A COMMON-SENSE APPROACH TO THIS NEW RECRUITING TOOL
THE LYNCHPIN OF SUCCESS
For a virtual job fair, it is the quality and the currency of the participants; job listings and resumes that make the virtual job fair a success. For a virtual job fair, its success also depends on the time taken to nurture it as a brand. It depends on the patience in changing the habits of job candidates as well as that of hiring organizations.
SOME COMMON CHARACTERISTICS
Those who do well-designed and successful virtual job fairs have a few things in common:
- The event organizer understands the Internet-habits of the targeted audience
- The virtual job fair serves as a pre-screening tool that enhances traditional hiring activities
- A need to beat information overload. The event organizer and the job candidates find existing Internet-based job boards to be frustrating because they are sometimes overloaded with outdated job listings and resumes.
- They may be in such a niche market that the job boards do not adequately capture their industry’s skilled labor pool.
- Their Applicant Tracking System distorts the formats of uploaded resumes, making it difficult for a recruiter to decipher a resume, prompting the need for an extra exchange of messages asking the job candidate to resend a resume in MS Word® format.
- A need to attract job candidates from far and wide
- The best job candidates are already working elsewhere and need a convenient way to research and reach recruiters with current open positions to fill.
- They take a long term approach to changing their user’s habits.
- They are mindful of the limitations of the Internet, and therefore manage the expectations of both the employers and the job candidates appropriately.
- They are patient and nurture the virtual job fair, repeating them till they gain momentum.
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