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Job Fair PlanningEvent Management Tips

Virtual Job Fairs: Pros and Cons


Nov 22, 20226 min read

Companies and event planners had to adopt an alternative method of event planning due to the restrictions imposed after the Covid-19 outbreak. We have concluded that there are virtually no limitations to what you can accomplish.

The way we plan events has also been fundamentally altered by this revelation. Events have gotten more convenient and cost-effective, and it is now easier to organize a number of them simultaneously. While live events are once again prevalent and society is gradually returning to the former way of life, virtual events don't seem to be a relic of the past. If anything, it's an established platform for events, not just a stand-in for those in person.

Additionally, recruiters learned about the advantages of virtual recruiting events, which altered the way businesses look for new personnel. People who remain hesitant about virtual job fairs and virtual job fair solutions generally ask themselves what the advantage of job fair is before taking the leap. We developed this pros and cons list to explain the benefits plainly and identify the (few) drawbacks companies encounter with virtual job fairs to assist you in making the best decisions regarding recruiting for your company.

Before we explain some advantages and disadvantages of virtual job fairs, let us explain how a virtual job fair actually works, using a virtual job fair software.

How does a virtual job fair work?

Much like an in-person job fair, a virtual job fair is an event where employers and job seekers meet to discuss job opportunities. The difference is that in a virtual job fair, the participants connect on a virtual event networking platform instead face-to-face. There are a few things to consider if you're planning to host a virtual job fair to make it successful. But the most important thing is to choose a virtual job fair platform with the best features to make the event simpler to set up and utilize.

b2match was created to meet every event organizer's demands, employing AI event matchmaking features to engage participants in virtual event networking and determine which participants are the ideal matches.

PRO: Cost-Effective

The actual cost of a virtual job fair varies depending on a number of different criteria, but online solutions are significantly less expensive than in-person recruiting events. Travel, venue rentals, catering, and a variety of other logistical concerns are frequently necessary for in-person events, all of which have significant costs. The initial cost of job fairs organized on online job fair software is far lower because they don't call for travel, a venue, or physical handouts. You don't have to close down your office operations in order to organize a recruiting event because online job fairs require fewer staff members than in-person events.

PRO: High attendance

Compared to in-person recruiting events, online job fairs have higher participation rates. Additionally, virtual recruiting events frequently draw prospects of a better caliber. Recruiters observe an increase in both the overall number of participants (and thereby a larger candidate pool) and in the proportion of qualified candidates, making the selection process even more fruitful. That is because virtual job fairs enable employers to target advertising and invitation lists to specific potential candidate profiles. Virtual events are more likely to attract the younger generation of job seekers, especially recent graduates and undergraduate students. These "digital natives" have been surrounded by technology their entire lives, especially when it comes to communication, so they feel at ease interacting with potential employers online and applying for job openings.

PRO: More effective than phone screening and in-person job fairs

The simplicity of virtual job fairs is unparalleled. Because of the structure of virtual job fairs, recruiters can engage with more applicants in the same or less time. Compared to in-person events and conventional phone screening procedures, virtual job fairs enable recruiters to streamline the screening process and take top candidates to the next stage.

PRO: Convenience

Employers can benefit from virtual job fairs' increased convenience. Instead of interfering with their hectic schedules, they can partake in the event from their office or workplace. The adaptable timetable of online job fairs is another bonus. Employers can access the event at any moment during the designated date and time, and they are free to participate for however long or little time they like.

PRO: Boosts the image of your business

By demonstrating to candidates and the public that your company is forward-thinking, mindful of public health, and imaginative with digital tools, hosting and organizing virtual job fairs may boost the employer brand. Through social media and paid advertising, you may increase brand recognition and showcase your work environment while executing the promotion of virtual job fairs.

Additionally, if you plan and carry out your virtual job fair successfully, attendees will only have positive things to say about their interactions with your company, which also helps you develop social assets for your employer brand.

PRO: Improves participant engagement

At virtual job fairs, candidates can interact directly with recruiters and hiring managers via text-based chat, audio-only, or video interviews. This personalized attention helps applicants feel special and gives them a chance to ask the questions they need to answer to prioritize your organization in their job search. That produces a good applicant experience that fosters trust, increases attendee engagement, and leaves candidates eager for the next steps with their desired employment opportunities, along with an easy-to-use platform. When a virtual job fair is at the top of your recruitment funnel, applicants will engage more during the process. It is also typical for more applicants to remain engaged for an extended period than those found through other routes.

Now that we listed numerous benefits of virtual job fairs, let us look at some disadvantages of virtual recruitment.

CON: Limited interaction

The fact that virtual job fairs only allow for limited interaction between businesses and job seekers is one of their main drawbacks. Employers must engage with job applicants via computer screens and audio equipment because they cannot meet them in person. Networking and engaging with potential employees may become difficult in this situation. Especially if your workplace has a unique element that tends to draw top candidates, you may be accustomed to including a work site tour in your recruiting process when hiring for a non-remote position. That typically occurs much later in the hiring process; therefore, it isn't a crucial aspect of the job fair experience. To display your office space, you may create a video tour and show it off during your virtual fair. You can establish security procedures to enable an in-person interview for candidates who move on to the following stages if you're about to extend an offer.

CON: Technical Challenges

Some competent candidates might be hesitant to communicate with a potential employer via an unfamiliar technology platform. Fortunately, a user-friendly platform with a quick learning curve reduces the likelihood of issues. Consider holding a pre-job fair educational session on the platform if you're particularly worried about the degree of tech proficiency in your target candidate pool. Here, you can offer them a sneak peek of the platform, show them how to go from one virtual booth to another, and provide further advice to help them acclimate. You can even arrange a live Q&A session to answer specific inquiries about the event's platform or format.

Whether they switched to virtual job fairs before or after the epidemic, talent acquisition leaders have valued and benefited from a broad range of advantages of using a hybrid or virtual job fair software, some of which we have already mentioned. It's not surprising that they will remain a norm for recruiting in the new employment ecosystem for years to come, given how few and insignificant the drawbacks are.

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