2 examples of experiential recruiting programs

Yesterday, we discussed what experiential recruiting looks like both to the candidate and employer. Today, let’s get into a nuts-and-bolts discussion and look at a couple of examples of what experiential recruiting looks like in the real world. To help, we gathered insights from an HR Manager and a Marketing Director. They share their firsthand experiences, from setting tasks during interviews to organizing virtual job fairs, offering two distinct strategies for engaging potential candidates.

Set Tasks in Interviews

Setting tasks or scenarios throughout the interview process is a good method of experiential recruiting, especially as a means of reviewing how candidates approach a task in line with their existing experience.

Wendy Makinson, HR Manager, Joloda Hydraroll

Organize Virtual Job Fairs

One robust example of experiential recruiting is organizing virtual job fairs. Job fairs are already popular recruitment strategies that help companies hire employees. However, such events can’t help recruit employees who live in far-off places. Therefore, virtual job fairs are best for hiring experienced and qualified employees. To conduct virtual job fairs, companies can create a page on their website for registration. That page will also provide all the details of the virtual job fair and the kind of candidates the company is seeking. Companies should also promote their job fair on multiple social media platforms to attract more candidates. To make the event successful, companies can begin their presentation by talking about the company and the success stories of employees.

Tom Vota, Marketing Director, Gotomyerp