Job fairs serve as a direct conduit to potential employees, offering face-to-face interaction that is often lost in digital recruitment. In a competitive hiring market, these events allow companies to move beyond resumes and online applications, creating a human connection with candidates from the outset.
Finding and Selecting the Right Job Fair
The first step is identifying a suitable event for your hiring needs. Job fairs may be tailored to specific industries like technology or healthcare, hosted by universities for new graduates, or be general community fairs that attract local talent.
To locate these opportunities, consult university career services websites, local chambers of commerce, and professional associations. Online platforms like Eventbrite and specialized job fair directories also list numerous events across various sectors.
When selecting a fair, consider the target candidate profile. A tech-industry conference is more fruitful for experienced software developers than a general community event, while a college career fair is ideal for entry-level roles. Budget and location are also practical considerations.
The Registration Process and Associated Costs
Once you have chosen a fair, the next step is registration. This process involves completing an online form on the organizer’s portal, such as Handshake for university events. You will provide company information, a business description for promotional materials, and your company logo.
A standard registration package includes a booth space, a table, and two chairs, while access to electricity often costs extra. The participation fee can range from a few hundred dollars for a community fair to several thousand for a large conference. This fee covers the basic setup and your inclusion in event marketing.
Preparing Your Booth and Informational Materials
Your booth is the physical representation of your company and the first thing to attract candidates. A professional and inviting setup is important. Use a high-quality, branded tablecloth and a prominent banner with your company name and logo to create a strong visual presence.
Informational materials should be clear and easy for candidates to take with them. Flyers with a QR code linking to your company’s career page can streamline the application process. Have detailed, one-page job descriptions for your most urgent openings available.
Promotional items, or “swag,” can help keep your company top-of-mind. Focus on useful and memorable items that reflect your brand’s quality, such as branded pens or tote bags. Well-chosen swag can be a conversation starter and leave a positive impression.
Assembling and Training Your Event Team
The people representing your company are as important as the booth itself. The ideal team consists of HR recruiters and employees from departments with open positions. This combination allows candidates to get answers to both procedural and role-specific questions.
Your team needs a polished elevator pitch about the company’s mission and culture. They must also be experts on the details of all open roles and be prepared to answer a wide range of questions.
Effective engagement strategies are also part of training. Team members should learn how to:
- Proactively greet attendees.
- Ask open-ended questions to start conversations.
- Politely manage traffic flow.
- Gracefully conclude a conversation with a less-qualified candidate to speak with more prospects.
Strategies for the Day of the Fair
Arrive early to set up your booth without stress and to network with other employers. Ensure all materials are organized and that electronic devices are fully charged. To maximize engagement, your team should stand in front of the table rather than sitting behind it, as this removes a physical barrier and makes them more approachable.
Have an efficient system for collecting candidate information, whether gathering paper resumes or using a tablet for on-the-spot sign-ups. The process should be quick and seamless. Wearing a name tag also helps attendees identify who to approach with questions.
Post-Fair Candidate Follow-Up
Timely follow-up after the event is an important final step. Act within 24 to 48 hours while interactions are fresh in candidates’ minds. This promptness demonstrates your company’s interest and professionalism.
Begin by sorting collected resumes into tiers based on potential fit, such as “high potential,” “potential,” and “not a current fit.” This organization helps prioritize your outreach and streamlines the hiring process.
Send personalized follow-up emails to the most promising individuals. Reference your conversation at the fair and clearly outline the next steps, such as an invitation to complete a formal application or scheduling an interview. This proactive communication keeps qualified candidates engaged.