Hosting a traditional job fair can cost your company a lot of money. Your organization will likely have to pay for the facility, equipment, supplies, permits, insurance and security. This can significantly drive up the cost of a single recruit. In fact, Recruiting Scope, an online resource for recruiters, found in a recent study that a median cost per recruit to attend an in-person job fair is $121 vs. $19 per recruit at a virtual one.
Virtual can speed up the recruiting process, since you can interact with candidates before you proceed with interviews, and it’s easy to escalate candidates you’re interested in. It’s also generally easier to arrange meetings with hiring managers since there’s no travel involved.
Let’s take a closer look at five ways that your organization can leverage a virtual recruiting environment to improve the hiring process:
1. Grant access to real-time information, right away
During the hiring process, information gathering is a two-way street. Not only do your company’s recruiters and hiring managers have a lot of questions, so do candidates. Recruiting centers allow candidates to view presentations, download materials, and even speak with company representatives. And after the hiring, your virtual center can streamline onboarding.
2. Engage with potential recruits or new hires
You want to maximize the level of candidate engagement before people are brought in for interviews to ensure that they are perfect fits. A virtual recruiting environment allows you to get a better understanding of candidates before you engage. You can view documents they’ve provided, interact via chat and Skype, and even hold an instant meeting.
3. Make your prospects comfortable and secure online
One of the primary challenges in any online interaction has to do with establishing both comfort and security. The enhanced security of a virtual recruiting center, such as the ability to enter a private chat room with company representatives, can reduce the likelihood of losing a potential employee due to security concerns or lack of information.
4. Tell your own story
A virtual recruiting center can make use of existing templates and your brand in a unique environment that will showcase your company, or custom visuals can be designed. For example, one major online employment company targeting healthcare customized its recruiting center with a visual theme that incorporated images of medical professionals. Whatever your brand image or target audience, your recruiting center can address it.
5. Design your recruiting events to suit your needs
While a physical job fair will only reach candidates at a specific location, a virtual career fair expands your reach to anywhere in the world. One global professional services firm held a two-day virtual career fair that spanned 40 countries, yielding 20,000 registrants and 10,000 attendees over the course of 48 hours. Virtual recruiting allows candidates from any time zone to engage with your organization when it’s best for them.
Instead of a job fair that lasts a specified length of time—one day, one week or one month, for example, you can present an online recruiting center that’s open on an ongoing basis, cultivating candidates 24/365.
Virtual recruiting environments can reduce costs and eliminate the need to travel, speed up hiring and improve your access to the global talent pool—so you can find people with the right skills, whenever and wherever you need them.
Interested in moving your HR efforts to an online environment? Check out the InterCall guide: How to Conduct and Online Job Interview:
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