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Don’t Go Bankrupt Hosting a Career Fair - Part Two
November 8, 2013 @ 02:34 PM | By Eric Vidal

Careerfair

In the second part of Don’t Go Bankrupt Hosting a Career Fair, we'll delve deeper into why more businesses today are finding that hosting an online event can a more favorable alternative to an in-person career event and, at a fraction of the cost.

Measure Behavior, Not Just Attendance

With so many people pouring into a recruiting event, it can be difficult to locate and track the best prospects. Unlike in-person job fairs, virtual recruiting environments have tracking capabilities that allow you to find out more about particular candidates, as well as their level of interest in working for you. When you have better insight as to who is interested in a position, you can easily check on their specifications and see if it is worth marketing your company towards them or not.

You can see every prospect’s behaviors during an event--how long they stayed, who they spoke with, what was said and what content they looked at.

And in a virtual job fair, once a candidate has registered, you can seek them out even if they don’t apply for a specific job.

What Can I Do With the Software After Hiring?

Once you find that great hire you are looking for, you will want to minimize time and resources in bringing them up to speed with your program. On top of wanting to maximize their production, you are also focused on their happiness. That is because new hires are quick to judge a company right from the start. In fact, 86 percent of new employees will make the decision to stay long term or move on during the first six months of their stay. Furthermore, 23 percent of employees will leave a job because there are insufficient development or training opportunities.

The great part about a virtual recruiting center is that its usage will extend beyond the hiring process and can be used throughout an employee’s lifecycle at a company. A virtual center allows an enterprise to onboard an employee in a seamless manner through various training programs, decreasing the time it takes to integrate important corporate policies and procedures. Employees will be able to engage in virtual question and answer sessions with HR staff and access on demand content to best prepare them for their new working environment.

Virtual HR Solutions: the Recruiting Wave of the Future

While virtual job fairs are currently an up and coming HR solution, research indicates that it is only a matter of time before virtual recruiting centers are widely accepted in the mainstream HR recruiting process and become a standard part of the hiring process. As Chris Kern, Publisher of “HR Recruiting Scope” explains, this type of solution is quickly growing in popularity among HR recruiters.

“Virtual recruiting fairs are on the rise and will continue to grow inside the HR community. In 2013 we conducted research where 32 percent of HR managers and recruiters stated that they participated in or managed a virtual career event in the past year. We ran a similar survey approximately one year earlier and that number was only 18 percent.”

A virtual HR recruiting solution allows companies to leverage the benefits of a career fair without having to spend massive amounts of time and resources in the process.

Eric Vidal Eric Vidal is a Director of Product Marketing at InterCall and is considered a leading voice and expert in virtual business, which expands from marketing to collaboration to learning. He has more than 15 years experience in developing, implementing and optimizing strategies in these areas for numerous organizations and Global 2000 companies. As the director of product marketing for InterCall’s event services, Eric manages the strategy and initiatives for the virtual technologies that include virtual environments, streaming, event management services and operator assisted services. Previously from WebEx, Eric managed the virtual classroom product, as well as brand advertising and new media. Over the last several years, Eric has held management positions at Cisco, WebEx, IBM, BBDO Worldwide and Macromedia.

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