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Attending or hosting recruitment events is a common strategy for organizations seeking to recruit new candidates. However, due to poor planning or inadequate communication, recruitment events may not yield the results that HR leaders are looking for.
Below, members of the Forbes Human Resources Council share strategies for how to make the most out of recruitment events. With strategic planning, communication and goal-setting, HR leaders can use these events to connect with a wide audience of potential candidates.
1. Use SMART Goals To Measure Success
To excel in recruitment events, you need to establish SMART goals (specific, measurable, achievable, relevant and time-bound). Proper planning, captivating content, event promotion and providing interactive experiences are key. Post-event, conduct a retrospective to assess performance, collect feedback and refine strategies for the future. Use data analytics and measure metrics like attendance and conversion rates. - Chad MacRae, Tinder
2. Check Your Current Applicant Pool
Do a thorough investigation into your job boards and applicant tracking for applicants currently sitting unused in your applicant graveyard. Today, only 3% of paid applicants convert to FTEs, leaving 97% of your pool unused. Instead of going back to sponsoring new jobs, it is likely worthwhile to revisit applicants that you already own. - AJ Richichi, Sprockets
3. Be Prepared To Engage With Candidates
It’s important to send recruiters who understand how to engage in conversation. Make sure your HR team has been trained to listen and give feedback on what a candidate says. - Donald McDermott, D.G. McDermott Associates
4. Give Job Seekers The Information They Need To Prepare
When organizing recruitment events, HR teams should prioritize clear, timely communication. Detailed information about the event, including the schedule, participating companies and opportunities should be disseminated well in advance through multiple channels. This approach ensures potential candidates have ample time to prepare, maximizing the event's effectiveness and enhancing the experience. - Hassan Choughari, Jaroudi Group
5. Make A Plan For Following-Up
Establish a way that you can connect and engage with candidates after the recruitment event has ended. Determine ways that you can engage with attendees after the event has concluded to maintain their interest in your organization, such as sending follow-up emails thanking them for attending the recruitment event and sharing organizational news. - Lindsey Garito, Westchester Country Club
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6. Build Individual Connections
Make a personal connection with every applicant. The value of HR teams lies in the ability to form and strengthen relationships. By asking questions to get to know the applicant better, recruiters can establish a connection for the future, even if the applicant is not ultimately hired. If they do accept the job, then they will begin their employment feeling valued as an individual. - Niki Jorgensen, Insperity
7. Use Digital Tools For A Better Candidate Experience
An essential element is to focus on providing a superior candidate experience through technology, which ensures not only that your organization is building a strong employee value proposition but also aids in delivering the message that your organization cares for job seekers. Tech provides a seamless, standardized and customizable delivery experience. Moreover, self-navigation gives an opportunity to address latent needs. - Raj Tanwar, ADVANTAGE CLUB TECHNOLOGIES PRIVATE LIMITED
8. Let Candidates Know They Can Grow With Your Organization
On top of establishing traditional logistics, the employer must exercise the opportunity to send a strong message to potential candidates that they would grow with them. The psychological aspect of employers' and employees' expectations must not be underestimated. The HR team can research to find the best way to make the company attractive to potential candidates. - Dr. Nara Ringrose, Cyclife Aquila Nuclear
9. Create Customized Recruitment Experiences
In the dynamic world of talent acquisition, personalization is a cardinal rule for HR teams orchestrating recruitment events. Whether virtually or in person, curating experiences that resonate with prospective candidates' aspirations and values can differentiate a brand in a saturated market. Remember: In recruitment, one size doesn't fit all. - Joseph Soares, IBPROM Corp.
10. Define The Organization's Goals Before The Event
The most important thing is to have a clear understanding of the company’s recruiting goals before the event. How many roles is the organization looking to fill? What are the job duties and required qualifications for each role? By reviewing this info before the event, company representatives can have an idea of which candidates to actively recruit and whose resumes to save for future contact. - John Feldmann, Insperity
11. Build Meaningful Experiences For Attendees
One strategy for a successful recruitment event is to personalize the experience for attendees. Understand their interests and needs, and tailor presentations and interactions accordingly. Engage candidates with interactive sessions, showcase unique aspects of your company culture and emphasize opportunities aligned with attendees' aspirations. This approach creates a meaningful connection, making the event more memorable and appealing to potential candidates. - Kelsey Griffis, InfoTrack US
12. Consider How Your Existing Network May Be Limiting Your Reach
Diversify your networks to reach more candidates. Often, getting a job is about who you know or the connections (e.g., college alumni networks or group memberships) you have. This has historically excluded underrepresented and marginalized groups. When planning your event, consider how your go-to networks might exclude people and do the work to create entry points into diverse pools of candidates. - Ursula Mead, InHerSight
13. Make Your Event As Accessible As Possible
Ensure that the event is accessible to all individuals, including those who are differently abled. For online events, use platforms that are widely accessible and easy to navigate. - Britton Bloch, Navy Federal
14. Be Ready To Follow-Up Promptly
If you plan ahead—setting clear goals and timelines— it helps to ensure success for an in-person or online recruiting event. Be sure to promote the event using various channels to increase your reach. Familiarize your hiring team with the location or platform and the process for a seamless and engaging candidate experience. Promptly follow up with candidates after the event. - MJ Vigil, DispatchHealth
15. Engage Company Leaders In The Event
When preparing and organizing recruitment events, it’s always a best practice for recruiters to engage business leaders. They should represent the functions or teams and be available to answer questions. Candidates don’t join companies because of the recruiter; they join because of the team they will work with and the work they’ll be doing. Hiring manager engagement is key in every step of the process. - Tracy Dodd, Kyndryl
16. Prioritize A Positive Candidate Experience
Candidate experience is paramount to a successful recruitment event. Ensure clear communication, seamless technology for virtual events and a welcoming ambiance for onsite ones. Prioritize genuine engagement, insightful sessions and interactive opportunities. A standout experience attracts top talent and elevates the company's employer reputation. - William Stonehouse, Crawford Thomas Recruiting
17. Write Job Descriptions To Attract A Variety Of Candidates
HR should assess their recruiting strategies periodically to ensure they are attracting candidates from various generational groups with unique backgrounds and skills. Your talent acquisition team should be a representation of the candidates you are seeking to hire. First impressions only come once. Make efforts to create memorable experiences for applicants who are seeking to join the company. - Thalia Rodriguez, Tase Creative Solutions
18. Make A Plan For The Event
Determine why you're attending that specific recruitment event; is it for diversity, equity and inclusion purposes, or are you targeting individuals with a certain major? If you have a plan for what you want to accomplish, you will be able to identify better what types of candidates you are looking for and who each recruiter should target. - Erin ImHof, CertiK
19. Maintain Clear And Regular Communication
Adopt a holistic communication strategy. This means HR teams should effectively communicate about the event well in advance, sending reminders, providing clear instructions and soliciting feedback post-event. Transparent and regular communication can not only attract potential participants effectively but also ensure smooth event execution and a better candidate experience. - Jonathan Romley, Lundi
