09/14/2017  //  By Tracy Kelly  //  Hiring Events

According to the Society of Human Resource Management, 12 percent of large companies have decentralized HR and recruiting departments. This means talent acquisition teams operate autonomously within separate business units, and make decisions independently of other units. But when each division recruits independently, it can lead to challenges at hiring events: multiple career fair booths for a single company, candidates confused by different divisions and a lack of data transparency across recruitment teams. Talent acquisition software provides transparency into the recruitment process, enabling decentralized recruiting teams to create a consistent candidate experience and unite disparate event recruiting functions. Here are common challenges decentralized recruiting teams face at career fairs, and how to solve them.

Challenge: Every business unit has their own career fair booth

In decentralized recruiting functions, multiple divisions of one company may attend the same hiring events and compete for the same talent. Operating independently, every business unit sends their own representatives to recruit candidates for division-specific job openings. This leads to increased costs for the company from multiple career fair booths, travel expenses for company representatives and resources to recruit the same talent.

Instead of recruiting as distinct units, send a single team with representatives from each division and collect candidate data using mobile recruiting apps. Post-event, every division accesses resumes for each candidate who approached the company’s booth, to immediately follow up with best-fit talent. Mobile recruiting apps also enable each business unit to search candidate resumes throughout the year. Instead of stuffing a pile of resumes in a desk drawer, independent divisions can source event candidates any time a new position opens.

Challenge: Business units recruit and extend offers to the same candidates

Without communicating across business units, decentralized recruiting teams run the risk of interviewing and extending offers to the same career fair candidates, which is both a poor use of resources and may make your company appear unorganized to job seekers. Use recruiting software to gain complete transparency into each team’s activity. Every recruiter can leverage talent relationship management software to log all candidate communication and view a candidate’s status at every point of the hiring process. With all candidate data and communication visible in one application, it’s clear when more than one division is interested in a candidate, eliminating duplicated efforts to reach the same talent.

Challenge: Candidates are confused by different divisions of the same company

Sending candidate communications from each business unit about job opportunities and division-specific goals can quickly lead to candidate confusion. Candidates who don’t understand the distinct business lines may wonder why they are contacted multiple times by the same company, leading them to choose an opportunity with a competitor. Use talent relationship management software to create a targeted marketing strategy to introduce the company and its separate business units. Segment audiences to create messaging specific to a candidate’s interests and role. Coordinated candidate communications ensure candidates never receive competing messages from different divisions; the company recruits with a single voice and a cohesive message.

Challenge: Event recruiting data is collected anecdotally by each business unit, leading to inconsistent reporting

If post-event reporting consists of stories about long lines at career fair booths and presenting a tall stack of resumes, you’re lacking recruitment data that demonstrates ROI for company leadership. Even for decentralized recruiting teams, organization-wide talent acquisition metrics are essential to make data-driven decisions that guide the company event strategy. With event management software, every business unit can report on ROI and key recruitment metrics for each job fair. Find out if the event is valuable for company-wide or business unit talent acquisition goals, and run reports on the number of candidates met, event expenses, recruiter performance and more, to provide ROI data for hiring managers and company management.

By providing traditionally independent recruiting teams access to meaningful data, a searchable resume database and creating consistent candidate experience, help every business unit be more successful, and hire the top talent they need.

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