Recruiting Events: Forget the Tote Bags
So you’ve decided to have a proper recruiting events strategy — or maybe events are already in your recruitment marketing mix, but you want to make sure you’re doing them right. That’s great!
You recognize that to set yourself apart and attract the best talent, you need to make the most meaningful connections with the right candidates. And, despite championing your employer brand online, nothing beats an in-person experience to form or deepen those connections.
But if you’re thinking that QR code check-ins, free tote bags and cupcakes will increase your event ROI, you’re fixating on the wrong things. Technology is a means to an end, and everyone has swag. Candidates don’t want another branded pen — they want a career that matters, built on relationships that matter.
Events should be part of your wider recruitment strategy
Authentic candidate-employer relationships are hard to form, and even harder to maintain. Well-timed events are a golden opportunity for candidates to experience a human interaction with your employer brand. This is why talent leaders pay so much attention to events as part of their overall recruiting strategy.
The software you’re using should enable your recruiting events strategy. This means that your event management system should seamlessly integrate with your Talent CRM, enabling you to identify the right passive candidates early on. The event experience should start for attendees way before they walk through the door, and continue it long after they leave (with your awesome tote bag).
That’s the driving thought behind the Beamery Events module.
Events software should extend the value of your Talent Lifecycle Management system
Extending value means achieving a higher reward for incremental effort. With Beamery Events, we have two aims:
1. Operate a single platform and process to optimize all your recruiting events — online or in-person
This looks like:
- Event lists that are filterable by team, creator, status and type, so users can find the right event quickly.
- Events information that can be shared with specific teams, so individual users only see the events that are relevant to them.
- A calendar view to help you visually plan out a cadence of events that works for you.
- A separate workspace per event to manage all your assets in one place, including your event page, RSVP and check-in forms, campaigns and automations.
- A task and notification manager in the workspace, so you can collaborate with your team more effectively while planning each event.
- Guest lists segmented by event steps, which help you track the status of candidates for each event, from pre-event to post-event engagement.
- A dashboard to measure the effectiveness of your campaigns, engagement and conversions of your pages and forms, and the event ROI in terms of cost per lead and hires made.
2. Make event experiences as frictionless as possible for candidates (and internal users)
This looks like:
- Branded email invitations and reminders that look great, and can be used to create event campaigns in a few clicks.
- Event landing pages in suggested formats, which you can customize and publish without requiring a single line of code or any help from IT.
- Simple check-in forms that work offline on tablets, without supervision from staff, and can take images of resumes to maintain smooth candidate experiences during the event.
- Post-event surveys embedded in email templates to gather feedback from candidates.
- A Talent CRM with powerful search and filters, which the events module is built on, so you can find and nurture relevant, high-quality, passive candidates as soon as you set up the event.
- Industry-leading automation to help you maintain personalized, precise event campaigns at scale with minimal input, so you can dedicate your time to optimizing the event itself.
If you believe in forming meaningful connections with candidates, consider investing in the strategy and software that enables this — not just the tote bags.
Selecting the right Recruitment Marketing Technology for your business
According to Aptitude Research, over 70% of enterprise organizations are actively investing in recruitment marketing capabilities. In order to help with this process, Kelly Cartwright, head of Talent Acquisition Technology Strategy at Amazon Web Services, and Madeline Laurano, founder of Aptitude Research, joined us for a webinar to discuss trends in recruitment marketing, and shared key recommendations for evaluating providers.