1. Modern Day Recruitment Events
Improving Hiring Results by Creating Customized Candidate Experiences
Jessica Hand, System Director, Recruitment
Memorial Health System
Springfield, Illinois

2. Objectives 1
Plan recruitment events customized to meet the needs of your unique candidate population. 2
Design advertising campaigns and communication methods to mirror the structure of your event. 3
Increase hiring numbers and process efficiency, while decreasing time to fill.

3. About Us

4. Healthcare Workforce Landscape
Labor Gap
112%
22%
Unemployment
Source: (000s) Bureau of Labor Statistics

5. Every minute of every day:
Americans alone use over 2.6 million gigabytes of data
Google provides answers to 3.6 million searches
LinkedIn gains 120+ new professionals
Source:

6. Evolution of Hiring Events at MHS
Optimization
Expansion
Launch
Learning
Traditional format
High volume positions only
High turnover
Major successes, major failures.
Zeroing in on what works and what doesn’t
Agility in making improvements
Experimenting with formats, job classes.
Duplicating successful practices in other areas.

7. Step by Step Define the Problem Identify the Candidate Pool1
Define the Problem 2
Identify the Candidate Pool 3
Choose your Event Structure 4
Advertise 5
Get Prepared 6
Follow-up/Hire Tracking

8. Defining the Problem Think through the issue from two perspectives:
PROBLEM TO SOLVE
Low Applicant Volume
High Application Volume/Application Management
Candidate Engagement
Think through the issue from two perspectives:
What type of role am I trying to fill?
What problem am I trying to solve?
Entry Level/Support Services
JOB TYPE
Clinical Support
Hard to Fill

9. Identifying the Applicant Pool
Differences to consider:
Job search behaviors
Information consumption
Interview behaviors
Expectations for an event

10. Identifying the Applicant Pool1
Geography 2
Demographics 3
Wage Range 4
Typical Shifts 5
Local Environment

11. ACTIVITY: Identifying your applicant pool1
Identify a current recruitment “problem” in your organization
Zero in on a specific job title or job class
What attributes does that class have that are important to consider?
Geography 2
Demographics 3
Wage Range 4
Typical Shifts 5
Local Environment

12. DEBRIEF: Identifying your applicant pool
What job classes did you identify?
What attributes do you think are important to consider?
What brought you to that conclusion?

13. Choosing Your Event Format
TRADITIONAL
INVITATION ONLY
VIRTUAL EVENT
PHONE BLITZ
SOCIAL EVENT
CAMPUS EVENT

14. TRADITIONAL Physical event Pre-Registration/RSVP
Recruiters & Hiring Managers Present
On the spot offers

15. VIRTUAL EVENT Specified time period Expanded hours for interviewing
Pre-Registration/RSVP
Candidate self-scheduling
Speed to manager interview

16. SOCIAL EVENT Non-committal environment Relationship initiation
Capture of potential leads
Potential retention tool for new hires

17. INVITATION ONLY Viable candidates identified in advance
Recruiters & Hiring Managers Present
On the spot offers

18. PHONE BLITZ Viable candidates identified in advance
Recruiters block off specified time period
On the spot phone interviews
Speed to manager interview

19. CAMPUS EVENT NOT just job fairs
Multiple touches, multiple ways throughout school year – and even summer
Relationship initiation and maintenance
Capture of potential leads

20. Choose Your Event Format
PROBLEM TO SOLVE
Low Applicant Volume
High Application Volume/Application Management
Candidate Engagement
TRADITIONAL
PHONE BLITZ
Entry Level/Support Services
INVITATION ONLY
TRADITIONAL
INVITATION ONLY
CAMPUS EVENT
JOB TYPE
Clinical Support
VIRTUAL EVENT
SOCIAL EVENT
SOCIAL EVENT
CAMPUS EVENT
Hard to Fill
CAMPUS EVENT
SOCIAL EVENT

21. ACTIVITY: Choose Your Event Format
Consider your identified problem and job class – what type of event would best fit?
What brought you to that conclusion?
TRADITIONAL
INVITATION ONLY
VIRTUAL EVENT
PHONE BLITZ
SOCIAL EVENT
CAMPUS EVENT

22. Parking/Transportation
Logistics to Consider
Budget
Date/Timing
Parking/Transportation
Venue
Staffing
Materials Needed

23. Email Campaigns/Invitations Newspaper/Classified Ad
Advertising
Campaigns/Invitations
Calling Campaigns
Viral/Referrals
Texting
Radio (Local/Online)
Newspaper/Classified Ad
Branded Videos
Social Media
Digital Ads/Pay-per Click
REMEMBER YOUR PROFILES.
Advertising should mirror event structure AND meet needs of audience.

24. What does success look like
What does success look like? Determine your go/no go date and thresholds.
Do you have a plan for lower than expected attendance? Higher than expected?
Get Prepared
What if the event is a complete failure? Can you salvage the idea?
What is your communication plan for results? For changes?
Do you have processes in place to work through follow-ups? Can you duplicate the event if successful?
BE PREPARED FOR ANYTHING. Adjust your plan as needed as your event unfolds.

25. Follow Up/Hire Tracking%
Results
RSVPs
Attendees
Hires
ROI
Advertising Spend
Resources Used
Retention
Quick Terms
Ongoing Retention

26. Final Thoughts One event doesn’t make or break your strategy.
Event recruitment is about overall results over time, not just individual tactics.
Timing, location, and other external factors can greatly impact results.
Ensure that “hiring standards” don’t differ from “regular process” to “event process”.
Don’t be afraid to try!

27. Jessica Hand, System Director, Recruitment
Questions?
Jessica Hand, System Director, Recruitment