How To Leverage Events as a Recruiting Tool

In conjunction with:

Brand Awareness

Where is your organization going?Corporate Goals, HR Goals, Vision…

•Company Goals / Objectives

•HR Goal / Objectives

•Strategy Brand Brand Assets

•Communication Strategy

•Communication / Brand Tools

• Brand

• Print Collateral? Existing or new

• Booth / Tradeshow Material - Existing or new

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Strategy? What is your message?How do you get it across?

•Why do people work for you?

• Life Style

• Money

• Stepping Stone

• Benefits

• Other?

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•What is your Key Message?

Putting it all together & Getting it outMessage, Brand, Goals

•Once you have identified your goals what next?

• Company website? Opportunities?

• Can you work with your marketing department?

• Social Media leverage?

• Public or Industry

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Job & Career Fairs

Progressive Intercultural Community Services (PICS)

6th Annual Mega Job Fair on July 8th, 2010

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Plan before the event

• Set objectives (measurable)

• Analyze probably audience

• Staffing plan

• Plan as a team

• Set-up processing procedures

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Processing procedures

• Pre-screening candidates

• Paper resumes?

• +_ Interviews at the event

• Follow-up procedure

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Marketing of/at the event

• Check out sponsor’s marketing

• Additional opportunities: Workshops / speaking/ MC’ing

• Added exposure: sponsor, advertiser, web presence

• Marketing –’moving around’

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Booth set-up and protocols

• Table placement

• Material, displays, AV

• Don’t sit

• Greet, then qualify prospects

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Giveaways: Materials & items

• Remember your objectives

• Choose carefully, be thrifty

• Don’t run out

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Staffing at the event

• Staff breaks

• Unattended booth?

• Too many?

• Visit other exhibitors

• Stay until the end

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Event Follow-up

• Immediately, respond to everyone

• Do post-event evaluation

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Contact: Renu Ghambir 604 596-7722 ext 125

In-House Events

Follow up event: External or Internal?

•Free event promotion

•Traditional media vs social media

•School career centres

•Event postering

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Determining factors: held it External or Internal?

•# of positions you’re planning to hire

•Volume of job candidates you will attract

•Space capacity

•Your own HR staffing, resource & capacity

•Your company morale!

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External Follow Up Event

•Your company will be judged on the

organization, venue, and quality of staff

•Utilize the employment centres like Success

& MHHS to help you put it on

•Have existing employees give live testimonials

•A place to receive resumes

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Internal Follow Up Event

•Serious planning ahead so there is space,

resource and staffing to support this task

•Communicate with existing staff to clean

up their desk and be prepared for the extra

traffic

•Give job candidates 360 degree view of your

company culture

•Talk the talk and Walk the walk

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The typical follow up event goes like this

Step 1: 10-30 minutes of Corporate overview

presentation

Step 2: Live testimonial from a happy employee

Step 3: Onsite speed interview

Step 4: Follow up after the event with the best

candidates within the week for a second

interview

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THANK YOU!