In-person career events can be valuable, but often, recruiters spend the day engaging in lukewarm conversations with half-interested prospective candidates.
With some 97.6% of workers reporting they would be happier working remotely, coupled with the pandemic, perhaps virtual hiring events are the way forward. Candidates get to network with company representatives, learn about job openings, and submit their resumes to prospective employers without leaving the comfort and safety of their homes.
For employers, it’s a chance to connect with and market their company to a diverse range of top talent.
Types of virtual hiring events
- Recruitment fairs
Typically targeted at graduates, these enable junior candidates to engage with prospective employers. Brochures, leaflets and other resources are usually available for download afterwards.
- Career days
These help companies identify top candidates, collect resumes, and market their brand to prospective talent. Attendees learn more about the employer, hear from existing staff, and engage with the hiring personnel.
- Webinars
Webinars are a less interactive but nevertheless effective way for hiring managers to reach a wide range of candidates.
- Virtual professional development events
These include masterclasses, seminars, and training sessions to help qualified candidates learn new skills or hone their existing ones.
Benefits of virtual hiring
Virtual hiring events present fewer logistical challenges and require less time, money and effort. They can target a larger geographical area, or hone in on more specific criteria.
Here are six steps to help companies organise a successful virtual hiring event.
1. Choose your platform carefully
Invest in an interactive solution that best meets your needs, allowing you to communicate with ease, keep candidates engaged, and measure the impact and return on investment of the event.
Different solutions offer different packages, which might include networking tools, virtual stands, break-out chat rooms, video interviews, workshops, or panel discussions. Decide where your priorities lie and do your research before committing to a solution.
2. Plan ahead
Employers need to work harder to structure the day, build relationships and keep attendees engaged, which requires a lot of planning. Considerations include:
- Setting objectives
What kind of candidates are you trying to attract, and what do you want them to take away? Is your priority to collect resumes, find talent with a specific skill set, or give unique insights into your workplace’s culture?
- Catering to attendees
How many are expected to attend, and what is your maximum capacity? Will you structure the day around different sessions or encourage focus groups? How will attendees reach out to those they most want to engage with?
- Sticking to your budget
How much will the event cost, and will you try to get sponsorship?
- Conveying information
What information and content will you share with candidates, and how?
3. Streamline the sign-up process
A long, drawn-out sign-up process is a surefire way to deter curious candidates. Registration should be quick and simple – think about the details you really need and stick to that.
The time to demand resumes and cover letters, or send out complex questionnaires, will come once you have wowed candidates.
4. Make your event stand out
No one wants to sign up for an event that involves being lectured by a company’s CEO for two hours about how fantastic it is to work there. Unleash your creative side to plan fun, engaging and memorable sessions for your attendees. Consider:
- Virtual stands
Leverage eye-catching imagery, engaging videos, and links to relevant content to communicate with your attendees.
- Live chat
Prospective employees will feel much more engaged if they can ask questions and share feedback in real-time.
- Job application features
If your goal is to recruit talent for specific roles, provide the means for them to do so. Go one step further and invite committed candidates to have one-on-one chats with a hiring manager in a virtual breakout room.
- ‘Ask Me Anything’ sessions
Invite attendees to ask your employees anything they want. Encourage your employees to answer openly to establish trust and demonstrate your company’s commitment to transparency and honesty.
- Fireside chats
This is a more casual and relaxed way to convey information. For example, a junior employee could interview a senior colleague or a superior.
- Office tours
Providing candidates with an exclusive office tour. Show them your meeting rooms, recreational spaces, and the best place to get a sandwich.
- Happy hours or coffee mornings
There’s nothing people love more than a freebie. Consider sending out a gift card to your attendees to buy drinks or a slice of cake.
5. Market your event
A virtual event page and solid social media campaign will help raise awareness and drive sign-ups. Encourage your employees to promote the event to their close connections and social media networks.
Don’t forget to send out a reminder email to everyone who has registered to boost your attendance rate.
6. Follow up
After putting in a great deal of effort to build your talent pool and make new connections, don’t let them slip away. Follow up at least once after the event, thank your attendees for coming, provide additional information, and invite them to apply for a job opening or attend future events.
This article first appeared in Vervoe.
At Vervoe, their mission is to fundamentally transform the hiring process from mediocracy to meritocracy.