Remember when COVID hit, and suddenly everyone was scrambling to go virtual?
Well, fast-forward five years, and there’s one silver lining we can’t ignore—the game-changing power of online events and webinars.
But here’s the deal: Are you using them to their full potential?
If you’re still treating online events like glorified Zoom calls, you’re missing out on a goldmine of talent. But, don’t worry.
We’ve cracked the code on turning webinars and virtual recruiting events into candidate magnets, and we’re spilling the beans.
That said, read on to learn more.
Section 1: Laying the foundation for virtual recruiting
Strategy 1: Define your target audience and recruiting goals
Before getting started, it is important to have a clear understanding of who you are trying to reach and what you hope to achieve.
Take the time to thoroughly research and define your target audience, considering factors such as job roles, skills, experience levels, demographics, and career aspirations.
This data will serve as the foundation for creating compelling content that resonates with your ideal candidates.
In addition to defining your target audience, it is equally important to establish specific and measurable recruiting goals.
These goals should align with your overall talent acquisition strategy and business objectives, whether it’s filling critical skill gaps, increasing diversity and inclusion, or expanding your talent pipeline for future growth.
Also, define KPIs to measure the impact of the webinars you conduct and how these KPIs would contribute to your recruitment goals.
Setting clear goals and KPIs can help you effectively measure the success of your virtual recruiting events and make data-driven decisions to optimize your strategies over time.
Strategy 2: Choose the right webinar platform and tools
Recruiting events rely heavily on the technology and tools you use to deliver them.
When selecting a webinar platform, it is essential to assess your options based on factors such as reliability, scalability, user experience, and the range of features and functionalities offered.
Look for platforms that provide interactive elements, such as polls, Q&A, and breakout rooms, to enhance audience engagement and facilitate meaningful conversations.
Additionally, consider how well the webinar platform integrates with your existing recruiting tech stack, including your applicant tracking system (ATS), candidate relationship management (CRM) software, and marketing automation tools.
Seamless integration will enable you to streamline your recruiting workflows, capture valuable candidate data, and provide a cohesive experience for both your team and your event attendees.
Here are some great tools to get started with:
Zoom: Known for its scalability, Zoom offers interactive features like breakout rooms, Q&A, and polls to boost engagement.
GoToWebinar: This platform excels in its integration with CRM systems, making it ideal for lead capture and post-webinar follow-ups. It offers custom branding options, polls, and detailed analytics.
Webex: Cisco’s Webex stands out for its robust security features, making it a great choice for industries handling sensitive candidate information. It also includes live polling and breakout sessions.
ClickMeeting: A comprehensive solution offering customizable webinar rooms, automated follow-ups, and easy integration with ATS systems. It allows pre-recorded events, making it flexible for recruiters.
BigMarker: Focuses on interactive webinars with features like real-time chat, embedded surveys, and live polls. It integrates well with CRM and ATS tools, making recruitment data tracking seamless.
Strategy 3: Develop a compelling event theme and agenda
To capture the attention of your target audience and drive registrations, it is important to brainstorm a compelling event theme and agenda that aligns with their interests and needs.
Think of topics and themes that are relevant to your industry and the specific roles you are seeking.
Consider the challenges and aspirations of your ideal candidates, and craft an event theme that speaks directly to those pain points and goals.
Here are example topics:
- Navigating remote work in your industry
- Emerging tech trends and future skills
- Leadership development in fast-paced companies
- Diversity and inclusion in hiring
Once you have settled on a theme, create an agenda that balances informative content, interactive elements, and opportunities for networking and engagement.
Consider including a mix of speakers and formats, such as keynote presentations, panel discussions, fireside chats, and skill-building workshops.
Be sure to allocate sufficient time for Q&A sessions and breakout rooms, as these provide valuable opportunities for attendees to engage directly with your company representatives and gain deeper insights into your organization.
Strategy 4: Promote your virtual event through multiple channels
To maximize attendance and reach a wide audience of potential candidates, it is essential to promote your virtual recruiting event through multiple channels.
Start by creating a dedicated landing page on your company website that provides all the key details about your event, including the theme, agenda, speakers, and registration information.
Optimize this page for search engines and ensure that it is mobile-friendly and easy to navigate.
Here’s an example of a webinar landing page 👇
Next, use social media accounts to spread the word about your event.
Create engaging posts and graphics that showcase the value and unique aspects of your webinar, and share them across your company’s social media profiles, including LinkedIn, Twitter, Facebook, and Instagram.
Encourage your employees to share the event with their own networks, as this can significantly increase your reach and credibility.
Here’s a quick plan:
- Create carousels: Highlight the webinar’s key points (agenda, speakers, benefits). Share weekly teasers to build excitement.
- Event listing: Create a LinkedIn event and invite relevant connections.
- Employee amplification: Encourage employees to share the event within their networks.
- Run ads: Target relevant audiences using Facebook Ads.
- FB events: Create a Facebook event and promote it across recruitment groups.
- Create stories & reels: Teasers with quick clips of past events or snippets of upcoming sessions.
- Memes for Gen Z: Use recruitment humor to engage younger talent.
- Countdown tweets: Run a countdown to the event with engaging visuals, like short video clips or speaker highlights.
General
- Event listing sites: Add the event to platforms like Eventbrite, Meetup, or Google events for broader reach.
In addition to social media, consider partnering with industry associations, professional networks, and placement cells of universities to promote your event to their members and students.
Also use targeted email campaigns to reach out to specific candidate segments, such as past applicants, alumni, or professionals with specific skill sets.
You can generate strong interest and registrations for your virtual recruiting event by casting a wide net and using multiple promotional channels.
Strategy 5: Optimize your registration process and reminder emails
The registration process is a critical touchpoint in the candidate journey, as it sets the tone for their overall experience with your virtual recruiting event.
To optimize this process, keep your registration form short and user-friendly, capturing only the essential information you need to effectively engage with and qualify potential candidates.
Consider integrating your registration form with your ATS or CRM to automatically sync candidate data and streamline your follow-up efforts.
Once a candidate has registered for your event, it is important to keep them engaged and informed leading up to the big day.
Send a confirmation email immediately upon registration, providing all the necessary details such as the event date, time, and login instructions.
Include a calendar invite to make it easy for attendees to add the event to their schedule and reduce the risk of no-shows.
As the event date approaches, send periodic reminder emails to keep your event top-of-mind and build anticipation.
These emails can include sneak peeks of the content, speaker spotlights, or even short video teasers to generate excitement.
Consider segmenting your reminder emails based on factors such as job function, experience level, or registration date to deliver more personalized and relevant content.
Here’s a quick overview of how to set up your emails for your online event:
1. Pre-webinar email series:
- Email 1: Announcement & invitation
Introduce the event theme, agenda, speakers, and provide the registration link. - Email 2: Speaker highlight
Spotlight a key speaker and explain their relevance to the audience. - Email 3: Urgency & benefits
Create urgency, emphasizing limited spots and key benefits for attending.
2. Reminder emails:
- Email 1: One week before
Remind attendees to save the date and preview key content. - Email 2: 24-hour reminder
Provide the event link, agenda, and engagement tips.
3. Post-webinar email series:
- Email 1: Thank you & replay link
Express gratitude and share the event replay for those who missed it. - Email 2: Follow-up content
Send related resources, such as whitepapers or blog posts. - Email 3: Call to action
Prompt attendees to apply for open roles, sign up for future events, or connect with a recruiter.
Optimizing your registration process and reminder emails will create a seamless, engaging experience for your event attendees, increasing the likelihood of strong attendance.
Section 2: Creating engaging and informative webinar content
Strategy 6: Showcase your company culture and values
Your brand isn’t what you tell your prospects is, it is what they feel about it.
One of the primary goals of your virtual recruiting events should be to give potential candidates a genuine and compelling glimpse into your company culture and values.
This is your opportunity to differentiate your organization from competitors and demonstrate what makes you a unique and desirable place to work.
To effectively showcase your culture, consider incorporating stories, examples, and testimonials that bring your values to life.
Share anecdotes about how your team members embody your core values in their daily work, or highlight specific initiatives and programs that demonstrate your commitment to creating a positive and inclusive work environment.
Candidates can gain a better understanding of the culture of your organization by providing concrete examples and authentic insights.
Employee testimonials can be particularly powerful in conveying your company culture and values.
Consider featuring short video interviews or written quotes from team members across different departments and levels, sharing their personal experiences, growth stories, and what they love most about working at your organization.
These first-hand accounts can provide a relatable and persuasive perspective that resonates with potential candidates.
Also read: Anna Bertoldini’s take on building a solid employer brand
Strategy 7: Provide valuable industry insights and thought leadership
In addition to showcasing your company culture, your virtual recruiting events should also aim to provide value and establish your organization as a thought leader in your industry.
By sharing relevant and timely insights, trends, and best practices, you can demonstrate your expertise and position your company as an innovative and forward-thinking place to build a career.
Consider incorporating educational content into your webinars, such as industry reports, case studies, or expert panels that discuss the latest challenges and opportunities in your field.
Share practical tips and strategies that attendees can apply in their own careers, and invite industry influencers or subject matter experts to contribute their knowledge and perspectives.
If you provide valuable and informative content, you can attract highly qualified and engaged potential candidates who are genuinely interested in the work you do.
Strategy 8: Highlight career growth and development opportunities
Career growth and development are top priorities for many job seekers, particularly among younger generations such as millennials and Gen Z.
A study by Ripplematch even revealed that 40% of Gen Z candidates expect to be promoted in a year or less.
To attract and retain top talent, it is essential to showcase the opportunities for learning, skill-building, and advancement within your organization.
During virtual recruiting events, emphasize your company’s formal learning programs like:
- Training courses
- Workshops
- Mentorship initiatives
Share real examples of how employees have grown and progressed within their roles
Showcase informal learning opportunities and a supportive culture where team members collaborate and learn from each other
Strategy 9: Incorporate interactive elements and gamification
To keep your virtual recruiting events and webinars engaging and memorable, it is essential to incorporate interactive elements and gamification throughout your webinars.
Engaging your attendees in the content and experience can create a more immersive and memorable event.
Consider using polls, surveys, and quizzes to gather real-time feedback and insights from your audience, and to spark discussion and reflection.
These interactive elements can also help you gauge the knowledge and interests of your attendees, allowing you to tailor your content and messaging accordingly.
Gamification is another powerful tool for enhancing engagement and motivation during your virtual events.
Consider implementing a points system or leaderboard that rewards attendees for participation, such as asking questions, sharing insights, or completing challenges.
You can also create interactive scavenger hunts or trivia games that encourage attendees to explore your company website, social media profiles, or other resources to learn more about your organization.
Here are some tools that can help you incorporate gamification into your virtual recruiting events:
1. Kahoot!
- Use: Ideal for quizzes and trivia, Kahoot! allows you to create engaging quizzes that attendees can participate in real-time. It can be used to create games based on company facts or industry knowledge.
- Best for: Interactive quizzes and leaderboards that motivate participants with a competitive edge.
2. Mentimeter
- Use: Mentimeter enables you to add interactive polls, quizzes, and word clouds. It’s perfect for gathering feedback and sparking discussions during webinars.
- Best for: Real-time audience engagement and feedback during presentations.
3. Slido
- Use: Slido provides a range of interactive elements like live polls, quizzes, Q&A sessions, and leaderboards. It helps you keep the audience engaged throughout the webinar.
- Best for: Q&A sessions with gamification elements such as points for participation.
4. Quizizz
- Use: Quizizz allows you to create quizzes with instant feedback, incorporating leaderboards and points to keep things competitive. You can use it to run real-time trivia challenges during the event.
- Best for: Creating fun quizzes with leaderboards for real-time feedback.
5. Crowdpurr
- Use: Crowdpurr offers customizable trivia games, scavenger hunts, and polls. You can reward participants with points for answering questions or completing challenges.
- Best for: Running interactive scavenger hunts and trivia games to encourage audience participation.
6. Prezi
- Use: Prezi can be used to create highly visual and interactive presentations. It stands out by allowing you to present in a non-linear format, which can be used creatively in webinars to gamify the experience, making the content feel more dynamic.
- Best for: Presentations with interactive storytelling, perfect for keeping participants engaged throughout long sessions.
Section 3: Technology and platforms for enhanced experiences
Strategy 11: Utilize breakout rooms for small group discussions and networking
You know how big virtual events can sometimes feel impersonal?
Well, that’s where breakout rooms come in handy during online recruiting. Think of them as separate corners where you can have real conversations.
Instead of trying to shout over the crowd, you’re sitting down with a handful of people who are on your wavelength.
Maybe you’re grouping folks by:
- What they do
- How long they’ve been in the field
- What gets them excited about work?
It doesn’t matter if you’re the one hiring or looking to get hired – these smaller chats give everyone a chance to really connect.
You can use these rooms for small group discussions on specific topics or challenges related to your industry or the roles you are recruiting for.
Here’s how to create one on Zoom:
- Start a Zoom meeting
- Click the Breakout Rooms icon in the menu bar
- Choose how many rooms to create
- Select how to assign participants to rooms
- Click Create Breakout Rooms
- Click Open All Rooms to start the breakout rooms
You can also pre-assign participants to breakout rooms before the meeting.
Here are some things to keep in mind:
- Only the meeting host can create and start breakout rooms
- If you’re recording your meeting to the cloud, only the main room will be recorded
- If you’re recording locally, each participant can record their own room
- If the Breakout Rooms option is grayed out, your account admin may have locked it
- You can broadcast messages to all breakout rooms by clicking Broadcast message in the breakout room panel
Having some good questions or activities ready can really get the ball rolling in these smaller groups.
It helps everyone join in, not just the chatty ones. Your company team members can hop in too, adding their two cents and fielding questions.
These breakout rooms aren’t only for serious talks. They’re great for helping people meet and mingle, kind of like a virtual mixer.
Try asking folks to share a bit about themselves – what they do, where they want to go in their career, what gets them excited about work. It’s a natural way to break the ice and help people find common ground. Before you know it, you’ve got a bunch of strangers chatting like old friends.
Strategy 12: Leverage live streaming and social media integration
Pop your webinars on LinkedIn, Facebook, or YouTube while they’re happening.
It’s not just for those who’ve already signed up – it’s about catching the eye of someone who’s scrolling through their feed and thinks, “Huh, that looks interesting.”
This live approach can generate more interest in your company.
People who tune in get a real-time glimpse of your culture and what you’re all about. It’s an authentic way to showcase your employer brand and potentially attract candidates who might not have found you otherwise
Check out one of our LinkedIn live events here.
Consider using live streaming to host panel discussions or Q&A sessions with your company representatives, allowing attendees to engage with your team in real-time and ask questions or share comments through social media.
This can create a more dynamic and interactive experience that extends beyond the confines of your webinar platform.
Here are four more multi-streaming platforms you can get started with:
Crowdcast: It is an all-in-one platform for hosting interactive virtual events. It’s designed with audience engagement in mind, offering features like Q&A sessions, polls, and chat functionality. Crowdcast allows you to stream to multiple platforms while maintaining a central hub for your event.
Restream: Allows you to broadcast to multiple platforms simultaneously, saving time and expanding your reach. It integrates with over 30 social networks and streaming services.
StreamYard: Offers a user-friendly interface for live streaming to various platforms. It includes features like brand customization and the ability to bring guests into your stream easily.
Wirecast: It’s a robust solution for more advanced users, offering professional-grade live video streaming and production. It’s ideal for larger organizations looking for high-quality output.
Socialive: Provides an all-in-one platform for creating, streaming, and managing live video content. It’s known for its ease of use and ability to produce polished, TV-quality broadcasts.
These tools can help streamline your virtual recruiting events, making it easier to reach candidates across multiple platforms at once.
Social media integration can also be used to encourage attendees to share their experiences and insights from your virtual events on their own social media profiles, using designated hashtags or tagging your company’s accounts.
This user-generated content can help to amplify your employer brand and reach a wider network of potential candidates.
Learn more about UGC content here: https://buffer.com/resources/what-is-user-generated-content/
Strategy 14: Use AI-powered chatbots and matchmaking tools
Artificial intelligence (AI) and machine learning technologies are increasingly being used to enhance the efficiency and effectiveness of virtual recruiting events.
A combination of AI-powered chatbots, matchmaking tools, and recruitment workflow automation can enhance the event attendee experience and streamline recruiting.
Consider implementing an AI-powered chatbot on your event landing page or within your webinar platform to provide instant answers to common questions and help guide attendees through the registration and login process.
These chatbots can also be used to collect information about attendees’ backgrounds, interests, and job preferences, allowing you to tailor your content and messaging accordingly.
Here’s how to go about it:
Choose an AI platform:
- Research options like IBM Watson, Google Cloud AI, or Amazon Lex
- Consider factors like scalability, integration capabilities, and pricing
Design the chatbot:
- Map out conversation flows and decision trees
- Create a list of FAQs and appropriate responses
- Design fallback responses for unanswered queries
Develop and train the chatbot:
- Use the chosen platform’s development tools
- Input your designed conversation flows
- Train the model with recruiting-specific data and terminology
- Implement natural language understanding (NLU) for better comprehension
Integrate with your event platform:
- Use REST APIs or SDKs provided by your AI platform
- Implement frontend integration using JavaScript or relevant framework
- Set up backend to handle chatbot requests and responses
Configure data collection:
- Determine key data points to collect (e.g., skills, job preferences)
- Set up database integration for storing collected information
- Ensure compliance with data protection regulations
Implement AI-powered matchmaking:
- Develop or integrate an algorithm for matching attendees
- Use collected data to inform matching criteria
- Set up real-time matching during the event
Test thoroughly:
- Conduct unit tests for individual components
- Perform integration testing to ensure smooth data flow
- Carry out user acceptance testing with a sample group
Deploy and monitor:
- Roll out the AI features on your event platform
- Set up monitoring tools to track performance and user interactions
- Establish a feedback loop for continuous improvement
Analyze and iterate:
- Collect and analyze data from each event
- Identify areas for improvement in AI performance
- Update and retrain models based on new data and insights
Speaking of AI, Recruit CRM provides some solid features and automation options for your organization, from parsing resumes to matching candidates, it’s all in there! 😉
Take a look for yourself by booking a FREE demo call here.
Section 4: Measuring success and optimizing your virtual recruiting events
Strategy 15: Define key performance indicators (KPIs) and metrics
Let’s talk about measuring the success of your virtual recruiting events. It’s pretty straightforward: Pick some clear metrics that actually matter for your recruiting goals.
Don’t just count heads – look at engagement, candidate quality, and how many hires you end up making.
Think of it as taking the pulse of your event. You want to know if it’s healthy and doing its job, not just if it has a heartbeat.
By tracking the right things, you’ll see what’s working and what needs fixing. It’s like having a roadmap for improving your events.
Remember, the end game is finding great people for your company. Make sure your measurements tell you if you’re getting there.
Defining and tracking these KPIs and metrics will give you a deeper understanding of what is working well and where there are opportunities for improvement in your virtual recruiting events.
Here’s a quick table to understand this better:
| KPI | What it measures | Potential lead |
| Registration rate | Number of sign-ups vs. total invites sent | High registration indicates interest; track sign-ups from targeted job roles. |
| Attendance rate | Number of attendees vs. total registrations | Those attending live show strong engagement; follow up with personalized content. |
| Engagement rate | Interaction with polls, Q&A, or chat during the webinar | Engaged participants are likely interested; prioritize them for next steps. |
| Conversion rate | Number of attendees who apply or take a next action | Attendees who apply after the event are hot leads; fast-track their applications. |
| Drop-off rate | Percentage of people leaving early | Low drop-off rates suggest high interest; focus on these participants. |
| Post-webinar actions | Actions such as downloading materials or watching the recording | Candidates following up with actions show intent and should be nurtured. |
Strategy 16: Utilize post-event surveys and feedback forms
Post-event surveys and feedback forms are valuable tools for gathering insights and opinions from your event attendees.
This is how one typically looks like on Google forms. 👇
If you solicit feedback on different aspects of your virtual events, such as content, speakers, platform, and overall experience, you can identify areas of strength and weakness.
It is ideal to send out a post-event survey immediately after your webinar concludes, while the experience is still fresh in attendees’ minds.
5 tips for creating an effective post-webinar survey for candidates
- Send the survey immediately after the webinar to capture feedback while the experience is fresh in candidates’ minds.
- Keep the survey short and focused, aiming for 5-10 questions maximum to respect candidates’ time and increase response rates.
- Use a mix of multiple-choice and open-ended questions to gather both quantitative data and detailed insights.
- Include questions that align with your recruiting goals, such as likelihood to apply and perception of your employer brand.
- Gather information on candidates’ job preferences and skills to inform your future recruiting strategies.
Not how to make your post-webinar surveys work harder for you?
Sure, general feedback is great, but why not dig a little deeper?
Try asking attendees how likely they are to apply for a job with your company after the webinar.
Or get their honest take on your employer brand – it’s always good to know how you’re coming across.
While you’re at it, use this chance to learn more about what these potential candidates are looking for.
Ask about their job preferences, skills, and experience. This info is gold for shaping your future recruiting strategies.
Putting all this in action will tell you how well your virtual recruiting events are actually working.
Use what you learn to fine-tune your approach and make each event better than the last.
It’s all about continuous improvement, right?
Strategy 17: Analyze attendee data and behavior
Now a quick thought about those post-event surveys – they’re great, but there’s more you can do to really understand your attendees.
Your webinar platform is probably sitting on a goldmine of data.
Why not take a deeper dive?
Here are some key things to look at:
- How long people are sticking around (and when they’re dropping off)
- Which parts of your presentation are getting the most attention
- How active folks are in the chat and Q&A
- Participation in polls and breakout rooms
- What content people are downloading or clicking on
This info can be incredibly valuable. It’ll show you what’s working and what needs tweaking.
For example, if people are consistently dropping off at a certain point, that’s a clear sign to switch things up there.
Or if a particular topic is generating lots of questions, you know that’s something to focus on in future events.
By combining this data with your survey feedback, you’ll get a much clearer picture of how to make your virtual recruiting events even better.
It’s all about understanding what your attendees really want and how they’re engaging with your content.
Strategy 18: Conduct A/B testing and experimentation
According to a study by eConsultancy, companies that implement A/B testing are twice as likely to see a significant increase in sales compared to those that do not use such testing methods.
Pretty impressive, right?
So, how do you get started?
First, think about what you want to test.
It could be your
- Landing page design
- Email subject lines
- Webinar titles
- The format of your content
Anything!
The key is to change just one thing at a time so you know exactly what’s making the difference.
Next, set some clear goals.
What are you hoping to achieve?
- More attendees?
- Better engagement?
- More job applications?
Be specific – it’ll help you measure your success.
Now comes the fun part – create your variants.
Let’s say you’re testing email subject lines. You might have “Join our tech talk” vs “Unlock your career in AI”.
Send each version to a similar group of people and see which one gets more opens or clicks.
Once you’ve run your test, it’s time to dig into the data.
Look beyond just the numbers – try to understand why one version worked better than the other.
Here’s a real-world example from our own experience: We recently A/B tested two subject lines for a webinar announcement email. The first was “🗓️Coming soon: The ultimate cold-calling crash course for recruiters“. For the second, we tried “Double your placements: Master cold-calling in 60 minutes“.
Guess what?
The second subject line saw a whopping 23% increase in open rates.
It turns out, our users are really drawn to specific, results-focused language.
By highlighting a concrete benefit (doubling placements) and addressing a common pain point (time management), we struck a chord with busy recruiters looking to boost their efficiency.
This little test taught us a lot about what our users value and how to communicate with them more effectively.
Now, don’t think of A/B testing as a one-time thing.
It’s an ongoing process.
Keep testing, keep learning, and keep improving. Start small with something like email subject lines, and as you get more comfortable, you can test bigger elements of your events.
Remember, patience is key.
Give your tests enough time to gather meaningful data.
And don’t be discouraged if something doesn’t work out as expected – there’s always something to learn.
Ready to give it a shot? Here’s what you can do right now:
- Look at your upcoming virtual recruiting events and pick one thing to test.
- Set up a way to track your results.
- Create your A and B versions.
- Run your test for at least two weeks.
- Analyze what happened and use what you’ve learned in your next event.
Strategy 19: Create a centralized data dashboard
Dashboards don’t just help you collect data – you’re doing it for actionable insights that will supercharge your recruitment efforts.
Here’s how to get started:
Identify your key metrics: Begin by listing out what really matters for your events. This might include:
-
- Registration and attendance rates
- Engagement metrics (chat activity, poll responses)
- Post-event survey results
- Conversion rates (attendees to applicants
Choose your tools: You’ve got options here. Google Data Studio is great if you’re just starting out – it’s free and user-friendly. For more advanced needs, consider tools like Tableau or Power BI. The key is to pick something that integrates with your event platform and other recruitment tools.
Set up your dashboard:
-
- Start with a high-level overview section
- Create separate sections for each key metric
- Use a mix of charts, graphs, and tables for easy visualization
- Include filters to drill down into specific events or time periods
Implement real-time tracking: Set up your dashboard to update in real-time during events. This allows you to make on-the-fly adjustments to boost engagement.
Analyze and act: Schedule weekly reviews of your dashboard. Look for trends, identify what’s working, and spot areas for improvement. Use these insights to refine your next event.
Share and collaborate: Make sure your dashboard is accessible to all relevant team members. Consider setting up automated reports to keep everyone in the loop.
Continuously refine: As you use your dashboard, you’ll likely find new metrics you want to track or better ways to visualize data. Don’t be afraid to evolve your dashboard over time.
Getting started is easier than you might think. Here’s what to do right now:
- List out your must-have metrics
- Choose your dashboard tool (start with Google Data Studio if you’re unsure)
- Gather data from your last few events
- Spend an afternoon setting up your first basic dashboard
- Share it with your team and gather feedback
Also read: How to build a recruitment dashboard in 4 easy steps
Remember, the goal is to make data-driven decisions that improve your virtual recruiting events.
Start simple, focus on the metrics that matter most, and build from there.
Speaking of dashboards, did you know that Recruit CRM offers a powerful analytics dashboard right out of the box?
Our dashboard gives you access to nine different reports, each providing valuable insights into different aspects of the recruitment process. From candidate sourcing to placement rates, it’s all there at your fingertips.
Why not give it a try for your recruitment goals? Book a free call here.
Section 5: Integrating virtual events into your overall recruiting strategy
Strategy 20: Leverage employee advocacy and referrals
According to the Society for Human Resource Management (SHRM), employee referrals continue to be employers’ top source of hires, delivering more than 30 percent of all hires overall in 2016 and 45 percent of internal hires.
So, how do we tap into this goldmine? Here’s a step-by-step guide to get your employee advocacy program up and running:
1. Start with a kickoff meeting: Gather your team and explain the importance of their involvement. Share success stories and the benefits for them (like referral bonuses).
2. Create a toolkit: Put together shareable content about your company culture, job openings, and upcoming virtual events. Think social media posts, email templates, and even fun video clips.
3. Set up a simple sharing system: Use a platform like LinkedIn Elevate or Hootsuite Amplify to make it easy for employees to share content with their networks.
4. Offer training: Host a quick workshop on effective social media sharing and personal branding. This isn’t just about your company – it’s about helping your employees build their professional presence too.
5. Incentivize participation: Consider a points system where employees earn rewards for shares, referrals, and hires. It could be anything from gift cards to extra vacation days.
6. Showcase your team: Feature employees as speakers or panelists in your virtual events. Nothing beats hearing about a job from someone who’s actually doing it!
7. Track and celebrate success: Use your ATS to track which hires came from employee referrals. Share these wins company-wide to keep the momentum going.
Ready to kick things off? Here’s what you can do right now:
- Draft an email announcing your new employee advocacy program
- Create a simple Google Form for employees to submit referrals
- Schedule your kickoff meeting for next week
- Start brainstorming potential employee speakers for your next virtual event
Remember, your employees are your best brand ambassadors.
They know your company culture inside out and can speak to potential candidates in a way that job ads just can’t match.
Strategy 21: Integrate virtual events with your applicant tracking system (ATS)
Pulling off a great event will feel amazing. No doubt about that!
But trust us on this, you will dread the data entry that comes next. Well, we’ve got a solution that’s going to make your life a whole lot easier.
Integrate this with your applicant tracking system (ATS). Here’s how to make it happen:
- Sync your registration process: Set things up so that when someone registers for your event, it automatically creates a candidate profile in your ATS. No more manual data entry – how’s that for a time-saver?
- Capture the good stuff: Configure your system to pull in resumes, contact details, and attendance history. It’s like having a personal assistant gathering all the important info for you.
- Track engagement like a pro: Set up your ATS to record how attendees interact during your event. Did they ask questions? Participate in polls? This info is gold for your follow-ups.
- Get personal with your follow-ups: Use all that great data to send targeted emails based on what each attendee was interested in. No more generic “thanks for coming” messages – we’re talking personalized, engaging follow-ups that get responses.
- Keep everyone in the loop: Make sure all this valuable info is easily accessible to your whole recruiting team. It’s all about working smarter, not harder.
- Analyze and improve: Use the data you’ve collected to see which events are bringing in the best candidates. Continuous improvement is the name of the game.
Now, I know what you’re thinking. “This sounds great, but my current ATS can’t do all that.”
Well, that’s where Recruit CRM comes in. We’ve built our platform to do all of this with AI capabilities, thousands of integrations and so much more!
In fact, recruiters from over 100 countries have rated us as the best ATS+CRM software out there. Pretty cool, right?
Want to see how it works? We’d love to show you.
Final thoughts
According to a recent study, 93% of event marketers and 67% of mid-sized businesses plan to increase or maintain their investment in virtual events.
It’s clear that virtual recruiting isn’t just a trend – it’s here to stay.
The key to success in this evolving landscape is simple: never stop learning and adapting.
Keep a close eye on your event data, stay curious about new trends and technologies, and don’t be afraid to experiment.
Remember, every recruitment event is an opportunity to learn and improve.
Most importantly, listen to your candidates.
Their feedback is your secret weapon for creating standout virtual events that attract top talent.
You got this!
Frequently asked questions (FAQs)
1. How long should my virtual recruiting event be?
The sweet spot is usually between 45-60 minutes. Any longer and you might lose people’s attention. Any shorter and you might not cover everything. But here’s a pro tip: if you’ve got a lot to cover, consider breaking it up into a series of shorter events. That way, you keep folks engaged and give them a reason to come back!
2. Is it worth investing in professional video equipment for our virtual events?
Look, you don’t need to go full Hollywood, but a little investment can go a long way. A decent webcam and microphone can make a huge difference in how professional you come across. Remember, you’re showcasing your company here! That said, start with what you have and upgrade as you go. It’s more about the content than the production value.
3: How do I handle technical difficulties during a live virtual event?
First off, don’t panic. Have a backup plan ready – maybe a co-host who can take over if your connection drops. Always do a test run before the event. And if things go sideways, just be honest with your audience. They’re human too and will understand. A little humor goes a long way in these situations!
4: Should we require attendees to have their cameras on during the event?
While it’s great to see faces, not everyone is comfortable on camera. My advice? Encourage it, but don’t mandate it. Let folks know you’d love to see them, but respect their choice. You might find more people turn their cameras on if they don’t feel pressured.
5: How can we make our virtual events more inclusive for candidates with disabilities?
Start by choosing a platform with built-in accessibility features like closed captioning. Provide materials in multiple formats (text, audio, video). And always ask registrants if they have any specific accessibility needs. Remember, an inclusive event isn’t just the right thing to do – it also widens your talent pool.
