Recruiting events are changing and recruiters need to be prepared for the next evolution of events. Check out some of these traditional recruiting events and they’re latest updates:
High Volume Hiring Events
High volume recruitment represents many different challenges for recruiters. Typically this refers to hiring for a large number of open positions in a given time frame, which can range from hundreds to thousands of positions a year. Common in industries such as healthcare, hospitality and retail, the need for a large volume of new hires can be due to expansion or seasonal hiring. Events specific to this can include industry specific or local career fairs.
Another form of high volume work for recruiters is not related to the number of positions but rather the number of applications. While having a large number of applicants can be a positive thing it also results in a large amount of sorting, screening and analysis for recruiting teams. By implementing intelligent automation and using a ATS and CRM this process can be managed. This is a challenge recruiters face when an event is successful.Traditional #RecruitingEvents are changing and recruiters have to keep up. See how you can keep up with some help from @Oleeo_:Tweet This!
Lastly, interviews can be a large volume of work for recruiters. Super Days or other high volume interview events like career fairs can be extremely challenging. To overcome this technology can simplify the interview experience for candidates and interviewers. Critical pieces are mobile self scheduling, automated high volume itineraries, collaboration and feedback.
The following sections describe different types of these events in detail.
General Career Fairs
General career fairs allow your company to reach a lot of people from many different backgrounds. You can also build connections with different local business owners and passive candidates who are interested in your company. Engaging with these prospects can help you diversify your talent pipeline. They can be hosted in many different venues such as community event centers, convention centers, hotels, local universities, etc.
How They’re Changing: General career fairs are largely local and have a wide variety of positions offered from entry-level to management. Often sponsored or underwritten by local media, savvy companies may want to explore how they might partner on a niche specific career fair, a speaking engagement or feature article regarding the company. General career fairs are also an excellent choice for a company moving to a new location or just opening up. These career fairs can be considered a long-tail expense because employees may not immediately apply with your firm, but they will likely remember a conversation or keep a card given to them. Ensure you capture information and have benefits information and all open positions easy to access at your booth, whether you have a technology partner that offers mobile ready applications, or a link on a card you give out.
Campus Career Fairs
Campus recruiting efforts are a great way to target college prospects for entry-level positions. In fact, 74.9% of employers that responded to a 2018 NACE study had focused their recruiting efforts on U.S. colleges. On average, employers attended 41 college fairs last year and 88.8% of these said identifying talent early is extremely or the most important through internships or co-ops. Career or job fairs were used by 97.1% of respondents as a branding technique and was ranked first as the most effective technique by 80%.From high-volume #hiring events to Campus Career Fairs, #RecruitmentEvents are changing. See how @Oleeo_ can help you keep up:Tweet this!
How They’re Changing: Using a blend of the traditional campus career fair combined with fresh ideas will help you yield the best results. New ideas include:
It’s important to set expectations as to what you will gain from a career fair. For example, Oleeo data has identified that the most successful career fairs can be as little as just six of the 100+ career fairs - producing around eight eventual hires. While this may seem like a low number, take into consideration the exposure your company is gaining as well. Keep a tally of the amount of candidates spoken to and the contact information gained. Building your employer brand is also part of the recruiting event process. Typically, candidates are likely to attend more than one event so it is good practice to run many events and then measure success at the end of the campaign.
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