Online Career Fairs: Making the Work for Your Job Board or Website

Online career fairs: Making them work

for you

April 22, 2014


for you ... and your clients!

April 22, 2014

Today’s agenda

•  What is an online career fair?

Today’s agenda

•  What is an online career fair? •  Making them profitable

Today’s agenda

•  What is an online career fair? •  Making them profitable •  Who / why / when / how?

Today’s agenda

•  What is an online career fair? •  Making them profitable •  Who / why / when / how? •  Three case studies

Today’s agenda

•  What is an online career fair? •  Making them profitable •  Who / why / when / how? •  Three case studies •  ‘A word from our sponsors’

Today’s agenda

•  What is an online career fair? •  Making them profitable •  Who / why / when / how? •  Three case studies •  ‘A word from our sponsors’ •  Q & A

Today’s agenda

•  What is an online career fair? •  Making them profitable •  Who / why / when / how? •  Three case studies •  ‘A word from our sponsors’ •  Q & A •  Amazon gift card, free reports

About us ...

Advanced Interactive Media Group

… but we’re ‘consultants

who publish’…

About us

About us

Global, virtual network 36 consultants / analysts Many clients you know

Peter M. Zollman, founding principal

Katja Riefler, Director – EMEA

Virtual career fairs: Making them work


April 22, 2014

Virtual career fairs: Making them work


April 22, 2014

‘Virtual?’ or ‘online’

•  Seems more like‘Second Life’ than like today’s experiences


•  Seems more like‘Second Life’ than like today’s experiences •  Don’t want a ‘virtual game’


•  Seems more like‘Second Life’ than like today’s experiences •  Don’t want a ‘virtual game’ •  No need to replicate job fairs that are location-based


•  Seems more like‘Second Life’ than like today’s experiences •  Don’t want a ‘virtual game’ •  No need to replicate job fairs that are location-based •  Candidates don’t want games ... they want engagement



April 22, 2014

Steady growth in a great way

to engage with candidates

‘Consider how technology can

facilitate, rather than replace, a personal

interaction ...

‘Virtual career fairs are efficient ways to reach large numbers

of candidates, ...

‘ ... while making them feel

they are interacting on a personal level.’

--- Melissa Bailey, Universum

Source: ERE.net, Nov. 28, 2013 (Emphasis added)

What is it? •  A ‘meeting of the minds’

What is it? •  A ‘meeting of the minds’ •  Recruiters save time, money

What is it? •  A ‘meeting of the minds’ •  Recruiters save time, money •  Job-seekers can drop in free

What is it? •  A ‘meeting of the minds’ •  Recruiters save time, money •  Job-seekers can drop in free •  No travel, even ‘lunch hour’

What is it? •  A ‘meeting of the minds’ •  Recruiters save time, money •  Job-seekers can drop in free •  No travel, even ‘lunch hour’ •  Passive job-seekers

What is it? •  A ‘meeting of the minds’ •  Recruiters save time, money •  Job-seekers can drop in free •  No travel, even ‘lunch hour’ •  Passive job-seekers •  Fast, easy for both sides

Benefits for recruiters

•  Lots of candidates ... quickly


•  Lots of candidates ... quickly •  Can work from office

... or from anywhere



... or from anywhere •  Relatively inexpensive



... or from anywhere •  Relatively inexpensive •  Recruiter is in control



... or from anywhere •  Relatively inexpensive •  Recruiter is in control •  Build database of candidates



... or from anywhere •  Relatively inexpensive •  Recruiter is in control •  Build database of candidates •  Various reqs, various levels



... or from anywhere •  Relatively inexpensive •  Recruiter is in control •  Build database of candidates •  Various reqs, various levels •  Use a ‘cutting-edge’ tool

Benefits for job-seekers

•  Guaranteed connection


•  Guaranteed connection •  Gauge interest in minutes


•  Guaranteed connection •  Gauge interest in minutes •  Flexible times, from anywhere •  Smartphone, tablet, desktop •  Visit on a lunch break



•  Lots of open positions



•  Lots of open positions •  One company ... or many



•  Lots of open positions •  One company ... or many •  Industry-specific, targeted

Candidates like ‘cutting-edge’

employers

Another selling point: ‘Eco-friendly’

Benefits for media sponsors

•  Can package various options


•  Can package various options •  Relatively straightforward sale


•  Can package various options •  Relatively straightforward sale •  No technical demands


•  Can package various options •  Relatively straightforward sale •  No technical demands •  Build database of job-seekers


•  Can package various options •  Relatively straightforward sale •  No technical demands •  Build database of job-seekers •  Create long-term relationships with employer / advertisers


•  Can package various options •  Relatively straightforward sale •  No technical demands •  Build database of job-seekers •  Create long-term relationships with employer / advertisers •  Frequent niche opportunities

‘Nuts and bolts’


•  Select target industry •  Hospitality •  Tech •  Healthcare •  ... varies by market



•  Select time and day(s?)



•  Select time and day(s?) •  Plan roughly three months out


Mobile optimization

Source: BrazenCareerist, Jan. – March 2014


Mobile optimization •  25 % are on mobile •  19 % on smartphones •  6 % on tablets / IPads




Resume is an option




Resume is an option •  About 80 % upload one •  95 % use LinkedIn profiles



•  Sales begin 10-12 weeks out


•  Sales begin 10-12 weeks out •  ‘The sooner you sign, the

more publicity you get’



more publicity you get’ •  Various tiers of sponsors




•  Offer to new, existing clients




•  Offer to new, existing clients •  Sales can be mainly by phone




•  Offer to new, existing clients •  Sales can be mainly by phone •  Email promotion to employers




•  Offer to new, existing clients •  Sales can be mainly by phone •  Email promotion to employers •  ... direct-mail promos, too


•  Promotion to job-seekers starts 3-6 weeks beforehand



•  Email promotion



•  Email promotion •  Direct-mail promotion



•  Email promotion •  Direct-mail promotion •  Social media promotion




•  ‘No resume required’




•  ‘No resume required’ •  ‘Quick / convenient / free’


•  Choose your vendor carefully


•  Choose your vendor carefully •  Lean on your vendor heavily


•  Choose your vendor carefully •  Lean on your vendor heavily •  Let the vendor guide you


•  Choose your vendor carefully •  Lean on your vendor heavily •  Let the vendor guide you •  Your success is theirs, too!’

Prospective vendors

Prospective vendors

Case study

Case study – Wells Fargo

•  Uses fairs to interview veterans and active-duty military

-- Lisa Westerman, HR


•  Uses fairs to interview veterans and active-duty military •  ‘Can be interviewed anywhere’




•  ... even when deployed




•  ... even when deployed •  Military members, vets have sought-after technical skills -- Lisa Westerman, HR


Across all online career fairs ... •  More than 260,000 military members and vets interviewed

Source: Astound Virtual, Sept. 2011 - present


Across all online career fairs ... •  More than 260,000 military members and vets interviewed •  Of those, 64,000 hired •  ... about 26 percent!



Across all online career fairs ... •  More than 260,000 military members and vets interviewed •  Of those, 64,000 hired •  ... about 26 percent!

•  Next target: disability market?


Case study

Case study – Virginia Tech

•  SEC / ACC online career fair

-- Jim Henderson, Career Services


•  SEC / ACC online career fair •  59 companies participated (’13)



•  SEC / ACC online career fair •  59 companies participated (’13) •  ‘Employers supplement their regular recruitment tactics’



•  SEC / ACC online career fair •  59 companies participated (’13) •  ‘Employers supplement their regular recruitment tactics’ •  IBM, Teach for America



•  SEC / ACC online career fair •  59 companies participated (’13) •  ‘Employers supplement their regular recruitment tactics’ •  IBM, Teach for America •  Student participation growing -- Jim Henderson, Career Services


•  500 students participated (’13)



•  500 students participated (’13) •  Hosted two so far




•  Next is this month




•  Next is this month •  ‘It’s very positively received’




•  Next is this month •  ‘It’s very positively received’ •  42 % ‘easy’ or ‘somewhat easy’ ... 21 % said difficult



8 percent of all students who participated

received a job offer



‘If 500 to 600 students want to participate and find it useful, we would

certainly do it again’


Case study

Case study – JobTarget

•  JobTarget is a recruitment site

/


•  JobTarget is a recruitment site •  Uses Brazen Careerist for

its online career fair engine on a ‘white-label’ basis

/




•  Works with trade associations

/




•  Works with trade associations •  About 20 online fairs per year

/




•  Works with trade associations •  About 20 online fairs per year

•  ... Plans to double in 2014

/


•  Target: 10-to-1 ratio /

-- Tristan Jordan, JobTarget


•  Target: 10-to-1 ratio •  Typical fair is just three hours

/



•  Target: 10-to-1 ratio •  Typical fair is just three hours •  ‘Recruiters can screen dozens or even a hundred job-seekers’

/



•  Target: 10-to-1 ratio •  Typical fair is just three hours •  ‘Recruiters can screen dozens or even a hundred job seekers’

•  Example: Screen 70, follow up with 10 to 15 candidates

/



•  ‘Carefully define the audience of job-seekers’

/



•  ‘Carefully define the audience of job-seekers’ •  ‘Find great partner for access’

/



•  ‘Carefully define the audience of job-seekers’ •  ‘Find great partner for access’ •  Then sell to employers who need to recruit those people

/



•  ‘Carefully define the audience of job-seekers’ •  ‘Find great partner for access’ •  Then sell to employers who need to recruit those people •  Finally, recruit attendees

/



Recruiters ... •  Screen candidates efficiently

/



Recruiters ... •  Screen candidates efficiently •  View LinkedIn profiles

/



Recruiters ... •  Screen candidates efficiently •  View LinkedIn profiles •  Record notes, rate candidates

/



Recruiters ... •  Screen candidates efficiently •  View LinkedIn profiles •  Record notes, rate candidates •  Access chat histories afterward

/



Recruiters ... •  Screen candidates efficiently •  View LinkedIn profiles •  Record notes, rate candidates •  Access chat histories afterward •  Invite individuals for follow-up

/



‘In 90 percent of cases we

have repeat customers, because they’re successful’


/


/


/








... and now a word from our sponsor

We’ve got swag!

The free giveaway

The giveaway

The giveaway

The giveaway

The giveaway

Special offer

Use discount code ‘ Brazen14 ’ Offer expires May 15

Your turn ... Q & A

Favorite social media

‘tip of the day’

Thanks to ... Patrick Peterson


Ashley Hoffman


Ashley Hoffman ... and all of you!

ashley@ brazencareerist.com

1-202-302-8870

[email protected] 1-407-788-2780

Online Career Fairs: Making the Work for Your Job Board or Website

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