As a Talent Acquisition professional, I am acutely aware that career fairs are a beacon of Top Talent. However, the career fair is the “grand finale;” there is a magnitude of preparation required to run a successful exhibit.
First, it is important to identify universities, organizations, or professional groups that align with company requirements. By leveraging programs that cater to your company’s needs, the fair will draw Top Talent candidates. Also, asking the organizer for analytics of attendees can prepare the recruiter for positions in another office or branch of the company.
Secondly, each fair is an opportunity to brand your company and showcase the company culture. Each organization has a culture that is built on the relying of employees to contribute to the culture positively. At each career fair, the potential candidate is experiencing your company for the first time. For this reason, it is best to bring as much of the office vibe with you; it will source the right culture fit.
Lastly, follow-up, follow-up, follow-up! In having a tight back-end recruitment process, where each candidate can be connected, is key. Once you have met a potential candidate, it is imperative to realize that they have just experienced many companies in a short period of time. Reconnect with all of the candidates. This puts faith in the candidate that their resume was considered, and may encourage candidates to check back for the right opportunity.
This process of attending career fairs hinges on the ability to cast wide net, engage potential candidates, and stay in touch. As the process moves forward, the recruiter can bring on board the Top Talent for the open position and feed their talent pool with engaged Top Talent for future opportunities. Progressive and positive employment branding will lead to a better candidate experience and more engaged new hires.