Best Virtual Career Fair Platforms - September 2020

The best virtual event platforms for recruiting along with our in depth advice

Virtual career fairs are a great way to continue hiring during the COVID-19 crisis, and should be a part of any talent acquisition team’s recruiting tools given the unique angle they provide to attract and engage talent at a low cost.

In this guide, we’ll dive into the best online career fair platforms, best practices for running a virtual career fair, pitfalls, and much more.

We spend hundreds of hours researching the best HR and recruiting software so you don’t have to.  We never take money from vendors during our research phase and rely heavily on practitioners and experts to help us recommend the right software.  Most of the vendors featured on our site have no commercial relationship with us, we want to feature the best software for our readers regardless. Learn more

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Top Online Career Fair Vendors

We track thousands of HRTech solutions, these are the best online recruiting event platforms per our research and expert council as of April 2020

Brazen

Review

Brazen has been a leader in the virtual career fair world for nearly a decade.  In as little as 15 minutes, you can create an event and start marketing to job seekers.

Brazen’s platform has many thoughtful features that you’d expect to make it easy for job seekers to find the right “booth” within a career fair and engage with recruiters via text or video.  On the employer side, there are many features to help recruiting teams efficiently engage with and vet job seekers including pre-written responses to common questions, and the ability to chat with multiple candidates at once.

Brazen

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This solution truly mirrors the experience of attending an in person recruiting event which makes for an enjoyable experience for both candidates and recruiters. Learn more about Brazen

XOR

Review

XOR's virtual career fair platform is built on top of their AI based recruiting software. Their solution allows TA teams to quickly spin up landing pages to capture event registrants. During the event, your team can setup automated screens via bots that score candidates before talking live with recruiters. If initial conversations go well, candidates can immediately schedule a full interview with the recruiting or hiring teams.

XOR

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GR8 People has recently launched a virtual recruiting event solution that allows companies to continue marketing and managing hiring events virtually despite COVID-19. Their tools allow companies to spin up a branded landing page for each event, leverage templates for automated communications for registration and reminders, pre-screen and invite attendees to self-schedule a time to chat with recruiters during the event, collect attendee feedback and have access to event performance reports that can be exported to the organization’s ATS.

GR8 People

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GR8 People is offering this solution for free until June 2020 in response to the impact of the coronavirus on talent acquisition.

Paradox has built a virtual recruiting platform that allows companies to quickly create, market, and run hiring events.  Their chatbot, Olivia, will take registrations, remind attendees about the upcoming event, and help coordinate while the event is running.  Olivia will also conduct pre-screens, and answer candidate questions while they wait to talk to a recruiter.  Their platform is great for recruiting, internal mobility, or a replacement for on campus recruiting.  Lastly, they have no limits on users or seats which can be a huge plus for organizations that want to run larger events.

Paradox

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EightFold allows companies to quickly setup virtual recruiting events.  These events can include kick off presentations from the CEO, 1:1 interactions with candidates, and of course the ability to schedule top candidates directly into interviews.

eightfold

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Eightfold uses AI to give candidates insights into where they may fit into a given company based on their resume/assessment and the company’s open reqs.

Hopin's virtual events software empowers organizations to run virtual career fairs that allow job seekers and companies to come together in a simple to use platform.  Their offering allows organizations to create registration pages and market a career fair.  The day of, there is no need to download software for attendees as they can seamlessly enter the fair, and then engage in group sessions, or 1:1 with recruiters.  There are several different options on the company side including Q&As, a speed dating format, screen shares, or pre-recorded videos.  They have a $100/mo plan for smaller events, and annual plans with slightly more robust feature sets for larger organizations.

Hopin

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Best Practices

If you’re going to setup virtual events as part of your recruiting process, we wanted to share some best practices we’ve learned while putting this guide together so that you can be successful:

  • Leverage Career site: Make sure to use your career website to drive traffic to your virtual event’s sign up page.  Obviously, a lot of job seekers with high intent are checking you out on your career page, do your best to drive this traffic to your next online event.
  • Leverage Job Postings: Instead of having people apply to a role on your job postings, you can drive people to a virtual career fair sign up page.  This allows you to sell the candidate on your organization, and quickly get a feel for whether you want to push them into the actual interview process.
  • Talent Pools: Past applicants, silver medalists, talent community members and any other candidate database are great pools of talent you should be telling about your next career events.
  • Social Proof: Social proof your signup pages with quotes from past job seekers about your events, what makes your company a great place to work, and any other third party validation of your organization (Glassdoor ratings, awards, funding, customer logos, etc).
  • Set Expectations: Many job seekers have never been to a virtual career fair – let them know what to expect.  Who will be there from your team, how long will they get to chat with them, how long will it take, text vs video chats, how to prepare, etc.
  • Candidate Notes: Just like in a normal job fair, your recruiters will meet a ton of candidates.  Make sure they are taking notes immediately after talking to a given candidate so that they know whether or not they want to move them forward.

Last Advice

If your company is still hiring during COVID-19, then you’re going to want to look at virtual career fairs as a way to get in front of and convert candidates.

However, we’d say that even after social distancing becomes less important, virtual career fairs are a great way to engage talent and move them down your hiring funnel.

So, it makes sense to explore this channel for companies, recruiting firms, and organizations that run their own career fairs.  Good luck!

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