be mentored and apply their skills in other positions.  You may take an average employee and turn them into a star, simply by giving them the support to grow and find their best fit in the organization.

Employee Well-Being – along the lines of creating a great work culture is focusing on the well-being of employees.  The term ‘Quiet-Quitting’ relates directly to the pervasive attitude workers have that they are only going to give so much to their jobs.  This can be a larger problem in workplaces that don’t provide genuine support for their employee’s well-being. 

Make sure your employees know that you appreciate their effort and are vested in their personal well-being.  Flexible work schedules, childcare support, mental health support, physical and emotional well-being programs are all part of the mix.  The more you can invest in the employee’s well-being, the better they will feel about themselves, the company and the more likely they will want to stay with your company.  

Diversity, Equity and Inclusion or DEI – is not a trend, it is a way of the workforce that is here to stay, and rightly so.  Companies can no longer avoid the topic or force employees to adapt to a ‘my way or the highway’ mentality.  From the smallest companies to the largest corporations, those that embrace individuality will attract and hire the best available talent, since everyone wants to be accepted and appreciated.

This can’t be done without a concerted effort, taking time every day to communicate the company’s policy, to encourage team building events, to celebrate the diversity that exists within your organization.  If your attempts are seen as superficial, it will do more damage than good.  Make sure you have a sincere and consistent message, and that your employees know your company is there for them.

Greater use of Virtual, AI and Automation – technology is always evolving, and another product of the pandemic is how quickly employers and employees had to adjust and adapt to new technology.   Software like Zoom and Microsoft Teams is now an everyday event, and the best companies continue to evolve and add virtual platforms that improve communication, efficiency, productivity and workflows.

When it comes to hiring, virtual events have proven to be much more efficient and, in many ways, more effective than in-person events.  The new trend is moving towards hybrid events, that offer in-person and virtual access.  Clearly the employers that embrace and invest in the best technology and automation will have the best chance for success.  A virtual hiring event platform like Premier Virtual completely automates the follow-up process to be able to track hires from your events.  It’s innovation like this that separates the best from the rest and position your company to attract the best talent.

Holistic Digital Transformation – taking the last point one step further, building profiles of the ideal customer, worker, workflow and expected results will create a very clear picture of what they company stands for, and how they will deliver that to their customers.  A holistic approach will never lead to a fixed rigid business model, but rather one that can adapt to change, and creates value through different kinds of partnerships.

By approaching your business in this way, your employees have a greater sense of what is expected of them, and that makes it easier to define the kind of employees you need to keep that going.  When a company can support this transformation with digital tools, data and supporting infrastructure, the vision and mission will be pervasive, and the culture will attract and retain the best talent.

Transforming HR through Tech and Data – as we’ve touched on through AI and Virtual, HR needs to come out of the stone age and embrace today’s technology.  There are many excellent platforms that help in every phase of hiring, and many employers continue to resist and prefer to do things’ the old way’ or sticking with the status-quo.

When it comes to tech, companies are turning to cloud computing, virtual platforms, collaboration technologies, and digitization to improve HR operations and the employee experience, according to the Society for Human Resource Management.  Don’t wait until the right time because it will cost you another competent new hire. The time to upgrade your technology is now, at all costs!

The challenges in hiring will remain extremely high in 2023 due mostly to the labor shortage, but if you can work on getting ahead of these 8 trends, you will create a competitive advantage that can be the difference between meeting your staffing challenges, or no



Leveraging Premier Virtual Beyond Hosting Job Fairs

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

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

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

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

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

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

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

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

Masshire Healthcare Use Case

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

Hiring has Undergone a Fundamental Shift

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

  1. The shift from in-person to virtual hiring

First, the shift from in-person to virtual that was accelerated by the pandemic is here to stay.  It was already happening before the pandemic, but at that time, it was more of a ‘nice to have’ option, that quickly became a ‘must-have’ option due to social distancing.

What we found out is that virtual hiring is more efficient, more effective and with the right platform, extremely easy to execute.  With Premier Virtual, the leading virtual hiring event platform, you can create your account, set up your event, and launch it all in a matter of minutes. Ideally, you want time to promote a virtual hiring event, but using the platform is not dependent only on hiring events.

An all-in-one virtual hiring platform like Premier Virtual is always on, and always open for your potential job candidates.  You can leverage the platform 24/7 by creating virtual job boards, and virtual hiring rooms that never close.  This gives your team, and your applicants the flexibility to research your company, apply and meet your recruiters. 

With the built-in two-way scheduler, candidates can schedule time on a recruiter’s calendar, and recruiters can also request an interview with candidates they feel are a good match.  Because the platform allows recruiters to search resumes, they can quickly find the talent they’re looking for. Recruiters can also view the video interviews that candidates can record as part of their profile to get a much better feel for the person, that you can’t get from reading a resume.

Virtual hiring has also led to virtual work which has exploded since the pandemic.  Even with many companies insisting workers return to the office, the need and demand for virtual work remains.  We project that employers who embrace this, and lead with this, will be much better positions to find and retain the top talent that prefer this style of work, and flexibility it offers.

We see national hiring events, that post positions with the description, ‘Anywhere, USA’ openings, or they group openings by time zones instead of specific office locations.  Again, the companies that are embracing this approach and making remote part of their culture, are winning the talent wars.

  • This shift to proactive hiring

Hiring remains one of the most difficult things companies have to do in order to remain competitive.  The passive job market, although much larger than the active job market is often overlooked.  Most companies are marketing themselves only to active job seekers, but every worker is a potential employee, if they know about your company and what you have to offer.

Strategies to consider that will keep your company in the hearts and minds of potential future employees include everything from being active in your community by supporting events and non-profits to creating a newsletter, blog or insightful podcasts.

If you are a tech company, and host mixers or meet-ups that are open to the public, you can attract passive job seekers that find value in your network.  You may even create an in-formal networking group that helps its members connect and find meaningful work, even if it’s not at your company.  The value you offer will give your company a competitive edge when it does have a position that meets that candidate’s skills.

Here again, virtual is a powerful tool since you can host virtual events and meet potential candidates.  Creating a pipeline of talent is crucial to stay ahead of the labor crunch.  A recent report shows hiring has slowed to 41 days on average, a number that was only 9 days in 2009.  The cost to hire is also averaging at around $4,425, according to SHRM and If you want to be able to hire the best talent in the least amount of time, a professional pipeline is crucial.

We see that companies using virtual hiring events reducing time to hire to that 9–10-day period, which also comes with a dramatically reduced cost to hire, a win-win! 

Have you made the shift?

Is your company still hiring in-person, only looking to fill jobs at the office, and not building a qualified pipeline of potential candidates?

If so, we can help you transition and leverage the tools available to make your company relevant in the job force and a place that is sought out, instead of the other way around.  Schedule a free demo today to see how the Premier Virtual, all-in-one recruitment platform can position your company for hiring success.

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.

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

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

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

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

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

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

5 Reasons Virtual Hiring Platforms are 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.

Request Pricing

Request a Demo


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