Volume 17
Employment Essentials Volume 17: How to host a successful Onsite Job Fair
It’s Time to finish the year strong; But you still need a few additional key hires to make that happen.
Has your team considered an “Onsite Job Fair”?
If done properly, an Onsite Job Fair can give you the hiring push you need to hit your staffing goals. Many job fairs can have underwhelming results for such a large investment of time and energy but to get a worthwhile “Return on Investment” you must make a concentrated effort.
Today’s Masterclass Monday gives you the 5 key tips for a successful job fair your department managers, HR/Talent team, and future new hires will be happy with! As mentioned, Job fairs are extremely demanding in terms of your engagement and must be focused to a particular role/department in order to get the momentum you are looking for.
While it can be very tempting, Job fairs are not a one size fits all band-aid for every job, every department. Traditionally, many job fairs are a “Come one, come all” type of ordeal and unfortunately it is a disservice to both your team and the prospective candidates you meet. If you aren’t focused on a few key roles, you run the risk of overwhelming your team with a high influx of people who don’t have the relevant skills to the roles you need the most attention with. There won’t be enough hours in a day to identify the talent you are looking for, while also putting your company brand and reputation at risk if a proper follow-up isn’t conducted for the applicants. Don’t fall for the trap that more people = more options; it can also mean more people you have to screen through to find the relevant few.
Without further ado, the top 5 tips for a successful onsite job fair…
Hiring Manager time blocks
Give your department managers plenty of notice to allocate time for the job fair. Your hiring managers should be the primary individuals conducting the onsite interviews, walkthroughs, and screenings as they know the role the best and what kind of candidates do best in that company environment. This creates a sense of urgency and adds a sense of responsibility to the actual reporting managers. While your HR/Talent team can be a great support, they are not the ultimate “end user” of who will be managing these new hires.
Focused Marketing
Focus your marketing and promotion on 1-2 roles (3 at most) at most at any given time and those roles only! This allows you to attract candidates for roles you normally don’t get good candidate flow for. Your managers now have more time to dedicate to interviewing a larger pool of candidates with relevant experience and making a better choice for their team.
When promoting your Job Fair, focus your marketing efforts on those specific demographics such as “Maintenance Mechanics, Machinists” or whatever role you are actively hiring for.Pre-screening candidates
Have your Recruitment/HR team as well as your Staffing & Recruiting service actively source and PRE-SCREEN candidates prior to the Job Fair. This eliminates any candidates that do not have the qualifications needed or do not meet your company’s non-negotiables. This extra layer to your onboarding adds an additional level of buy-in to those that candidates that did make the initial investment to be screened. Lastly, your hiring managers can focus on meeting talent that is interested and engaged in the opportunity.
It is important to have a designated coordinator to facilitate the flow of the Job Fair and help Hiring Managers stick to the allocated interview times.
Same Day offers
Why wait!? If after meeting someone your team deems a good fit for your organization, be ready with contingent offers/ this does not mean that person will initiate the entire process then and there; the goal is to avoid any lag between the job fair and the actual offer from HR. Many candidates are actively looking for employment via different venues including job boards, referrals, and other means. You are competing versus other employers who may even have better offers than you so a same day offer can help lock up that person sooner and prevent them from considering other offers.
Follow up & Marketing
Hopefully your team received a large amount of talent to choose from. These individuals now know your company by name, and it is important to have them leave with a good outlook of your company even if an offer is not extended. You may work with these individuals at different times in the future and it is in your best interest to give them proper follow-up even if it is just to tell them they are not a fit at this time. Word of mouth is
Provide QR codes or links for these candidates to apply to so you have additional contact and follow up methods with them. Feel free to provide company marketing material if available.
Tap into your candidates’ network! Because this is a focused Job Fair, chances are that these individuals know similarly skilled professionals who might be in the market and all you have to do is ask! If you re providing a form or application, reserve a place for them to add the names and numbers, but be sure to ask as well.
So how did we come up with these Pro Tips? FLAG has successfully hosted multiple Onsite Job Fairs with much success for our clients and their new hires. With a well-organized event, our clients have been able to consolidate their time and efforts into one successful event and get back to delivering to their own clients much faster.
In a hiring punch yourself? Connect with a FLAG representative and partner with a professional who can share their expertise and help host an event for your team and finish the year strong!
Employee Insights Volume 17: How to have a successful day 1st day on assignment
Do you get the ‘jitters’ the day before a new job? Have you ever had any mishaps before an appointment or a new job? You’re not alone. Its happened to all of us. All kinds of things can happen before starting a new job but instead of leaving it to chance, read along and see how simple and hassle free your first day can be. 1st impressions do go a long way and you have the power to make it happen.
All is well that ends well but also that starts well! Once you start, whether as a full time regular employee or a temporary contractor, you are evaluated on a handful of different items like punctuality, attendance, attitude, performance, etc. that determine if the company will make the long term investment in you as your employer. While these items don’t have to be perfect, you put yourself in an unnecessary position far too early in your employment.
Today’s Masterclass Monday goes over everything you need to know to have a successful 1st day and more at your new job. Lets get started!
The Day Before
Check your transportation:
You probably don’t think this necessary, but cars do have issues at times and you cant afford it to be right before your big day! Make sure you’ve pumped fuel into your vehicle, your tire pressure is good on all 4 tires, and the motor starts just fine. Even if your car is fine, have a contingency plan. Who can give you a ride? How much extra time would you have to plan ahead for with an Uber or Lyft?
JD review
Review the Job Description and give yourself a refresher. Start to familiarize yourself with the terminology and equipment if its any different from your recent experience. YouTube is a great resource to check out if you come across something you aren’t too familiar with.
Time your 1st Day Commute!
Use your phone Map application to get an idea of what time you need to leave your home and give yourself a 10–15-minute buffer time frame to arrive at work. There might be parking scarcity, or excessive traffic you aren’t aware of.
1st day details
Go over your “1st day details” to make sure you bring with you any necessary PPE or documents you might need. Review it for any other tips or special instructions you might need to be aware of before starting.
The Morning Of
Check in with your recruiter if you are going on an assignment. Go over any questions you might have for them.
Double check and make sure you have any relevant PPE or documentation with you or in your vehicle ready for your 1st day!
Bring a notepad only if relevant to the work environment like an office.
On the Job!
Introduce yourself to your manager and teammates
Introduce yourself courteously to your new team and start asking for their first names so you can get to know them quicker.
Familiarize yourself the environment
This includes your managers office, restrooms, emergency exits, and HR.
Ask Questions!
Ask questions as they come up particularly around company best practices and workflows to ensure you are doing the job correctly from the start.
At the End
Check in and check out
Before you head out, check in with your supervisor or manager to make sure you didn’t miss anything that needed to be covered. Check to see if the start time is different than the first day and if you should bring anything else for work.
Check in with your recruiter
If you are working with a recruiter, be sure to check in and let them know how your 1st day went! Let them know if there are any concerns or discrepancies you should address now before more time passes on your new job.
This is the level of detail FLAG supports all of our contractors with so whether you are an employer, or contractor on assignment you know you’re getting more than just a “placement”. You’re getting an experience designed to enhance your career!