Integrate Virtual Job Fairs into your Non-profit’s Hiring Strategy

your careerWhether your non-profit or organization is large or small, I’d venture a guess that when a position opens up or you’re looking to expand, you post on idealist.org or a more generic jobs site, and keep your fingers crossed for a diverse set of quality applicants.

If you get the applicant pool you’re looking for, your next move is to conduct dozens of screening calls for the applicants you are interested in. Then, you invite some into your offices for interviews (perhaps multiple rounds). During this process you are losing time, money, and patience.

Even with today’s job friendly Internet tools, employer/employee seeking and searching sites only cut so much time out of the hiring process. It’s enough to make your organization revert back to the retired ways of finding qualified applicants, through networking events or job fairs.

What if you could have the price and reach of the virtual space while exercising the efficiency of participating in targeted events like job fairs when searching for applicants?

Virtual job fairs are going live across the country, offering booths to organizations interested in reaching a wide geographic range of individuals very quickly. Universities, like Georgia Institute of Technology, and Federal and State governments, like Michigan state, are offering comprehensive exhibitor lists and flexible dates/times for virtual job conversations. Even the previous static job sites, like Monster.com, are organizing virtual fairs complete with real-time manned booths and virtual informational pamphlets. Monster.com is planning to maximize its virtual reach at an event in May of this year to specifically employ veterans.

Along with the more obvious benefits of saving your hiring team’s time and travel costs, virtual career fairs typically reach individuals who might not be actively searching for a new job, but are curious about what your company has to offer. Your organization may gain valuable, yet more introverted types of people who wouldn’t typically walk up to a booth at an in-person job fair. Additional tools associated with virtual job fair software, like automatic applicant screening and personality matching can accelerate the narrowing of an applicant pool.

While plenty of large companies, like the Home Depot and Proctor and Gamble are participating in these virtual fairs, the spaces could have tremendous benefits for non-profits who don’t have a lot of money to spend on extensive recruitment, but are still looking to reach the right candidates.

I’ve seen first-hand how virtual events can effectively replace in-person conferences and training for employees. Why not enter the virtual world before a potential employee even gets to your organization’s front door? Read more about how virtual career fairs work and how to adjust your hiring strategy accordingly.