How can you use virtual events to improve your online candidate engagement?

Don't recruit with outdated methods. Use virtual events to reach the best talent. Virtual events are the future of recruiting, and if you're not using them, you're missing out on the best candidates.

Virtual events are a perfect way to network comfortably, and provide a collaborative platform for people to share their thoughts. I find they are easily accessible which is is important and allow people who are working to attend on their lunch break and drop into the session, which is an added bonus!

Virtual events refer to online activities enabling real-time interaction with a target audience. These events, including webinars, live chats, Q&A sessions, and workshops, serve diverse purposes such as awareness, education, inspiration, and conversion. For recruiting, virtual events offer a platform to showcase company culture, values, and benefits. They provide candidates with an immersive experience, offering insights into the workplace and fostering engagement. Virtual events are a flexible and impactful way to connect with and attract candidates in the digital space.

As soon as you post a new job ad, advertise a hiring event for candidates to learn about the job you posted and the company. Let them know this event is for candidates to determine if the job and the company are the right for them. Record the event and send a link to everyone else that applies later.

A virtual recruiting event is an online event that connects employers and job seekers. It provides a platform for companies to showcase their job opportunities, interact with candidates, and conduct interviews in a virtual setting. These events often utilize video conferencing, chat features, and other online tools to try to create the experience of an in-person job fair or hiring event. Virtual recruiting events are becoming increasingly popular, especially since the COVID-19 pandemic, as they allow for safe and convenient networking and hiring opportunities without the need for physical presence.

Virtual events are crucial for online candidate engagement due to their ability to reach a broader and more diverse candidate pool, including remote, global, and passive candidates. These events offer a platform to provide valuable content, address queries, and showcase your employer brand. By standing out and delivering a personalized experience, you differentiate yourself from competitors. Moreover, virtual events enable ongoing engagement, allowing you to nurture candidates, answer questions, and maintain interest throughout the hiring journey.

Virtual events allow you to share more information about the company and its culture in a fun and interactive way. You can overcome the distance and invite global leaders from the different business units, and they can share their experience and thoughts about the company and its vision. Candidates can meet people from your organization without incurring in travelling costs and they can ask questions and connect with your team. Furthermore, for companies, virtual events represent cost reductions, sustainability efforts and accurate analytics on the candidate pool.

Using virtual events to improve online candidate engagement involves creating interactive and informative experiences that showcase your company culture and career opportunities. Host virtual career fairs where candidates can learn about different roles, chat with recruiters, and understand your company’s values and work environment. Webinars on industry-relevant topics or career development, led by your company experts, can attract potential candidates and establish your company as a thought leader. Interactive Q&A sessions with current employees from various departments offer candidates a glimpse into the day-to-day life at your company and the chance to ask questions in an informal setting.

We have found them to be invaluable in terms of not only getting to know candidates better but in terms of research too - What are the key concerns in the industry/for employees? What are the potential solutions? What are the hot topics in terms of technical expertise AND company culture? What are the different experiences of the majority group compared to underrepresented groups in your industry/field of recruitment expertise? Candidates then get a taste of what is going on in the market and shared concerns. This information is useful not only for us as we seek the best in talent, but also for our talent intelligence and market mapping that we offer as a service to our clients. And also - they are immensely enjoyable!

Absolutely agree! Virtual events have become a crucial element in reaching and connecting with a diverse talent pool, especially those who are remote or passive. Providing valuable content and addressing questions not only sets you apart but also helps in creating a lasting impression that aligns with your employer brand. The ability to nurture and follow up with candidates during the hiring process is indeed a valuable aspect of virtual events. It's a fantastic way to keep candidates engaged and interested

Leverage social media platforms to promote these events and engage with attendees before, during, and after the events. Personalized follow-ups post-event, such as emails thanking them for attending and providing additional information or job application links, can keep candidates engaged. By providing valuable content and interactive experiences, virtual events can significantly enhance candidate engagement and help build a strong employer brand.

Planning and preparing for virtual events involves key steps to ensure success. Begin by clearly defining your goals and objectives, specifying what you aim to achieve and identifying your target audience. Choose a suitable format and platform that aligns with your goals and audience preferences. Develop a compelling agenda, covering topics, speakers, event structure, duration, and interactive elements to engage the audience effectively. Promote the virtual event across multiple channels, inviting candidates and emphasizing the value proposition. Lastly, conduct thorough testing and rehearsals to ensure a seamless experience, equipping speakers to handle any unforeseen challenges.

I would also recommend considering the technical aspects of the virtual event, such as ensuring a reliable internet connection, testing the audio and video equipment, and having a backup plan for any technical glitches. Additionally, interactive elements like Q&A sessions or polls can enhance audience engagement.

-Give yourself plenty of time to arrange the event. -Make sure that it is well-publicised. -Send out invites in plenty of time. -Make it clear of the context, topic and purpose of the event. -Be prepared that for the masses of invitations sent out, you may not have a massive response - top candidates will receive these sort of invites all the time! Be patient. -Have a clear and publicised agenda. -Consider having a guest speaker. -Decide on the platform you are going to use and send links early. -Think about the structure of your event. -Think about what YOU want to get out of it and steer the event. -Think about the best format for your purpose and audience - roundtable? Webinar? Q&A?

Effective planning is vital for virtual events. Begin by outlining clear goals and identifying your target audience. Select an appropriate format and platform that align with your objectives. Develop a comprehensive agenda covering topics, speakers, structure, and audience engagement strategies. Promote the event through diverse channels, emphasizing its unique value. Prior to the event, conduct thorough testing and rehearsals to ensure seamless execution. Equip speakers to adeptly navigate unforeseen challenges. This strategic approach ensures a successful and engaging virtual event.

Executing and delivering virtual events requires attention to detail, coordination, and flexibility. To ensure a successful event, start and end on time to respect your audience's time and attention span. Make sure to use simple, engaging language without jargon or acronyms and incorporate visuals and multimedia to support your message. Interaction is key; encourage your audience to ask questions, share feedback, and participate in polls, quizzes, or games. Show your personality and passion by telling stories and being authentic with some humor and emotion. It's also important to align the virtual event with your employer brand and values, using appropriate colors, fonts, audio, video, and background.

Networking online requires key attention to detail, start time, and engagement. You have to host your event by responding and teaching about your company. You must align the event with your brand and have materials that represent your event. Linkedin allows you to create an event and send it to all your 1st connections. Set up an event and get ready to host.

Effective follow-up and evaluation are crucial for maximizing the impact of virtual events. Express gratitude to participants through a thank-you note and feedback survey to gather valuable insights. Share event recordings, slides, and resources to maintain engagement. Stay connected with candidates, providing updates on the hiring process. Analyze data to assess event success, identify areas for improvement, and inform future strategies. This comprehensive approach ensures ongoing candidate engagement and enhances the overall effectiveness of virtual events in your recruitment efforts.

I believe virtual events for attracting candidates make sense only when you can hire across a broad geographical location, for example, throughout Europe. If you have specific requirements to fill a position in Berlin, organizing an on-site event would be more logical

Virtual events can be a great way to engage talent, but have you ever thought about having an agenda-less event or an event driven purely by the questions/topics submitted by those in attendance? I often find that when I attend virtual events by a vendor or employer they have a very specific agenda that may not align to what I'm interested in - and it can often be hard to follow up with specific questions. By hosting a virtual event that doesn't have a specific agenda, and with the 'goal' being to engage with your audience's questions authentically, you may have a much more intimate discussion and engaging event.

I recommend hosting events early and often... without specific hiring needs at the forefront. If you're building your talent brand, start by thinking about what value you have to offer the community. Is it insight into your company or product? Maybe a brown bag session on making a great resume... start building your community. Build a talent pipeline of passive candidates who are building a connection to you and your brand. Then when you DO post jobs, your community will be more likely to engage. Show them you care first. This will set you apart.

In today's competitive talent landscape, securing top talent is essential for a company's success. Virtual events have emerged as a powerful tool to engage with potential employees, offering a dynamic and interactive platform to showcase company culture, values, and career opportunities. Strategies for Enhancing Candidate Engagement through Virtual Events: - Interactive Sessions and Live Q&A - Gamified Experiences and Interactive Challenges - Showcase Company Culture and Values - Networking Opportunities and Virtual Tours - Personalized Follow-up and Feedback Companies must leverage virtual events to elevate their online candidate engagement and attract top talent.

Virtual events can also give you masses of content for white papers, posts, reports and market mapping - all of which can be beneficial for candidates, for your clients and for your reputation as a thought leader in search in your particular field.