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Open House for Recruiting
Recruiting & Staffing
Open House for Recruiting
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I am looking to talk with anyone at a smaller company (less than 500 ees) who has done a recruiting open house. We're considering trying this to add to our recruitment campaigns. But, most of what I r
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Forums » Topic Forums » Recruiting & Staffing » Open House for Recruiting
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Open House for Recruiting
posted at 6/29/1999 1:21 AM EDT
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Posts: 16
First: 6/21/1999 Last: 7/19/2001 |
I am looking to talk with anyone at a smaller company (less than 500 ees) who has done a recruiting open house. We're considering trying this to add to our recruitment campaigns. But, most of what I read is about open houses at much larger companies. I have no doubt that the larger companies in our area -- some large pharmaceutical firms, Vanguard, Martin Marietta -- get a lot of response to open houses and they generally have more money to spend on them.
For a smaller company -- is it worth it? Can you do a good open house for not a lot of money and can you get a good turnout? Please contact me either via this list or directly at jnicely@merion.com or (610)278-1400, ext. 236. Thanks. |
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Open House for Recruiting
posted at 7/2/1999 10:57 AM EDT
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Posts: 2
First: 7/2/1999 Last: 7/2/1999 |
You might consider partnering with a "Jobs Fair" (in your city or a nearby community) or "Career Day" (at the local college) and use the time to pre-screen individuals for invitation to an event set up specifically for them.
In that way you could (1) get an idea of how many people might be interested, (2) test the waters without a large cash outlay - it generally doesn't require much investment to be present at the job fair (certainly not what an open house would cost), (3) improve your chances of reaching folks who are considering job change (or who are entering the job market), and (4) get your foot in the door. Depending on the response you get, you would then be in a better position to decide about spending the extra money. You might consider other forms of partnering, too, that would allow you to reach numbers of folks without having to invest in a massive cash outlay. The only other way to insure turnout is to do a great public relations effort that includes some angle for the local news (or a trade journal) to pick up and thereby spread the word for you - and you probably want to start that several months in advance. |
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Open House for Recruiting
posted at 7/4/1999 11:57 AM EDT
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Posts: 2
First: 7/4/1999 Last: 8/16/1999 |
Here are a couple of ideas you might try: 1. Get your employees involved and award a prize for the most referrals. You can award a prize to the employee who brings the most people to the open house. 2. Visit the various schools, and depending on what kind of employee you seek, you can "volunteer" to address the class and give them interviewing tips. This can get your company name in front of potential employees without competition from some of the larger companies in your area. Be sure to bring some applications to "discuss" and some literature.
Good luck. Dr. H. |
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Open House for Recruiting
posted at 7/21/1999 2:40 AM EDT
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Posts: 9
First: 7/21/1999 Last: 8/28/2001 |
Once had a very successful "open house" for a manufacturing concern in a "bedroom" community. Small town location may have helped keep overall costs to a minimum. I purchased a "mailing list", produced a mailer/brochure using basic software and sent an announcement to the entire zip code (approximately 15,000 households). Also placed a two-column width ad in the local "Classified" section and had one press release published (sent one to each of the three "locals"). We held three different events, all outside of "business hours" to enable commuters to attend (one weekend event). Several managers and supervisors (exempt and therefore not eligible for OT) were on hand to conduct plant tours and I had a few folks assist me in doing "one minute" pre-screening interviews for those folks who had brought resumes. We handed out applications and scheduled initial phone interviews as well. Over 300 people attended the open houses. We ended up making three full time hires at the time of the events and subsequently hired at least one other person a few months later. Additionally, the Company, which did little or no local advertising, built community awareness and goodwill. Total cost was less than $8,000. |
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Open House for Recruiting
posted at 7/21/1999 2:41 AM EDT
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Posts: 9
First: 7/21/1999 Last: 8/28/2001 |
Once had a very successful "open house" for a manufacturing concern in a "bedroom" community. Small town location may have helped keep overall costs to a minimum. I purchased a "mailing list", produced a mailer/brochure using basic software and sent an announcement to the entire zip code (approximately 15,000 households). Also placed a two-column width ad in the local "Classified" section and had one press release published (sent one to each of the three "locals"). We held three different events, all outside of "business hours" to enable commuters to attend (one weekend event). Several managers and supervisors (exempt and therefore not eligible for OT) were on hand to conduct plant tours and I had a few folks assist me in doing "one minute" pre-screening interviews for those folks who had brought resumes. We handed out applications and scheduled initial phone interviews as well. Over 300 people attended the open houses. We ended up making three full time hires at the time of the events and subsequently hired at least one other person a few months later. Additionally, the Company, which did little or no local advertising, built community awareness and goodwill. Total cost was less than $8,000. |
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