Virtual Job Fairs Give Global Mobility Managers Access to More Skilled Workforce 


Colleges and universities were the first to do the virtual job fair. Then, companies which need to recruit a huge number of people continually hold it. With technologies like webinars and social media bringing people closer than before, global mobility managers might want to try it out. In their case, though, the range of recruitment would be international, cutting across various cities, regions, and countries.

But what is a virtual job fair, also known as an online or digital job fair?

As The Balance Careers describes it, it is the internet version of the traditional job fair. In contrast to the 24/7 applying-and-screening activity that happens in a job portal, the virtual job fair has a definite schedule. It starts and ends within a specific time period, like seven to 14 days. The time frame gives the event a sense of urgency, encouraging interested applicants to log on, become a member, and participate; if they don’t, they just might lose out on very important career opportunities.

The virtual job fair is also one convenient, yet efficient way for recruiters and candidates to meet. One website or a section of it shows the available jobs that one can apply for. Applicants can submit their electronic resumes into a database where they can be scanned by prospective employers. 

Recruiters conduct interviews through private messaging and teleconferencing. They also hold webinars on topics that candidates should learn to increase their chances of being hired; some examples would be crafting a powerful resume, the do’s and don’t’s of a job interview, or the top 10 skills needed in a particular field. After the virtual job fair is over, recruiters can and will contact potential hires through email and/or private messaging.

The advantages in holding a digital career fair are obvious to global mobility managers. They can network with interested candidates who are based in various locations. One disadvantage of the traditional job fair is that mostly only the locals in that area apply; qualified candidates from another state would just look for work in places close to home because of the travel time and costs involved.

However, the global mobility manager using a digital job fair would not have to fly cross-country or cross-continents just to meet assignees. They can still do international recruitment without having to spend money on plane tickets, accommodations, and representation. 

Screening can also be faster. The global mobility manager would take less time in creating their shortlist. Candidates could either be weeded out, or asked to proceed to the next step of recruitment within a few days.

Their resumes, portfolios, and other relevant documents can easily be downloaded. Through videoconferencing, the global mobility manager can quickly decide which of the hundreds of candidates interviewed fit the job requirements — without having to fly thousands of miles just to meet them personally.

Then, of course, there is access to a wider talent pool. According to International Experts,  a virtual job fair can expose the global mobility manager to a skilled workforce in places that they might have overlooked. 

Foreign nationals from hard-to-reach places would be able to apply for a job in Northern California once they access the virtual job fair website on their devices. 

Previously, if they had wanted to work overseas, they would have gone through various global job sites, the websites of companies that are hiring, or maybe even foreign embassies. Even then, the chances of their email inquiry getting noticed are slim. 

The virtual job fair closes that gap and makes it easier for the global mobility manager and the assignee to connect.

It might be smart for the global mobility managers to study and consider this new platform. Their IT and marketing colleagues can help them with the technology and the promotion of the site. Presented properly, the global virtual job fair can get support from upper management. After all, it does look like a winning scenario:  an inexpensive hiring process that is able to tap into top-notch talent from all over the world.