A virtual job fair can provide organizations with several advantages: they can attract more people than physical fairs, maximize interaction, build resume databases, and they are a cost-effective way to hire people. Your organization can hold its own fair or might choose to participate in a group event – often based on geographic area. Either way, it’s important to consider some of the planning aspects that differ between a virtual job fair instead of a physical one.
Platform – several platforms are available to choose from and the right one will depend on your criteria:
- how will you communicate with applicants? Choices can include chat windows, video conferences, and conference calls;
- scheduling – open-house or specific hours?;
- security – be sure the chosen platform offers security for the exchange of information;
- branding – does the platform design convey your company’s or organization’s brand? The custom event landing page will set the tone of the event and your organization’s brand;
- customization – how flexible is the platform? and,
- results – will you receive data on event registrations, turnout, engagement stats, and metrics?
Marketing – job fairs are promoted in similar ways through social media platforms, email campaigns, and press releases, but virtual fairs can offer new ways of attracting qualified applicants:
- request speakers to promote your business or organization;
- surveys and polls can be used to gather information about applicants;
- your booths provide many opportunities for interactions with applicants: you can provide images, brochures, data sheets, and videos to promote your organization; and,
- be prepared for real time interaction with visitors – whether via text, audio, or video chat. This can be a group chat or through a 1:1 chat window.