Hosting a virtual career fair takes time and effort, so of course you want to reap the best results.
It’s an excellent opportunity to reach top talent anywhere in the world, any time. In the virtual environment, you can even access those elusive candidates who are currently employed or who wish to maintain their privacy. And, it represents an ideal format to attract qualified candidates seeking to relocate or whose schedule does not allow them the opportunity to travel for an in-person hiring event.
There are some important nuances to hosting an online fair as opposed to a live one, so we created this guide to assist you.
Here are seven valuable secrets to bolster the results for your organization and attendees.
1. What’s your strategy?
Like any successful event, virtual career fairs don’t happen overnight. Make a list of everything you’ll require, from the staff you’ll need to cover the event to the positions for which you’ll hire, along with a detailed plan and a timeline for completion. Some aspects to consider include:
- The number of attendees you expect
- Your open positions
- Who will respond to inquiries?
- Software needs, such as applicant tracking systems, scheduling software, multifaceted virtual meeting software that allows interviewing, break out rooms and large groups.
- Companies and/or recruitment firms you might partner with
- How you will market the fair to get applicants? This part is key. Having applicants show up pre-COVID was difficult.
- The targeted group you wish to attract. Is it for a single job, single employer, experienced applicants, entry level college graduates, entry level high school, etc.?
2. Take stock of necessary materials.
Even the most basic virtual job fair includes a few must-have elements, such as:
- A list of current open positions
- Company benefits listings in a downloadable format
- Current corporate videos
- The latest company news and PR
- Company locations map
Identify what materials exist and what will need to be created or updated.
3. Don’t shy away from creative applications.
Depending upon the size of your company and the complexity of your virtual career fair, there’s no end to the interesting ways you can engage attendees. Think branded e-environments with inviting welcome areas, video greetings from company executives, colorful exhibit areas that are easy to navigate, chat rooms where candidates can interact with recruiters to learn more about your organization, and more.
4. Share unique information that’s not available elsewhere.
If candidates are taking the time to come to your online hiring event, they should receive some special information to aid them in their job search. For example, virtual career fairs provide a great space to promote new material that’s not found on your company website. Some great ideas for unique content include employee testimonials, “day in the life” videos, and interviewing tips specific to your organization.
5. Make the most of promotional efforts.
Just like any event, advertising is vital to ensure the success of your virtual hiring fair. Your multi-faceted event marketing campaign could include promotion on your company website, via social media, with banners on relevant trade/professional websites, job boards, and email campaigns, among others. The more diverse the selection of marketing vehicles used, the better your chances are of reaching potential attendees. You might even consider supplementing your digital promotions with public relations efforts, print ads, and/or radio spots, depending upon your target audience.
6. Establish communication channels with your attendees.
Once potential candidates have registered, set up a regular communication schedule via email and social media to keep them informed. A final reminder should go out the day before and the day of your event. It’s also wise to encourage job seekers to upload their resumes in advance so that hiring managers and/or recruiters have a chance to review and reach out to applicants before the fair. Many virtual career fair platforms also offer the ability to watch speakers or recorded webcasts on-demand after the event is over. If this is the case for your career fair, be sure to send out reminder emails that the virtual event is still open. These reminders should include useful information such as how to access recorded webcasts, and how to ask questions after the event and receive a prompt response.
7. Don’t forget to follow up.
Once you have successfully hosted your virtual career fair, you’ll be feeling great! This is the time to take advantage of the new information that will be available to you. Utilize your analytics to create a list of viable candidates for follow-up. Also reach out to individuals who attended and may have more questions. If you come across candidates who seem like a good fit for your company, set up time to meet via Zoom for follow-up interviews.
Whether simple or elaborate, a well-conceived online job fair can allow your organization to shine. Is your firm ready to master the virtual recruitment process? The HR Team is here to help! Please reach out to our friendly professionals to get started.
About The HR Team: Founded in 1996, The HR Team is a Maryland-based human resources outsourcing firm committed to developing strategic, customized solutions that respond to the unique needs and cultures of organizations of all types and sizes. Available as a one-source alternative to an in-house HR department or on an à la carte project basis, the company’s flexible service models address the full spectrum of HR needs that many organizations struggle to address. The HR Team helps clients achieve their highest level of success by providing value-driven human resources services that leave them time to focus on what they do best: directing business growth and profitability. Headquartered in Columbia, Maryland, the firm serves all of Maryland, Washington, DC, and Virginia. To learn more about The HR Team, call 410.381.9700 or visit https://www.thehrteam.com/.