How schools are leveraging virtual host career fairs for staff and students
And How to Get them Back!
There is a shortage of workers in America, there is no argument there. Across all industries, hiring has become more difficult, and retention seems to be just as, if not more difficult. This combination has built up to a tipping point in today’s workforce and it’s hard to say if either side, the employer or the employee, has an advantage.
Let’s look a the worker shortage a little closer. There are several reasons why there is a worker shortage in America. Here are some of the key factors:
- COVID-19 pandemic: The pandemic disrupted the labor market in numerous ways, with many workers either losing their jobs or choosing to leave the workforce due to health concerns or family responsibilities.
- Aging workforce: The US has an aging workforce, with many baby boomers retiring and leaving a gap in the labor force that is difficult to fill.
- Skills mismatch: The skills required by employers are evolving, and many workers may not have the necessary skills or training to meet the demand.
- Generous unemployment benefits: Some economists argue that the generous unemployment benefits provided during the pandemic have discouraged some workers from seeking new jobs.
- Immigration policy: Tighter immigration policies have reduced the number of foreign workers coming to the US to fill jobs.
These factors, along with others, have contributed to the current worker shortage in America. 🇺🇸
What industries face the biggest labor challenges?
The labor challenges faced by different industries can vary depending on a variety of factors, including the skills required, working conditions, pay and benefits, and the availability of workers. However, some industries that have been particularly impacted by the current worker shortage in the US include:
- Hospitality and tourism: The pandemic has hit the hospitality and tourism industry particularly hard, with many workers either losing their jobs or leaving the industry due to health concerns.
- Manufacturing: The manufacturing industry has been facing a shortage of skilled workers for several years, and the pandemic has only made this worse.
- Healthcare: The healthcare industry is facing a shortage of nurses, doctors, and other healthcare professionals, which is particularly concerning given the ongoing COVID-19 pandemic.
- Transportation and logistics: The transportation and logistics industry is struggling to find enough truck drivers and warehouse workers to keep up with demand.
- Construction: The construction industry has been experiencing a labor shortage for several years, and the pandemic has only exacerbated this, with many workers either leaving the industry or facing delays due to supply chain disruptions.
These are just a few examples of the industries that are currently facing labor challenges in the US.
So, what do employers need to do to find and hire the best talent in a tight labor market?
Here are some best practices for hiring during low unemployment?
When unemployment is low, it can be challenging for employers to find and attract qualified candidates. Here are some best practices for hiring during low unemployment:
- Focus on employer branding, and showcasing your positive workplace culture. In a competitive labor market, it’s important to stand out as an employer of choice. Develop a strong employer brand that highlights your company’s values, culture, and benefits.
- Embrace the latest technology. Ensuring your company or organization is leveraging the latest HR tools, like virtual hiring events, gives you the best opportunity to succeed.
- Offer competitive compensation and benefits: With low unemployment, candidates have more bargaining power when it comes to compensation and benefits. Consider offering competitive pay, comprehensive benefits, and perks like flexible scheduling or remote work options.
- Be open to alternative qualifications: With a limited pool of candidates, consider being flexible with job requirements and qualifications. Look for candidates with transferable skills or experience from related industries.
- Streamline the hiring process: A lengthy hiring process can turn off candidates, especially in a tight labor market. Streamline your hiring process by using technology like video interviews, pre-employment assessments, and applicant tracking systems.
- Tap into employee referrals: Your current employees can be a valuable source of referrals for new hires. Offer incentives for employees who refer successful candidates, and encourage your team to spread the word about job openings.
- Build relationships with potential candidates: Don’t wait until a job opening arises to start building relationships with potential candidates. Attend industry events, connect with candidates on social media, and consider partnering with local schools or training programs to develop a pipeline of talent.
By implementing these best practices, employers can increase their chances of attracting and hiring top talent in a low unemployment environment.
What trends in human resources technology are making it easy to find and hire the best talent?
Human resources technology has evolved significantly in recent years, and there are many tools and platforms that can make it easier to find and hire the best talent. Here are some of the trends in HR technology that are making the hiring process more efficient and effective:
- Artificial intelligence (AI) and machine learning: AI and machine learning can be used to analyze job descriptions and resumes, identify top candidates, and even conduct initial screening interviews.
- Virtual Hiring Events and Job Fairs grew in popularity during the pandemic, and their results show they are here to stay. Platform like Premier Virtual’s offer all the latest tools and resources bundled into one, easy to use, mobile friendly platform. Leveraging this technology helps you meet your applicants where they are most comfortable, attracting more applicants, and making better hires.
- Applicant tracking systems (ATS): ATS software streamlines the hiring process by allowing employers to manage job postings, resumes, and applicant communication all in one place.
- Video interviewing: Video interviews can save time and money by allowing employers to conduct initial screening interviews remotely, and they can also provide a more personal touch than phone interviews.
- Mobile recruiting: Many job seekers use their mobile devices to search for jobs and apply online, so mobile-friendly job applications and recruiting platforms are becoming increasingly important.
- Social media recruiting: Social media platforms like LinkedIn and Twitter can be valuable tools for finding and connecting with potential candidates, and some companies are even using social media advertising to promote job openings.
- Employee referral programs: Referral programs have long been a popular way to find top talent, and technology can make it easier to manage and incentivize employee referrals.
These are just a few examples of the trends in HR technology that are making it easier to find and hire the best talent. By leveraging these tools and platforms, employers can streamline their hiring process and attract top candidates more effectively.
Leveraging these tools will not create new job seekers, but it will give your company or organization the best opportunity to get in front of the most qualified applicants, and make the difference between a quality hire in less time, and a desperate hiring decision that drags on, and costs more money in lost productivity.
Attract, Engage & Hire -Top Strategies for Successful Hiring Events
Attract, Engage & Hire To host a successful job far or hiring event, there are three areas you must master. Learn how to do all three in this blog post.
Talent acquisition professionals are responsible for finding, attracting, and retaining top talent for their organizations. In today’s fast-paced and ever-changing business landscape, talent acquisition professionals face numerous challenges that make their job more difficult than ever before. In this essay, we will discuss the challenges faced by talent acquisition professionals and suggest some strategies to overcome them.
Competition for Top Talent
One of the biggest challenges that talent acquisition professionals face is the competition for top talent. As the job market becomes increasingly competitive, it is becoming more and more difficult to find qualified candidates who have the skills and experience necessary to fill open positions. To address this challenge, talent acquisition professionals must be creative and proactive in their recruitment efforts. They may need to consider alternative sources of talent, such as recruiting from non-traditional fields or targeting passive candidates who are not actively seeking new job opportunities.
Keeping Up with New Recruitment Technologies and Strategies
Another challenge facing talent acquisition professionals is the need to stay up-to-date with new recruitment technologies and strategies. With the rapid pace of technological change, it can be challenging to keep up with new trends and tools. Talent acquisition professionals must stay informed about new recruitment technologies, such as artificial intelligence, chatbots, and social media, and be willing to adopt new strategies that will help them attract top talent.
Navigating the Complexities of a Diverse and Global Workforce
In addition to the challenges of competition and technology, talent acquisition professionals must also navigate the complexities of a diverse and global workforce. With an increasingly diverse workforce, talent acquisition professionals must be able to attract and retain candidates from different backgrounds and cultures. This requires a deep understanding of the needs and preferences of different groups and a willingness to adapt recruitment strategies to meet their needs.
The Impact of Covid-19 on Talent Acquisition
One of the most significant challenges facing talent acquisition professionals today is the impact of the COVID-19 pandemic. The pandemic has fundamentally changed the way that organizations recruit and retain top talent. With remote work becoming more prevalent, talent acquisition professionals must adapt their recruitment strategies to attract candidates who are comfortable working from home. They must also be mindful of the mental health and wellbeing of candidates and employees, as the pandemic has taken a toll on many individuals’ mental health.
To overcome these challenges, talent acquisition professionals must take a proactive and strategic approach to recruitment. They must develop a deep understanding of their organization’s culture, values, and strategic objectives, as well as the needs and preferences of the talent they are looking to attract. They must also be willing to invest in training and development to keep up with new technologies and trends.
A trend that began during Covid-19 and is here to stay is integrating a virtual hiring event platform like Premier Virtual as part of your hiring strategy. Many job seekers don’t have the time to search for jobs, and then attend in-person interviews. A virtual hiring event makes it easy to attend and explore available opportunities, and is a great way for talent acquisition professionals to effectively vet the best candidates. Another advantage to virtual is the ability to reach the passive job seeker, that is most likely employed and prefers virtual options to gauge interest in a new career move before applying for the position.
Creating a Strong Employer Brand
Another strategy that can help talent acquisition professionals attract top talent is to create a strong employer brand. A strong employer brand can help an organization stand out in a crowded job market and attract candidates who share its values and culture. Talent acquisition professionals can build a strong employer brand by developing a clear and compelling messaging strategy, building relationships with top candidates, and creating an engaging and positive candidate experience.
The ability to collect and analyze data can significantly help talent acquisition professionals overcome recruitment challenges. The data shows the effectiveness of different recruitment strategies, and talent acquisition professionals can identify areas for improvement and make data-driven decisions that will improve their recruitment efforts. They can also use data to identify potential talent pools and target their recruitment efforts more effectively.
In conclusion, talent acquisition professionals face numerous challenges in today’s fast-paced and ever-changing business landscape. They must navigate the complexities of a diverse and global workforce, stay up-to-date with new recruitment technologies and strategies, and adapt to the impact of the COVID-19 pandemic. To overcome these challenges, talent acquisition professionals must take a proactive and strategic approach to recruitment, building strong employer brands, and using data to inform their recruitment strategies. By adopting these strategies, talent acquisition professionals can attract top talent and help their organizations succeed in the long term.
The entire labor market is tight, and demand is high among employers across the board. The strain left behind from the great resignation, and the ongoing ‘quiet quitting’ combined with overall low unemployment rates, are make hiring more challenging than we’ve seen before.
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.
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.
- Better salary and benefits
- New responsibilities and room for growth
- 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.
- Set up a referral program
- Work on your employer brand
- 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 PremierVirtual.com for a free demo.
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.
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 not.
Using the Premier Virtual platform to host hiring events is a no brainer. After all, it’s a powerful platform that allows you to maximize your virtual hiring by attracting and engaging with the most qualified prospects.
In addition, the virtual environment attracts both the active job seeker, as well as the more lucrative, passive job seeker, that employers are trying to get in front of. Because of its non-threatening, low-pressure environment, job seekers are more comfortable attending virtual job fairs to learn more about an employer and open positions.
When there is a good fit, job seekers can initiate a chat with the recruiter, and the recruiter can seamlessly transition into a video interview if they find the candidate has the skills they are looking for. The entire process can take just a matter of minutes, respecting everyone’s time and if an offer is made, greatly reducing time and cost to hire.
All that said, virtual platforms like Premier Virtual can help you do much more than host virtual job fairs. In fact, when leveraged properly it can become your all-in-one recruitment tool.
Here are some of the many ways Premier Virtual can improve your hiring strategy beyond hosting a virtual job fair.
- Host a Hybrid Event – the savviest of employers have truly begun to embrace this critical hiring strategy. Yes, we are in a post-pandemic world, but the behaviors that the pandemic helped accelerate are here to stay. Hybrid or remote work will continue to grow, and the ability to attend an event virtually will remain an attractive option to many job seekers. Beyond that, using Premier Virtual at an in-person job fairs is a great way to create a digital registration process, and keep track of all the activity digitally. No more printed resumes, or notes on paper to follow up with. Everything now can be captured digitally, downloaded in a comprehensive report that integrates with your current ATS system so that nothing (or no one) falls through the cracks.
- Schedule interviews in Advance – the Premier Virtual platform has and advanced interview scheduling tool, so that attendees do not have to wait in a long queue to speak with a recruiter. If the applicant sees a job they like, they can access the recruiters schedule and simply request an interview at an available time slot. This tool can also be used by the recruiter to schedule an interview with a job seeker they believe is a good fit, based on the resume, certifications or video resume uploaded by the job applicant.
- Virtual Job Board – we continue to see workforce boards and other employment agencies leverage the platform to post a virtual job board. This becomes a place where all the employers participating in the job fair can easily post their open positions, so that job seekers can see every opportunity at a glance. These boards can be accessed before and after the event, to continue to drive qualified candidates to the employer that best matches their job search.
- Resume Review Service – the Premier Virtual platform also offers a complimentary resume review service. Hosting a ‘virtual ready’ event prior to the hiring event offers a great deal of value to job seekers that might be a bit apprehensive if they are not familiar with the technology. This event is a great opportunity to offer the complimentary resume review service that all attendees can take advantage of. The initial review is complimentary and can significantly improve the chances of the attendee receiving an offer. This is also a great way to pre-screen candidates and even schedule interviews with qualified candidates.
- Workshops and Onboarding– as with resume reviews, leveraging the platform to host workshops and even onboarding provide a great deal of value to the attendees and those who go on to become employees. Workshops can be hosted by different employers or by different departments within one organization. They can range from helping attendees prepare to the event, to a simple ‘meet and greet’ with a company recruiter sharing details about the corporate culture and what an employee can expect when they work there. Transition the platform to the onboarding process is seamless since the employee is already familiar with the platform, and recruiters can meet one on one or create a group onboarding event.
As you can see, these are just some of the ways you can leverage Premier Virtual to do more than host virtual hiring events. There are many other uses and use cases, that you can download here.
Make 2023 the year you start using the Premier Virtual platform for everything it was intended for and watch your hiring results dramatically improve.
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.
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.
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.