online career fairs: making the work for your job board or website
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Learn how to host online career fairs for your job board or website! Find out more at www.brazencareerist.comTRANSCRIPT
Online career fairs: Making them work
for you
April 22, 2014
Online career fairs: Making them work
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
for you ... and your clients!
April 22, 2014
Virtual career fairs: Making them work
for you ... and your clients!
April 22, 2014
‘Virtual?’ or ‘online’
• Seems more like‘Second Life’ than like today’s experiences
‘Virtual?’ or ‘online’
• Seems more like‘Second Life’ than like today’s experiences • Don’t want a ‘virtual game’
‘Virtual?’ or ‘online’
• 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
‘Virtual?’ or ‘online’
• 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
Online career fairs: Making them work
for you ... and your clients!
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
Benefits for recruiters
• Lots of candidates ... quickly • Can work from office
... or from anywhere
Benefits for recruiters
• Lots of candidates ... quickly • Can work from office
... or from anywhere • Relatively inexpensive
Benefits for recruiters
• Lots of candidates ... quickly • Can work from office
... or from anywhere • Relatively inexpensive • Recruiter is in control
Benefits for recruiters
• Lots of candidates ... quickly • Can work from office
... or from anywhere • Relatively inexpensive • Recruiter is in control • Build database of candidates
Benefits for recruiters
• Lots of candidates ... quickly • Can work from office
... or from anywhere • Relatively inexpensive • Recruiter is in control • Build database of candidates • Various reqs, various levels
Benefits for recruiters
• Lots of candidates ... quickly • Can work from office
... 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
Benefits for job-seekers
• Guaranteed connection • Gauge interest in minutes
Benefits for job-seekers
• Guaranteed connection • Gauge interest in minutes • Flexible times, from anywhere • Smartphone, tablet, desktop • Visit on a lunch break
Benefits for job-seekers
• Guaranteed connection • Gauge interest in minutes • Flexible times, from anywhere • Smartphone, tablet, desktop • Visit on a lunch break
• Lots of open positions
Benefits for job-seekers
• Guaranteed connection • Gauge interest in minutes • Flexible times, from anywhere • Smartphone, tablet, desktop • Visit on a lunch break
• Lots of open positions • One company ... or many
Benefits for job-seekers
• Guaranteed connection • Gauge interest in minutes • Flexible times, from anywhere • Smartphone, tablet, desktop • Visit on a lunch break
• 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
Benefits for media sponsors
• Can package various options • Relatively straightforward sale
Benefits for media sponsors
• Can package various options • Relatively straightforward sale • No technical demands
Benefits for media sponsors
• Can package various options • Relatively straightforward sale • No technical demands • Build database of job-seekers
Benefits for media sponsors
• Can package various options • Relatively straightforward sale • No technical demands • Build database of job-seekers • Create long-term relationships with employer / advertisers
Benefits for media sponsors
• 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’
‘Nuts and bolts’
• Select target industry • Hospitality • Tech • Healthcare • ... varies by market
‘Nuts and bolts’
• Select target industry • Hospitality • Tech • Healthcare • ... varies by market
• Select time and day(s?)
‘Nuts and bolts’
• Select target industry • Hospitality • Tech • Healthcare • ... varies by market
• Select time and day(s?) • Plan roughly three months out
‘Nuts and bolts’
Mobile optimization
Source: BrazenCareerist, Jan. – March 2014
‘Nuts and bolts’
Mobile optimization • 25 % are on mobile • 19 % on smartphones • 6 % on tablets / IPads
Source: BrazenCareerist, Jan. – March 2014
‘Nuts and bolts’
Mobile optimization • 25 % are on mobile • 19 % on smartphones • 6 % on tablets / IPads
Resume is an option
Source: BrazenCareerist, Jan. – March 2014
‘Nuts and bolts’
Mobile optimization • 25 % are on mobile • 19 % on smartphones • 6 % on tablets / IPads
Resume is an option • About 80 % upload one • 95 % use LinkedIn profiles
Source: BrazenCareerist, Jan. – March 2014
‘Nuts and bolts’
• Sales begin 10-12 weeks out
‘Nuts and bolts’
• Sales begin 10-12 weeks out • ‘The sooner you sign, the
more publicity you get’
‘Nuts and bolts’
• Sales begin 10-12 weeks out • ‘The sooner you sign, the
more publicity you get’ • Various tiers of sponsors
‘Nuts and bolts’
• Sales begin 10-12 weeks out • ‘The sooner you sign, the
more publicity you get’ • Various tiers of sponsors
• Offer to new, existing clients
‘Nuts and bolts’
• Sales begin 10-12 weeks out • ‘The sooner you sign, the
more publicity you get’ • Various tiers of sponsors
• Offer to new, existing clients • Sales can be mainly by phone
‘Nuts and bolts’
• Sales begin 10-12 weeks out • ‘The sooner you sign, the
more publicity you get’ • Various tiers of sponsors
• Offer to new, existing clients • Sales can be mainly by phone • Email promotion to employers
‘Nuts and bolts’
• Sales begin 10-12 weeks out • ‘The sooner you sign, the
more publicity you get’ • Various tiers of sponsors
• Offer to new, existing clients • Sales can be mainly by phone • Email promotion to employers • ... direct-mail promos, too
‘Nuts and bolts’
• Promotion to job-seekers starts 3-6 weeks beforehand
‘Nuts and bolts’
• Promotion to job-seekers starts 3-6 weeks beforehand
• Email promotion
‘Nuts and bolts’
• Promotion to job-seekers starts 3-6 weeks beforehand
• Email promotion • Direct-mail promotion
‘Nuts and bolts’
• Promotion to job-seekers starts 3-6 weeks beforehand
• Email promotion • Direct-mail promotion • Social media promotion
‘Nuts and bolts’
• Promotion to job-seekers starts 3-6 weeks beforehand
• Email promotion • Direct-mail promotion • Social media promotion
• ‘No resume required’
‘Nuts and bolts’
• Promotion to job-seekers starts 3-6 weeks beforehand
• Email promotion • Direct-mail promotion • Social media promotion
• ‘No resume required’ • ‘Quick / convenient / free’
‘Nuts and bolts’
• Choose your vendor carefully
‘Nuts and bolts’
• Choose your vendor carefully • Lean on your vendor heavily
‘Nuts and bolts’
• Choose your vendor carefully • Lean on your vendor heavily • Let the vendor guide you
‘Nuts and bolts’
• 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
Case study – Wells Fargo
• Uses fairs to interview veterans and active-duty military • ‘Can be interviewed anywhere’
-- Lisa Westerman, HR
Case study – Wells Fargo
• Uses fairs to interview veterans and active-duty military • ‘Can be interviewed anywhere’
• ... even when deployed
-- Lisa Westerman, HR
Case study – Wells Fargo
• Uses fairs to interview veterans and active-duty military • ‘Can be interviewed anywhere’
• ... even when deployed • Military members, vets have sought-after technical skills -- Lisa Westerman, HR
Case study – Wells Fargo
Across all online career fairs ... • More than 260,000 military members and vets interviewed
Source: Astound Virtual, Sept. 2011 - present
Case study – Wells Fargo
Across all online career fairs ... • More than 260,000 military members and vets interviewed • Of those, 64,000 hired • ... about 26 percent!
Source: Astound Virtual, Sept. 2011 - present
Case study – Wells Fargo
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?
Source: Astound Virtual, Sept. 2011 - present
Case study
Case study – Virginia Tech
• SEC / ACC online career fair
-- Jim Henderson, Career Services
Case study – Virginia Tech
• SEC / ACC online career fair • 59 companies participated (’13)
-- Jim Henderson, Career Services
Case study – Virginia Tech
• SEC / ACC online career fair • 59 companies participated (’13) • ‘Employers supplement their regular recruitment tactics’
-- Jim Henderson, Career Services
Case study – Virginia Tech
• SEC / ACC online career fair • 59 companies participated (’13) • ‘Employers supplement their regular recruitment tactics’ • IBM, Teach for America
-- Jim Henderson, Career Services
Case study – Virginia Tech
• 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
Case study – Virginia Tech
• 500 students participated (’13)
-- Jim Henderson, Career Services
Case study – Virginia Tech
• 500 students participated (’13) • Hosted two so far
-- Jim Henderson, Career Services
Case study – Virginia Tech
• 500 students participated (’13) • Hosted two so far
• Next is this month
-- Jim Henderson, Career Services
Case study – Virginia Tech
• 500 students participated (’13) • Hosted two so far
• Next is this month • ‘It’s very positively received’
-- Jim Henderson, Career Services
Case study – Virginia Tech
• 500 students participated (’13) • Hosted two so far
• Next is this month • ‘It’s very positively received’ • 42 % ‘easy’ or ‘somewhat easy’ ... 21 % said difficult
-- Jim Henderson, Career Services
Case study – Virginia Tech
8 percent of all students who participated
received a job offer
-- Jim Henderson, Career Services
Case study – Virginia Tech
‘If 500 to 600 students want to participate and find it useful, we would
certainly do it again’
-- Jim Henderson, Career Services
Case study
Case study – JobTarget
• JobTarget is a recruitment site
/
Case study – JobTarget
• JobTarget is a recruitment site • Uses Brazen Careerist for
its online career fair engine on a ‘white-label’ basis
/
Case study – JobTarget
• JobTarget is a recruitment site • Uses Brazen Careerist for
its online career fair engine on a ‘white-label’ basis
• Works with trade associations
/
Case study – JobTarget
• JobTarget is a recruitment site • Uses Brazen Careerist for
its online career fair engine on a ‘white-label’ basis
• Works with trade associations • About 20 online fairs per year
/
Case study – JobTarget
• JobTarget is a recruitment site • Uses Brazen Careerist for
its online career fair engine on a ‘white-label’ basis
• Works with trade associations • About 20 online fairs per year
• ... Plans to double in 2014
/
Case study – JobTarget
• Target: 10-to-1 ratio /
-- Tristan Jordan, JobTarget
Case study – JobTarget
• Target: 10-to-1 ratio • Typical fair is just three hours
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
• Target: 10-to-1 ratio • Typical fair is just three hours • ‘Recruiters can screen dozens or even a hundred job-seekers’
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
• 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
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
• ‘Carefully define the audience of job-seekers’
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
• ‘Carefully define the audience of job-seekers’ • ‘Find great partner for access’
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
• ‘Carefully define the audience of job-seekers’ • ‘Find great partner for access’ • Then sell to employers who need to recruit those people
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
• ‘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
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
Recruiters ... • Screen candidates efficiently
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
Recruiters ... • Screen candidates efficiently • View LinkedIn profiles
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
Recruiters ... • Screen candidates efficiently • View LinkedIn profiles • Record notes, rate candidates
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
Recruiters ... • Screen candidates efficiently • View LinkedIn profiles • Record notes, rate candidates • Access chat histories afterward
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
Recruiters ... • Screen candidates efficiently • View LinkedIn profiles • Record notes, rate candidates • Access chat histories afterward • Invite individuals for follow-up
/
-- Tristan Jordan, JobTarget
Case study – JobTarget
‘In 90 percent of cases we
have repeat customers, because they’re successful’
-- Tristan Jordan, JobTarget
/
Case study – JobTarget
/
Case study – JobTarget
/
Case study – JobTarget
Case study – JobTarget
Case study – JobTarget
Case study – JobTarget
Case study – JobTarget
Case study – JobTarget
Case study – JobTarget
... and now a word from our sponsor
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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
Thanks to ... Patrick Peterson
Ashley Hoffman
Thanks to ... Patrick Peterson
Ashley Hoffman ... and all of you!
