Key use cases for Brazen’s virtual recruiting event platform
As more organizations turn to cloud solutions for their recruiting needs during the pandemic, some practitioners wonder whether the investment is worthwhile for the long term. Short answer: it is.
Recently, our CEO Ed Barrientos talked about the benefits of virtual recruiting with Recruiting Daily’s president William Tincup, for RD’s Use Case Podcast. They discussed how virtual recruiting events enable real human connection and improve candidate engagement, how employers and universities use virtual recruiting events differently, and how organizations can use virtual recruiting tools to meet diversity and inclusion goals.
You can listen to the full podcast episode here or check out our key takeaways below.
Focusing on candidate engagement
One of Brazen’s main objectives is to facilitate human contact early on in the hiring process and doing it in a scalable way. For candidates who may be interested in a prospective employer but ultimately unsure about committing or submitting an application, engaging early in the process is very important, especially here at the top of the funnel. Offering ways to connect — via text, via video — helps candidates get the information they need to stay engaged in the recruiting process.
Over the years, the Brazen team has learned the best way to focus on engagement is to embed it into the recruiting process. This starts with the job req, which can be automatically linked with the appropriate virtual event based on the details of the req. By offering candidates another way to connect outside of a traditional application, employers can double conversion rates.
Virtual recruiting events for employers
Virtual recruiting events allow employers to make online connections with talent at any scale. Traditional in-person career fairs require the added cost of travel, venue rental, refreshments, and other logistics. This investment historically required those events to be very large, with lots of employers and high numbers of candidates. But the size of those events didn’t make them effective. On the other hand, virtual recruiting events don’t need to be large or crowded to break even or be considered successful. Virtual career fairs can be targeted to a narrow niche of ideal candidates and yield much better results.
Virtual events for campus recruiting
Colleges and universities have historically hosted in-person career fairs to connect students with potential employers in the area or by profession. Typically, larger organizations would also host their own events to connect with students from a specific university. Moving these events into the virtual space is a simple process, and helps employers interact with even more student job seekers than in-person events ever could. These events include informational webinars as well as online career fairs that involve one-on-one conversations and interviews.
Diversity, inclusion, equity and justice
Virtual recruiting events help employers connect with candidates who may have been overlooked during in-person career fairs. Virtual career events are flexible and allow employers to host events of any size with little notice, because the platform is self-service. Candidates who belong to marginalized groups may be more likely to participate in virtual events, and it’s easier for recruiters to review resumes online and hop on a quick one-on-one text or video conversation to learn more about candidates on an individual level. This dedicated attention helps candidates feel special, and earning their trust can help recruiters make a better assessment of their potential fit for an open position.
Internal recruiting in the virtual world
Some large organizations struggle to prioritize internal mobility as part of their recruiting efforts and virtual events offer a unique solution. A virtual career fair can be an internal mobility fair, with different departments or business units presenting in their own booths. Many employers start off using virtual recruiting events for external recruiting, and then find unique ways to use the tools internally, such as internal job fairs and virtual benefit fairs or any other topic that requires one-to-many or one-on-one conversations.
Who is using virtual recruiting events?
Large companies that do high volume white collar professional hiring are the biggest adopters of virtual recruiting. Healthcare and tech industries are among the most active in the virtual recruiting space. Government agencies, accounting and financial organizations are also well represented. Universities, associations, and government workforce agencies also benefit from the virtual events platform. Increasingly, employers hiring large numbers of hourly workers are learning about the ease and efficiency of using virtual recruiting events.
Innovative virtual events
Outside of typical recruiting, there are lots of other ways to use virtual recruiting event platforms. We’ve seen an uptick in organizations hosting career services events with free resume reviews and advice on job hunting, even when they are not actively hiring. This allows organizations to give back to the community and helps recruiters build talent pipelines for future hiring needs. Historically, universities have hosted events like this regularly and now employers are using similar strategies to strengthen employer branding and give back. Veterans’ coaching events are another key use case for the Brazen platform. These events teach veterans about job search strategies while also serving as job placement events.
How does Brazen fit into the talent acquisition tech stack?
It’s unfortunate that it took a pandemic to highlight the ways technology can connect us as humans. A virtual recruiting platform has become essential amid the pandemic, but organizations are now realizing that the connections they can forge through technology yield unique and valuable results previously unparalleled. By integrating virtual recruiting tools with other technologies (ATS, CMS, etc), employers will be able to better engage with talent across the board, and help remedy injustice and inequality that stems from traditional recruiting methods. When once job seekers, recruiters, and hiring managers may have felt reluctant to use video tools to communicate, the challenges posed by the pandemic have reduced that anxiety and helped demonstrate how easy it can be to connect online. Pivoting to virtual recruiting now seems less scary, and its benefits will only grow as more people and companies integrate the technology into their overall recruiting strategy.
Virtual recruiting enables real human connections
There is a lot we don’t know about the future of recruiting, but virtual recruiting technology has become an essential tool in talent acquisition and isn’t likely to lose steam anytime soon. Because of its myriad benefits—from cost efficiency and improved engagement to stronger employer brands and shorter hiring timelines—virtual recruiting has secured its place in the recruiting tech stack. Because candidates have embraced the option with overwhelmingly positive responses, employers of choice need to adopt this innovative technology to remain competitive for top talent.
To listen to the entire conversation between Ed Barrientos and William Tincup, click here for Recruiting Daily’s Use Case Podcast.