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7 Virtual Recruiting Events You Should Host This Fall

by | Jul 21, 2020 | Recruiting

The recruiting landscape is changing faster than ever. Everyone is adjusting to use an SRP as their main tool since they can’t travel to career fairs. So, if you’re struggling to figure out the types of virtual recruiting events you should host this fall, you’re not alone. Fortunately, at Scholars, we’re experts in this area and we’ve put together a list of events that students will love! 

  1. Info session about your company and what you look for in a candidate

Whether you have a well-known brand or not, it’s always important for students to get your company in front of students in a genuine way. You have the insight and ability to talk about your company in a different light than the marketing typically seen online. Plus, if you don’t work at a big brand company this is the perfect opportunity to introduce all the great things you’re doing! 

Once you’ve given an overview of your company and the programs you offer, you’ll want to spend some time discussing what makes an employee successful at your company. Get creative here! Feel free to share stories of employees or even invite a current employee to be a panelist for the event. What better way for a student to learn how to land a job at your company than to hear from someone who actually has that job.

  1. An open house about your programs

This is a great opportunity to have an open dialogue with multiple people at your company. Students want to hear from different perspectives and the open house format allows them to ask questions and get to know your company. Check out this example agenda below for an idea on how to host a virtual open house!

  • Introduction from your campus recruiting team (5 minutes)
  • Opening remarks from an executive at the company (10 minutes)
  • Day in the life as an employee at your company (10 minutes)
  • A story or advice from a current entry-level employee (10-15 minutes)
  • Open Q&A (15 minutes)
  • Closing remarks

By following this format, or something similar, you’ll be sure to host an engaging virtual open house.

  1. How to craft a perfect resume and cover letter

These events are great because they are beneficial to all students even if they don’t end up applying to work at your company. Try discussing this from three different perspectives. You’ll want to start out at a very high-level and go over the basics of what to include on a resume and what should be left out. Next, talk more specifically about resumes within your industry or even specific job types. Finally, highlight the three most important factors that you and your team look for on a resume. Stories and examples are always the best way to explain something. So, feel free to share your screen and walk through a few great resumes that you’ve seen and maybe some not so great ones.

  1. Lunch & learn: experience vs. grades

Students are always trying to figure this out. Should they be more involved on campus? Should they study more and try to get straight A’s? How can they do both? Take the time during this event to shed light on all of this and more! Let the students know, from your point of view, what companies and employers really look for in a candidate. What soft skills do you love to see from a student? What can someone’s past experiences say about who they are as a person or employee? Spend the time during this event to discuss the current situation as well. How will your evaluation of students be affected by colleges being remote and in your opinion what can a student do at home to really separate themselves from the rest of the pack? These are all questions that students are wondering about right now and you have the ability to answer them!

  1. Info session about your industry in general

Explaining the industry you work in is incredibly important for educating students about the roles you hope they apply for. Some industries are widely understood but most are not. For example, many students do not know much about insurance, oil and gas, construction, etc. However, you should take that as a positive! Now you have the opportunity to explain all the great things about your industry that students don’t yet understand. Talk about all of the momentum within the industry and where things are going. You can also take the time to talk about growth and professional development so students feel confident about going to work at your company. 

  1. Fireside chat with an executive or a vice president

If you have the bandwidth, it would be beneficial to do a few of these types of events. Each one should be targeted at a specific group of students to learn about a particular function of your company. For example, invite the CMO of your company to present and target students with an interest in marketing. The benefit of virtual events is that you can target marketing students from all over the country instead of one particular. Almost all SRPs should have the ability to target specific audiences for events too so it shouldn’t require much work on your end to get a large audience.

  1. Fireside chat with a current employee who started as an intern

The best way to learn is to hear it directly from the source. Bring on a young employee who started at the company as an intern and have them tell their story. Have them talk about their journey to landing the internship, their initial experiences at the company, and how they ended up landing an offer to stay full-time after graduation. Students will love this content!

Host virtual events with the Scholars SRP

Scholars is focused on leveling the playing field and helping all students find their dream job regardless of who they know or where they go to school. Looking for an SRP to find diverse entry-level talent and host virtual events? Schedule a time to chat with a member of our team!

About Scholars

Scholars helps companies build engaging candidate experiences at scale. Create personalized journeys for all of your candidates from application through onboarding.

About Scholars

Internships and early-career jobs are unlike any others. They are often accepted months, if not years, in advance of the start date leaving plenty of time for candidates to change their minds and decide to work elsewhere, costing your team time and money.

There are two ways that have been proven to decrease renege rates for any company: keeping candidates engaged by sharing personalized information and helping them make connections with their future teammates. Companies use Scholars to accomplish both of these at scale.