It is not HR’s job to fill a requisition for a marketing position or any other position in their company. It is HR’s job to attract the best candidates and showcase the company in the best light.
In a highly competitive, nationally (often globally) dispersed work force, it is becoming more challenging to recruit top marketing talent as your HR department faces the same budget issues as the rest of the company.
More and more companies are turning to virtual job fairs to find and attract top marketing candidates. In fact, according to recent research by Unisfair, 40% of hiring managers are currently exploring the technology.
Virtual job fairs allow the recruiting company to attract far more candidates than its physical counterparts. People who can’t make it to the local Marriott because of distance, another appointment, or because they currently have a job can easily log on to a virtual job fair. This means you are recruiting top talent, not just currently unemployed people.
Once in the fair, candidates can see presentations showcasing the company and the available positions, participate in live Q&A sessions, view available positions, apply on the spot and communicate in real time with recruiters and hiring managers. Unlike the physical job fair, which becomes only a dreary memory at the end of the day, virtual job fairs can remain on-demand. Some companies are actually turning to year round virtual job fairs, extending the reach even farther.
For the hiring company, the benefits include attracting a wider reach of candidates, substantially reduced costs and incredibly rich data on each candidate, since everything is tracked online.
