Many companies and organizations participate in job fairs or host career days to boost their recruitment processes. If you are looking for a way to connect with multiple people without having to travel, a fully virtual “speed-jobbing” event might be just what you need.
If your company has just a few positions to fill, you can organize a speed-jobbing event yourself. However, if you are an organization looking to host a speed-jobbing event for your members, a company with multiple job openings, or an organization with multiple locations—such as a retail or restaurant chain—we invite you to use our 12vm platform. Our tools, the 12vm platform, and our experience will make things easier for you!
In this article, we explain what “speed-jobbing” is, its benefits, and how to organize this type of event virtually. We have also included the tools needed for planning and implementation. A large part of a speed-jobbing event’s success lies in the preparation; thorough preparation is essential to ensure the event runs smoothly.
Do we say “speed-jobbing,” “job-dating,” or “express interviews”?
Speed-jobbing, speed-recruiting, express interviews, rapid interviews, timed interviews, and “job dating” are all terms we heard when we first started working in employment-related events. They all mean the same thing. We decided to use the term “speed-jobbing” because our clientele is bilingual (French and English) and we believe it appeals to both Francophone and Anglophone Canadians; however, feel free to replace “speed-jobbing” with whichever term suits you best!
What is Speed-Jobbing?
Speed-Jobbing is a timed job interview process that allows an employer to meet several candidates within a short period of time.
Depending on the employer’s needs, the event duration may range from half a day to a full day. This duration will be determined based on the number of positions to be filled, the time allocated for interviews, and the number of candidates present.
The benefits of Speed-Jobbing:
Speed-Jobbing offers several advantages for employers.
- Speed-jobbing allows recruiters to meet multiple candidates in a short amount of time, rather than limiting themselves to just two or three candidates for a vacancy. Typically, these meetings last between 7 and 25 minutes. For reference, many organizations opt for 12-minute interviews with a 3-minute break between sessions, enabling recruiters to meet four people per hour.
- Make some great discoveries. Using artificial intelligence and ATS tools to prescreen candidates has become common practice. While these are valuable tools, they are not perfect. A brief, timed meeting allows us to discover candidates’ personal and professional experiences. It enables the recruiter to see and hear the candidates’ skills—insights we cannot gain simply by reading a CV or using an ATS for prescreening.
- Involve your colleagues. Another advantage of this type of event is that the recruiter can be accompanied during the meeting by the prospective employee’s future supervisor. Thanks to the virtual format, the supervisor can be invited to a specific meeting without needing to travel physically; they can attend the session and then return to their other tasks. This facilitates collaboration and decision-making by directly involving line managers in the selection process.
- Promote your employer brand. Before interviews begin or during the event, the company can give presentations or show pre-recorded videos to candidates waiting for their meeting. This approach allows the company to showcase its employer brand.
- Convince the recruiter. For the candidate, the goal is to demonstrate to the recruiter that they are the ideal candidate for the position and to secure a second meeting.
- Avoid delays. Candidates do not need to travel for a meeting; regardless of their location, they can access the “Speed-Jobbing” event from the comfort of their own homes. This virtual approach makes it easier for candidates from different regions to participate, thereby eliminating travel-related constraints.
- Networking. Associations, cities, or recruitment firms that organize “speed-jobbing” events involving multiple companies provide an opportunity for employers and candidates to network with one another.
- Expand your talent pool. A virtual event allows you to reach a much wider audience. Thanks to this approach, you can connect with far more people, whether they are local or remote.
How do you organize a virtual Speed-Jobbing event?
If you are a company, the first step is to assess the list of open positions and the employees who could participate in the event, and to define the event’s objective.
If you are an organization, the first step is to create a list of companies with job openings. Next, you need to define the event’s objectives. Once you have gathered this information, assess whether to organize an event targeting a diverse range of candidates or one focused on a specific type of profile. For example, you could organize a speed-recruiting event for IT jobs or one for positions available in the city of Montreal.
Steps to follow before the 100% virtual Speed-Jobbing event:
- Determine the duration of your event and the length of the meetings. Once you have this information, you will be able to determine the number of possible meetings. You can then communicate this figure to your recruiters or participating companies.
- Recherchez les candidats dans votre base de données et/ou faites la promotion de votre événement pour attirer des candidats. Organize a promotional campaign to attract both active and passive job seekers.
- Candidate matching. This step involves selecting the candidates who will participate in the speed-jobbing session. Create a list of potential candidates based on the number of possible meetings. Thoroughly evaluating the candidates is essential. Ensure you select candidates who will be available and present at the event.
- Planifiez les rencontres. Schedule the meetings. At this stage, you have all the information needed to organize your speed-jobbing event.
If you are an employer, you have the list of candidates to invite, along with the positions to be filled and the names of the interviewers.
If you are an organization, you have the list of candidates, the list of participating companies, the names of the recruiters, and the number of meetings to be scheduled per company. For organizations hosting a “speed-jobbing” event, we suggest contacting us so we can assist you in planning your event.
If you are an employer with a few positions to fill, we suggest using a Google Sheet or Excel file. In the file, include the meeting times, job titles or company names, and candidate names. Click here to view an example.
Maintenant, vous devez bâtir les horaires de rencontres. Voici des suggestions à prendre en considération selon le nombre de vos candidats:
- If you don’t have many candidates, send an email invitation using an app like Calendly, Google Calendar, Microsoft Meeting, or another app. The candidate will be able to choose a time slot.
- Si vous avez plusieurs candidats, nous vous suggérons de déterminer les horaires de rencontres pour les candidats. Ajouter les informations suivantes dans votre invitation par courriel : la date, l’heure du début et de la fin de l’événement et des informations sur le déroulement de l’événement ainsi qu’une adresse courriel à utiliser en cas de question.
Choisir une solution de visioconférence adaptée pour les participants
Optez pour une solution de visioconférence qui propose des salles virtuelles, telles que Zoom, Teams, Google Meet. Cela permettra de superviser le déroulement du Speed-Jobbing et d’éviter les chevauchements de créneaux.
Steps to follow during and after the 100% virtual Speed-Jobbing event:
- Explain how Speed-Jobbing works. At the start of the event, gather all participants to explain how the speed-jobbing session will unfold and answer their questions.
- Oversee the speed-jobbing event. Ensure that someone is available to oversee the event and resolve any potential technical issues.
- Conduct post-Speed-Jobbing follow-up. Thank all participants, provide personalized follow-up for each candidate, and compile a report on the results achieved during the event. Also, share the event on social media to strengthen your employer brand.
Organizing virtual recruitment events is an effective solution for companies and organizations. Virtual interviews make it possible to keep recruitment activities going and reach a wider audience. So, don’t hesitate to organize a virtual “speed-jobbing” event and take advantage of all the benefits it offers!
