Virtual Recruitment Best Practices, Virtual Job Fair Best Practices

You could do a virtual job fair to shortlist good candidates available in the job market. In this case, the recruiters/hiring managers would try to do short 1:1 meetings with candidates (typically 15 mins) and shortlist them based on the interaction. You could also conduct group sessions during the virtual job fair to present information about the organization, departments, job opportunities and growth potential. Recorded videos on topics that would generate interest in candidates to join your Organization can also be made available in the event lobby. A few topics for such videos are:
• A day in the life of Our Employee
• Organization’s growth story
• Our people, our strength

You could be doing the Virtual Job Fair for closing the position in the event itself. So, essentially, you should be doing serious one on one interviews of longer duration (30 to 60 minutes). In this case, you can filter the candidates using information captured on the online Registration Form and invite candidates to the event after scrutinizing their Resume. It’s a good idea to conduct Group Sessions during the virtual job fair that is targeted at building Candidates’ confidence in the Organization, its growth potential and leadership.

The event structure should be based on what the objective is (discussed above). To create the event structure, you need to have answers for the following questions:
a.) How many booths are needed in the fair?
b.) How many recruiters/hiring managers in a booth?
c.) What are the jobs to be listed on the virtual job board for each booth?
d.) How many group sessions would you be doing – will each booth have their own group sessions, or will it be overall Organization level group sessions?
e.) What should be the duration of the one-on-one meetings?
f.) What should be the duration of the virtual hiring event (it could be few hours, few days or even few weeks)?
g.) How will you get candidate registrations? (You could be having a candidate database already or you could be using a landing/registration page which can be marketed using which interested candidates can register).
Your answers to the above questions clubbed with the event objectives forms your event structure.

On boarding Hiring Managers/Recruiters who will be interacting with the candidates during the fair should be done before announcing the event. They should be familiar with the platform being used for the Virtual Recruitment Fair and should configure their availability for the one on one meetings, based on which, candidates can schedule one on one meetings with them. Group sessions should also be created in the system at this stage. We recommend that you do not open the event for candidate registration before completing this stage.

As the HR/Event Organizer, you should ensure that you have the following forms created accurately. Your Virtual Hiring Platform will have these forms by default in the system which can be customized:

1.) Registration Form/Landing Page:
Event landing page for candidate registration should look attractive and have all relevant information about the event.

2.) Candidate Filtration Form (Only needed if your objective is to close position. Refer Objectives section above):
Ensure all the required qualifying questions are available on the form. Ensure candidates can upload their resume on this form.

Best Practices for Virtual Hiring Events

1.) Define the objective:

a.) Shortlist Potential Candidates:

b.) Interview and Close Position:

2.) Define the event structure based on the objective.

3.) On boarding Hiring Managers/Recruiters

4.) Listing Jobs:

5.) Announcing the event, Opening for candidate registration:

6.) Day of Event

7.) Forms

8.) Instruction

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