According to a 2024 study, around 75% of employers worldwide report facing difficulty filling vacancies. If you're among those employers, a hiring event may be the solution you need. In the space of a few days, you could meet with hundreds of skilled job seekers who are eager to find work. Of course, hiring events do more than just engage candidates. They also convert them to applicants and open positions to offers.
What's a hiring event?
A hiring event — also known as a recruitment event, career expo, career fair, or job fair — is an organized occasion in which an employer or group of employers meet with interested candidates for on-the-spot interviews. It has two main purposes. First, it promotes interest in potential job opportunities for job seekers in a given area. Second, it exposes employers to large numbers of prospective employees who could add value to their organizations.
You can broadly categorize hiring events into two categories: in-person and remote. Remote hiring events, organized and conducted through software such as Zoom, were the go-to model during the pandemic. Although they continue to play a valuable role, they pale in comparison to in-person events. Indeed, employers see an estimated 50% higher interview-to-hire ratio when they conduct hiring events in person. This is because getting people on-site shows candidates a clearer picture of where they could work, allowing them to better envision themselves in the role for which they interview.
How do hiring events work?
A hiring event is like speed dating for the professional world. You, as the employer, meet with a series of interested job seekers and ask questions. The goal is to gauge how well each candidate matches your organization's needs and preferences.
However, unlike the typical speed dater, you can take some preparatory measures to maximize your odds of finding the most suitable match. For example, aside from setting hiring goals and a budget, you may want to identify a target audience and cultivate a pool of interviewees who are likely to have the qualities you're looking for. That way, you narrow the field to only the most desirable candidates who meet minimum requirements.
Closer to the event date, you can use data and automation tools along with recruitment marketing techniques to help ensure attendance by the sorts of candidates you most want to hire. This may involve sending out a newsletter or mailing list and promoting your event in the appropriate social media channels. Finally, about a month out, you should send out direct invitations to your candidate pool, reminding them about the event and incorporating a call to action that inspires them to make good on their intention to attend.
"A hiring event is like speed dating for the professional world. You, as the employer, meet with a series of interested job seekers and ask questions. The goal is to gauge how well each candidate matches your organization's needs and preferences."
Tips for converting candidates to employees at hiring events
When the day of your hiring event arrives, follow these tips to maximize your odds of converting candidates to employees:
Scale hiring events according to your space
Hiring events can attract upward of a hundred candidates in a single day, but some event spaces can't accommodate that many people at once. To convert candidates to employees, you must ensure enough people are on-site to manage the flow and direct candidates. Also, allocate enough time for interviewers to connect with job seekers.
Create a welcoming environment
Provide water, coffee, and other refreshments. Arrange for free public Wi-Fi, set up an area where candidates can take breaks, and provide company-branded giveaways, such as T-shirts and mugs, to thank candidates for attending. The idea is to make a good impression on job seekers so they want to work for you.
Be accessible
You probably want your hiring event to span after-work hours and weekends. That way, currently employed job seekers can access it.
Prioritize efficiency
If candidates must meet with multiple people, make the process efficient. For example, reduce waiting time between interviews by scheduling them consecutively.
Don't overlook logistics
The last thing you want at a hiring event is a phone call from a candidate telling you they don't know where to go. To prevent stalls and mishaps, provide detailed instructions concerning where to park, how much time they need to park, which door to enter, and other essential logistical information.
Staff your hiring events with strong decision-makers
Because hiring events allow for making verbal job offers on the spot, you want your best decision-makers on-site to ensure the offers go to the best candidates.
Whether the goal is to attract candidates to virtual or in-person events, CareerBuilder's team of experts can help launch, promote, and manage your next hiring event. We can help you with job postings, recruitment email campaigns, display advertising, and talent networks. The process is fully automated to ensure candidates experience a seamless application process from the start. That way, recruiters' time at the event can be better spent connecting with job seekers.
You can also leverage other CareerBuilder tools in conjunction with a hiring event to improve your outcomes. For example, CareerBuilder's managed hiring event model — a proprietary, customized microsite technology that allows for automated application, scheduling, and reporting — can increase event return on investment, exposure, and applicant flow by 300%. It's cost-effective and delivers screened candidates for a fraction of the price of a staffing agency. Plus, there's no limit on hires.
Contact us today to find out how we can maximize your next hiring event to reach its full potential.
More tips about recruiting and hiring qualified candidates
Finding the best candidate match isn't entirely about skills and experience. To maximize engagement and retention, you should also consider whether someone will be a good cultural hire.
Because your current employees know your organizational culture, they understand what kinds of candidates are appropriate for your workforce. If you want to leverage that understanding, consider implementing an employee referral program.
Often, to know what a good hire may look like, you have to examine the qualities of a bad hire. This helps you identify any red flags from the start and avoid a costly commitment.
