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Modern Day Recruitment Events
Improving Hiring Results by Creating Customized Candidate Experiences Jessica Hand, System Director, Recruitment Memorial Health System Springfield, Illinois
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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.
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About Us
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Healthcare Workforce Landscape
Labor Gap 112% 22% Unemployment Source: (000s) Bureau of Labor Statistics
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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:
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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.
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Step by Step Define the Problem Identify the Candidate Pool
1 Define the Problem 2 Identify the Candidate Pool 3 Choose your Event Structure 4 Advertise 5 Get Prepared 6 Follow-up/Hire Tracking
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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
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Identifying the Applicant Pool
Differences to consider: Job search behaviors Information consumption Interview behaviors Expectations for an event
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Identifying the Applicant Pool
1 Geography 2 Demographics 3 Wage Range 4 Typical Shifts 5 Local Environment
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ACTIVITY: Identifying your applicant pool
1 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
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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?
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Choosing Your Event Format
TRADITIONAL INVITATION ONLY VIRTUAL EVENT PHONE BLITZ SOCIAL EVENT CAMPUS EVENT
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TRADITIONAL Physical event Pre-Registration/RSVP
Recruiters & Hiring Managers Present On the spot offers
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VIRTUAL EVENT Specified time period Expanded hours for interviewing
Pre-Registration/RSVP Candidate self-scheduling Speed to manager interview
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SOCIAL EVENT Non-committal environment Relationship initiation
Capture of potential leads Potential retention tool for new hires
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INVITATION ONLY Viable candidates identified in advance
Recruiters & Hiring Managers Present On the spot offers
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PHONE BLITZ Viable candidates identified in advance
Recruiters block off specified time period On the spot phone interviews Speed to manager interview
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CAMPUS EVENT NOT just job fairs
Multiple touches, multiple ways throughout school year – and even summer Relationship initiation and maintenance Capture of potential leads
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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
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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
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Parking/Transportation
Logistics to Consider Budget Date/Timing Parking/Transportation Venue Staffing Materials Needed
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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.
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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.
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Follow Up/Hire Tracking
% Results RSVPs Attendees Hires ROI Advertising Spend Resources Used Retention Quick Terms Ongoing Retention
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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!
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Jessica Hand, System Director, Recruitment
Questions? Jessica Hand, System Director, Recruitment
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