Understand that you can't train an individual to be warm, personable, or interested. When selecting your team, identify those who have a passion for what they do and an interest in building relationships with students. Make sure that everyone who staffs the booth clearly understands that students extrapolate about your company culture from such cues as the friendliness and enthusiasm of your representatives. Still, it’s important to keep in mind that the behavior of career fair reps is as important as their knowledge about the company and career opportunities. Pick the right people-Students want to interact with line of business representatives, not HR staff.Customizing your approach to each campus could set your organization apart from your on-campus competitors in the eyes of the students there. Be aware that each campus has a culture and characteristics unique to its student body. Using this information, have your recruiters share both how your company can benefit the student and how the student can benefit the company.
Know your audience-Discussions with career services practitioners and faculty should yield information about student desires and preferences.Make the most of your time on campus-Ensure that your time on campus is well spent by scheduling activities around the career fair, such as hosting faculty roundtables or dinners, visiting the career services office to discuss student trends and preferences and provide updates about your organization and industry, instructing a class or workshop for students, or speaking to a student organization.With the proper planning and approach, career fairs can provide the perfect format for your organization to begin building personal relationships with students who might become your future employees.įollowing are eight best practices to use in your career fair planning and approach:
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