Industry fairs a good ground to attract talent
COMPANIES adopt different strategies to recruit top talent. One method though in the nascent stage is recruiting at non-recruiting events like trade or industry fairs. Being a non-traditional and passive event (in terms of recruiting) it calls for a different kind of strategy.
Recruiting at industry fairs is different compared to hiring at job fairs. The latter are specific and easier to tackle. People who come to job fairs are generally either unemployed or fresh entrants into the job market. In sharp contrast visitors to industry fairs are employed often holding top positions with a lurking interest in a change for the better. Such events give professionals easy access to information regarding other reputed organisations, while providing recruiters a chance to locate skilled and potential candidates. A well-planned recruiting strategy can reduce recruiting costs and yield a diverse candidate source.
Generally company representatives attend trade fairs or conferences. This means they are the best. Having the top people of the industry under one roof is too good an opportunity for companies wanting to hire the best. To cite an example, a top firm found that 80 per cent of the people that visited their booth at a trade fair were employees of rival companies seeking information. A good opportunity to assess and recruit a rival's top performers would be hard to come by! Further it has been found that recruiting at professional events produces the second-highest quality of hires after proactive referrals.
What makes such recruiting an affective approach?
Unbelievable access: Not really hard- pressed for time at these events recruiters get the opportunity to interact with top performers. They get sufficient time to talk and build acquaintances.
Their guard is down: Most professionals are relaxed and the atmosphere casual being away from the daily hectic pace of work. This makes them approachable.
Easy identification: The identity of people attending such events is conspicuous through the ID badges so, recruiters can easily identify those they would like to impress.
People with the right skills: Every major conference has special sessions with the best in the field. Hiring managers would know where and whom to look for.
Laying the web
Given such advantages, recruiting at trade/industry fairs requires a different approach. HR experts advocate the adoption of a `non-recruiting recruiting strategy' where subtlety should be the name of the game because the participants are basically doing their job and not necessarily seeking openings. This method is a combo of name gathering and relationship building efforts. A recruiter cannot afford to approach potential candidates with a job offer at such events. Instead he can spend some time with each individual and advocate his company as a great place to work for.
The next step
On identifying suitable candidates a recruiter should maintain the rapport. Making a job offer and convincing the candidate to accept it can be done later on. Follow-up can be through phone or e-mail. Certain `non-recruiting recruiting strategies to adopt at industry fairs include:
Companies must be very selective about the events to send their representatives to. It is wise to choose those events that top people and more importantly those potential candidates are likely to attend.
Using employee referrals to make a list of the top and qualified people who attend such events can help target potential candidates.
Companies can ask their employees to attend these conferences and urge them to proactively build contacts and establish relationships.
The organisations can increase their visibility by appointing some of their employees as moderators, panelists or speakers in such events or conferences. This will increase awareness about the organisation while attracting potential hires to seek further information.
Companies serious about recruiting at such events should set up booths and get leading recruiters to manage them. The recruiter in turn can make a potential candidate interested in career opportunities at the organisation.
Be vigilant
Industry events will always remain the prime gathering spot for the top performers in any industry. As only a few recruiters would be present, the field is open.
Approaching potential hires is less complicated and more effective. So recruiting at such events can be one hiring strategy that companies cannot afford to ignore.
HEMA. G
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