Thanks to the pivot to remote working over the past two years, recruiters now have the freedom to hire the best candidates they can find regardless of where they are. In other words, the entire world is now the new talent pool. “With a typical office you have a 50 mile radius before potential hires need to relocate,” comments Jenny Bloom, CFO of Zapier (a company with 500+ people in 38 countries). ”With remote work, there are no boundaries.”
However, this ease of access to talent hasn’t necessarily translated into an easier recruitment process.
The same lifting of geographical boundaries that allows recruiters to have more choice in hiring talent, has also meant that candidates have more choice than ever before in finding a new role. This means that recruiters have to go the extra distance (pun intended) to promote their company amongst candidates, make their employer brand stand out, and influence candidates' decisions about who to work for.
That’s where virtual hiring events come into play.
What’s a virtual hiring event?
Virtual hiring events, or virtual career fairs, are a way for recruiters and HR professionals to easily and efficiently connect directly with potential candidates from all around the world. Through the capabilities and features of the virtual event platform used for the occasion, organizers can showcase company branding and quickly and easily find the talent you need. Here’s how:
1. Show off the best and unique aspects of your company
Via a virtual event platform, you can showcase your EVP to potential candidates in a variety of ways - of which, the virtual Expo Booth is one of the best.
Organizers can use booth widgets to highlight company USPs and get candidates excited about working at the company:
- Upload videos that showcase company culture, introduce prospective teammates, or give candidates a glimpse into what a day in the life at work would be like
- Share media - blogs, photos, infographics - to give candidates insight into the organization's vision
- Staff the booth with a company representative to answer questions
- Use a ‘register interest’ button to build a pipeline of passive candidates for future roles
To make recruitment even more personalized, organizers can invite teams or departments to set up their own virtual booths to give candidates a deeper understanding of day-to-day operations.
You can also leverage virtual Stages to show candidates exactly why they should want to join the company! You can play pre-recorded videos speaking to your mission and goals throughout the event. If possible, you can arrange for a keynote from the CEO to kickoff the open house and arrange for leadership in the company to hold sessions throughout the day to give your event a truly personal touch.
2. Speak with candidates 1:1
Recruiting is all about building relationships but HR professionals often do not have the time to get to know a candidate at a level that is deeper than their resume - simply because of time constraints. Using a virtual event platform like Zuddl can help address this issue.
Leveraging platform capabilities, organizers can set up virtual rooms and meetings - to have simple introductory chats that make candidates feel welcome early in the process, hold more intensive interviews, and host group conversations that bring to light a candidate's teamwork, communication and management skills.
- Smart networking: Organizers throwing an open house can use Smart Networking to connect recruiters with the right candidates for 1:1 meetings.
- Virtual breakout rooms: Recruiters can host small group discussions or collaborative assignments within Rooms to help candidates put their best foot forward.
3. Make the entire experience fun, exciting and inclusive!
The application process can be downright boring and/or a nerve-wracking experience, so making your virtual event an experience that attendees will remember for all the right reasons is just one way to make your company stand out from the competition. To do so, organizers need to blend their creativity with the capabilities of the virtual event platform. Here are some ways:
- Bedazzle the virtual venue: Thrill potential candidates from the get-go by playing a welcome video when they join the event, and create a branded immersive virtual venue that candidates will have fun exploring. For instance, you can create a professional looking company lobby that helps candidates navigate through the venue, networking zones and breakout rooms as well as add some fun elements like virtual photobooths and gaming zones.
- Gamify the event: Introduce a fun spirit of competition into the proceedings by rewarding points for activities completed during the event and giving prizes to those who top the leaderboard! Try to come up with activities that are educational and memorable such as a virtual scavenger hunt (with items like take a picture at the virtual photo booth or connect with 2 team leads), or a trivia sheet (where candidates must talk to senior employees to learn the answers). Winners can receive exclusive company swag.
- Use live-captioning and translation integrations: Make candidates from different geographies feel comfortable and supported at your event by making your content and communications easily understandable for all.
4. Leverage data for effective follow-ups
One of the biggest advantages of hosting a virtual event as compared to its in-person counterpart is the difference in data collection. In using a virtual event platform for your event, you’ll be able to obtain engagement and lead data that’ll help you:
- Keep the conversation going with qualified candidates
- Stay in touch with passive candidates for future pipelines
- Refine subsequent events
To sum up…
Virtual hiring events give recruiters an incredible opportunity to source and build relationships with talent from all around the world. However, this opportunity can be squandered if event organizers and HR professionals are unable to get all aspects of the event right.
The first step is for organizers to understand how to leverage the capabilities of the virtual event platform chosen for the event to its utmost potential, and second, to ensure that all aspects of the event are as human and customized as possible. Keeping the candidate experience at the forefront - making sure every interaction makes them feel comfortable, supported, and good about joining your company - will distinguish your event and organization from the competition.