02 Apr Successful Recruiting Events
Have you ever planned a recruiting event and despite all of the planning and the setup, something didn’t go the way you intended? Some can be brushed off as just happy accidents – but avoiding these flubs and making every event successful are what event planning is all about. PeriSean Hall, an expert in planning events for craft hiring and recruiting, has experienced the sinking feeling of creating a complex event and then not having the intended turnout, due to one unforeseen aspect. She agreed to share some insight and offered tips on how to minimize those happy accidents and keep things running smoothly and get the intended attendance.
A major success component of an event is the imperative nature of the timing of the planning and preparation. This may seem intuitive, but if the event isn’t planned far enough in advance, the turnout can be affected. PeriSean described the worst case scenario being that there are tons of employers at recruiting events but a lacking candidate population. This issue can be ameliorated by proper timing. Despite ongoing unemployment, events that are too close together are ineffective as the volume of potential employees will be low; and an event without enough notice leaves the workforce without time to plan around it. Annual events fare the best as they’re expected, and allow the job seeking population to plan. As events gain a reputation, more people will show year over year.
Location plays an important role in gathering the proper clientele for a recruiting or hiring event. On-location events, at the business with the staffing need, are exceptionally helpful, as the reputation of the company itself will draw attendance. Neutral workforce centers are a good choice for multiple business events or for companies who are laying employees off. Multi-business events will allow those who are looking for a job do not have to go far to seek out employers.
Specialty events pinpoint a particular group of employment candidates. Consider making events exclusive to a targeted skill set or specific industry as these events will attract the appropriate workers and distinct skillset.
“Invitation only” recruiting events are ideal for a company that has specific needs and higher level positions. Before the event, prospects can apply online and have mini-interviews. Those who are what the company are looking for can be invited to the event for an intimate, one-on-one interview experience.
Much like any event, a major component of accruing the appropriate clientele stems from getting the word out. A really effective way to announce an event on a smaller scale would be to utilize Workforce centers. The employment offices will generally partner with companies looking for employees and will post about the event in the unemployment data base and Workforce Centers. A surefire way to gather a larger crowd is to get the word out about the event through a reputable, well-known name through a wide-spread medium. PeriSean mentioned some of her events were backed by a politician with public support on broadcast media. “Getting a big name or influencer can make all of the difference in turn-out at an event.”
No matter how much planning and attention an event may receive, there can always be blips. But with the guidance of PeriSean Hall Perisean.Hall@serviceroundtable.com, you can run a productive recruiting event that will get high marks from both job seekers and companies.