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7 Strategies for Maximizing Benefits at In-person Career Expos

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To help you make the most of your next in-person career expo, we’ve gathered seven invaluable tips from industry leaders and career experts. From conducting pre-event research and personal connection to planning, prioritizing, and pitching effectively, these professionals share their top strategies to ensure you leave the expo with more than just a handful of business cards. Dive in to discover how CEOs, Founders, Career Coaches, and other professionals maximize their expo experiences.

  • Conduct Pre-Event Research and Personal Connection
  • Strategically Network with Prioritized Connections
  • Dress for Success at Career Expos
  • Maximize Benefits with a Post-Expo Follow-Up
  • Leverage Information for Targeted Interactions
  • Use Expo for Elevator Pitch Practice
  • Plan, Prioritize, and Pitch Effectively

Conduct Pre-Event Research and Personal Connection

When visiting an in-person career expo, it’s crucial to do your research ahead of time. Don’t make the mistake of thinking the hard work begins when you arrive; instead, set aside time prior to researching any businesses you’re interested in.

And for a deeper connection, don’t stop there. Call ahead to companies you’re especially interested in and let them know you’re coming.

Consider asking who will be working the booth. Then, look into their backstory and how they came to work in the industry. This personal knowledge will create an intimacy that can set you apart.

Make sure to take notes on what you’ve learned. Memorize them so when the moment comes you’re ready to leave a lasting impression.

Rob Reeves, CEO and President, Redfish Technology

Strategically Network with Prioritized Connections

When attending a career expo you never want to go in unaware. Don’t make the mistake of thinking your showing begins when you arrive; the real work is in the research. 

Get a guest list ahead of time. If it’s not publicly available, reach out to the organizers. They’ll often be willing to let you know who has RVSP’d. 

Then, prioritize your own connections. You likely won’t be able to visit every booth, so timing is crucial.

Next to an attendee’s name or company, write down any key topics you’d like to address. Ensure you’re abreast of any projects they’re working on, so you can open with a compliment, and have a segue ready to steer towards your own employment opportunities.

Knowledge is power and going in prepared is key to making the most of any career expo.

Tim Walsh, Founder, Vetted

Dress for Success at Career Expos

As a recruiter, I’ve visited dozens of in-person career expos, and one thing that often stands out is the attendee’s casual attire. Just because these events tend to be held on weekends doesn’t mean it’s time to bust out the blue jeans and sneakers. 

While you don’t need to show up in a three-piece suit, a good rule of thumb is to dress the same way you would for an interview.

Sartorial choices can go a long way towards helping hiring managers picture you in the role, so replace the t-shirt with a button-up and blazer.

Linn Atiyeh, CEO, Bemana

Maximize Benefits with a Post-Expo Follow-Up

Utilizing a follow-up strategy after attending an in-person Career Expo is crucial for maximizing the benefits of the event. Since many attendees neglect this important step, taking the initiative to follow up gives you a competitive edge. 

Send personalized thank-you emails to the recruiters or companies you connected with, expressing your gratitude for their time and reiterating your interest. Follow up with any promised materials or documents, such as your resume or portfolio. 

Additionally, connect with them on professional networking platforms like LinkedIn to maintain the connection. By implementing a well-executed follow-up strategy, you demonstrate professionalism, stand out from the crowd, and increase your chances of building meaningful relationships and securing future opportunities.

Kelli Anderson, Career Coach, Resume Seed

Leverage Information for Targeted Interactions

This is your time to find out the little-known things about working for the company and ask any questions you have that might not be answered on the company’s website. Then, I’d utilize that information as the backbone of a cover letter tailored to a specific individual at the company. 

Make the most of the situation to highlight your qualifications and the ways in which they can assist the business. In a nutshell, you should leverage your time at the career fair to set the stage for future, more targeted interactions. 

Also, use your time wisely. Instead of wandering aimlessly from booth to booth, choose ahead of time the groups you’d like to see. Learn as much as you can about these groups, and give them your full attention.

Aleksandar Ginovski, Career Expert, Resume Expert, and Product Manager, Enhancv

Use Expo for Elevator Pitch Practice

The best part of an in-person career expo or job fair is visiting a booth or employer you’re less interested in—at least at first. Elevator pitches are tough! And oftentimes, our first draft of giving our pitch is not our strongest. But when you’re at an in-person career expo, you can practice your pitch on employers who are not at the top of your list, refine and sharpen your pitch, and then bring your A-game to your A-list employers.

Before you go to the expo, you’ll want to at least write down the bullets of your elevator pitch, if not practice to a friend or just yourself. And then you also want to make a ranked list of employers to visit, but save those top employers until you work out all the jitters and kinks in your opening.

Bonus tip: Make sure you browse through all the employers, even the ones you’re unfamiliar with. Like an old Blockbuster Video store, you never know what you might come across!

Pat Fligge, Director of Temple Professional Network, Temple University

Plan, Prioritize, and Pitch Effectively

One effective tip for maximizing the benefits of attending an in-person Career Expo is to come prepared with a clear plan and set specific goals. As a CEO, I understand the importance of making the most out of networking opportunities and career events.

Before attending the career expo, research the participating companies and identify the ones that align with your career goals and interests. Prioritize the companies you want to connect with and gather information about their job openings, company culture, and values. This will enable you to have meaningful conversations and make targeted connections.

Then, craft a concise and compelling elevator pitch that highlights your skills, experiences, and career objectives. Practice delivering it confidently, ensuring that it captures attention and leaves a lasting impression.

Sai Blackbyrn, CEO, Coach Foundation

10 Potential Impacts of AI On the Hiring Process

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As AI continues to revolutionize various industries, we asked ten CEOs, founders, and other professionals about its potential impact on the hiring process. From streamlining assessments to identifying candidates with AI analysis, discover the diverse ways AI can transform recruitment and selection in the near future.

  • Streamlining Assessments
  • Highlighting Unconventional Credential
  • Creating More Efficiency and Fairness
  • Conducting Technical Pre-Screens
  • Potential for Eliminating Great Candidates
  • Revolutionizing Candidate Matchmaking
  • Transforming Candidate Evaluation
  • Reducing Unconscious Bias in Evaluation
  • Speeding Up HR Communication
  • Identifying Candidates 

Streamlining Assessments 

AI will undoubtedly have a profound impact on the hiring process, as algorithms or AI-based systems are increasingly used to assess candidate traits and qualifications. A common example is the use of AI in optical character recognition (OCR) software, which securely reads, extracts, evaluates, and stores data from resumes or other documents into an applicant tracking system. 

This automation reduces administrative costs for employers while also enabling faster decision-making processes than traditional methods. Allowing employers to spend more time assessing candidates’ experience without manually entering information can streamline assessments on both sides and improve overall recruitment outcomes.

Michael Alexis, CEO, teambuilding.com

Highlighting Unconventional Credentials

One potential impact of AI on the hiring process is that AI software can fluctuate particular hiring signals and methods. For example, machine learning algorithms may be used to evaluate resumes at a more detailed level than a human recruiter ever would. This could give an edge to those with unconventional resumes or credentials outside of the standard box that is not easily noticed by traditional search criteria. 

With such methods in place, one outcome might be that candidates who have had multiple short-term positions over a long period of time might become more attractive hires—even if they have no extended record of employment within any single organization. In this way, AI technology could remove biases from the vetting process and spotlight qualified individuals whose attributes would otherwise be overlooked.

Carly Hill, Operations Manager, Virtual Holiday Party

Creating More Efficiency and Fairness

AI has the potential to greatly impact the hiring process by improving efficiency and effectiveness. Automated AI tools can quickly screen and assess candidates, saving time for hiring managers. 

These tools utilize machine learning algorithms to analyze applicant data and match qualifications to job requirements. Moreover, AI can help reduce unconscious biases in hiring decisions by applying objective criteria. This promotes fairer practices and enhances diversity and inclusion. 

However, it is important to remember that AI should augment human decision-making rather than replace it entirely. Human oversight remains crucial to address ethical considerations and ensure a personalized approach throughout the hiring process.

Josh Amishav, Founder and CEO, Breachsense

Conducting Technical Pre-Screens

By incorporating AI engines into the hiring process, managers can conduct the final round of interviews while leveraging the efficiency and consistency of technical pre-screens managed by AI. 

This approach enables hiring managers to effectively screen a larger pool of candidates, as the AI engines swiftly evaluate technical skills, allowing managers to focus their time and attention on the most promising applicants during the final round. 

The combination of AI-powered pre-screens and manager-led interviews ensures a consistent and efficient evaluation process for a greater number of candidates.

Trevor Ewen, COO, QBench

Potential for Eliminating Great Candidates

One potential downside of AI in the hiring process could be the inadvertent elimination of great candidates. While AI is terrific at scanning resumes for specific keywords or qualifications, it may not fully recognize the value of transferable skills or unique experiences that don’t fit into its programmed parameters.

Therefore, a candidate who could bring an innovative perspective or broad skill set to a role might get overlooked. So it’s important to keep the human touch in hiring to balance the use of AI.

Juliet Dreamhunter, Founder, Juliety

Revolutionizing Candidate Matchmaking

The hiring process is notorious for its inefficiencies and lengthy timelines, leaving both candidates and employers dissatisfied. The potential impact of AI on the hiring process is significant, particularly in the sourcing phase.

With the power of AI, the traditional matchmaking between candidates and employers can be revolutionized. Current methods, such as recruiters, headhunters, and LinkedIn, often result in unqualified applications and extensive interview processes. However, AI can act as a superior matchmaker at the top of the funnel, streamlining the process for everyone involved.

By leveraging AI, candidates will have a more seamless experience in finding the perfect opportunities based on their preferences. AI algorithms can analyze data on cultural fit, role characteristics, and other relevant factors to provide tailored recommendations. 

This efficient matchmaking process saves time for both candidates and employers, leading to better outcomes.

Rafael Sarim Özdemir, Founder and CEO, Zendog Labs

Transforming Candidate Evaluation

AI has a significant impact on candidate evaluation in the hiring process. It brings objectivity and efficiency by leveraging advanced algorithms and data analysis. AI tools can analyze vast candidate data to identify relevant skills and qualifications.

By comparing this data against job requirements, AI algorithms predict a candidate’s potential fit for a role, reducing the risk of mismatches. AI also facilitates skill assessments through automated tests, eliminating biases and providing objective evaluations. 

Overall, AI transforms candidate evaluation into a more accurate, data-driven process, enhancing decision-making for recruiters. It leads to better-informed decisions, reduced biases, and improved selection of candidates with the desired qualifications and potential for success. It benefits both employers and candidates, making the hiring process more effective.

Curtis Anderson, Co-founder and CEO, Nursa

Reducing Unconscious Bias in Evaluation

In my experience, unconscious bias is a major obstacle throughout the selection phase. AI has the potential to solve this problem by reducing human bias during candidate evaluation. 

Using anonymization techniques, I believe AI algorithms can conceal personal information such as names, genders, and ethnic backgrounds, ensuring that the selection process is based solely on merit and qualifications. 

Moreover, AI can be trained on diverse and inclusive datasets, reducing the likelihood of biased decision-making. Nonetheless, it is essential to ensure that AI systems are designed and routinely audited to prevent biases from entering the algorithms.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Speeding Up HR Communication

Our HR team definitely uses AI tools like ChatGPT. These tools are really helpful. For example, AI helps us answer emails from job applicants. It learns from old emails and writes replies that make sense and sound professional. This saves us time and helps us respond quickly and consistently.

AI also helps us sort through resumes and choose the best job applicants. It looks at a lot of information quickly and picks out the best candidates based on what we’re looking for. This gives us a list of really good candidates and makes our HR team’s job easier. We also make sure our team knows how to use these AI tools, which helps everything run smoothly.

Martin Potocki, CEO, Jobera

Identifying Candidates 

AI makes it easier for recruiters to identify and reach out to potential candidates who may not be actively looking for jobs. Using data and algorithms, AI can analyze candidate profiles and match them with job openings that align with their skills and experience. 

This means that recruiters can tap into a larger pool of talent, which could lead to more diverse and qualified candidates being considered for roles. However, this approach may require recruiters to be more strategic and personalized in messaging passive candidates to entice them into considering new job opportunities.

Karl Robinson, CEO, Logicata

14 Pieces of Advice for Dealing With Job Loss

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Losing a job can be a challenging experience, but with the right guidance, it can also be an opportunity for growth. We’ve gathered 14 pieces of advice from career experts, CEOs, and founders to help you navigate this difficult time. From conducting a self-assessment and networking to giving yourself time to heal, these professionals share their insights on how to bounce back from job loss.

  • Conduct a Self-Assessment
  • Acknowledge Your Feelings and Reflect
  • Focus on What You Can Control
  • Embrace Gig Economy Opportunities
  • Maintain a Diversified Self-Esteem
  • Secure References for Future Success
  • Reevaluate Career Goals and Explore
  • Manage Finances and Create Budget
  • Prioritize Health and Well-being
  • Embrace a Mindfulness Practice
  • Reflect on Job Preferences
  • Stay Positive and Resilient
  • Adapt to an Evolving Job Market
  • Give Yourself Time to Heal

Conduct a Self-Assessment 

Begin with a detailed assessment of your abilities and flaws. After conducting a thorough self-assessment, immediately start correcting your weaknesses and expanding upon your strengths. If you have a buddy, spouse, or guide, you can enlist their assistance.

Make as many connections as possible, armed with your updated resume, and don’t be afraid to ask for help. Post it on LinkedIn groups if you can. Since this can happen to anyone, you shouldn’t feel bad about asking for help from everyone you know. Keep in mind that networking is the single most important factor in getting hired.

Aleksandar Ginovski, Career Expert, Resume Expert, and Product Manager, Enhancv

Acknowledge Your Feelings and Reflect

My advice would be to take the time to acknowledge the feelings that come up, whether it’s sadness, insecurity, loss, anger, etc. Don’t try to push them down. Instead, recognize not only the feelings that come up but the way you talk to yourself as a result.

Then, look at which beliefs you need to challenge, whether it’s thoughts like “I always fail” or another self-sabotaging belief.

Finally, build a list of evidence of all the things you do well, perfect your resume, and get back in the game.

Azmaira Maker, Ph.D., Founding Director, Aspiring Families

Focus on What You Can Control 

Losing your job can feel like a massive blow, but here’s my advice: focus on what you can control and refrain from complaining. Sure, it’s not easy. However, redirecting your energy into networking and productive steps in a new direction will be far more rewarding. What’s done is done, but you can take control of what comes next.

Remember, networking is a powerhouse in the job-hunting world. It’s not only about knowing people in your industry but also about building personal connections and letting them know you. Stay active, connect with people, and keep an open mind about opportunities that come your way. You can’t change the past, but you can shape your future.

Juliet Dreamhunter, Founder, Juliety

Embrace Gig Economy Opportunities

If you’ve experienced job loss, a valuable piece of advice is to embrace the gig economy or freelance work. This strategy can bridge the financial gap, keep your skills up-to-date, and expand your network. In today’s digital age, there are various opportunities in the gig economy or through freelance work that could be suitable for you.

These types of roles allow for flexibility and the chance to diversify your skills. They can also help to keep income flowing during your job search. Plus, this kind of work might open up doors to industries and roles you hadn’t considered before. Many people discover a new passion or find a better work-life balance this way.

The gig economy can encompass everything from professional consulting in your field of expertise, to teaching or tutoring, to creative work like writing or graphic design, and so much more. Freelancing platforms and professional networks can help you find such opportunities.

Will Gill, Event Entertainer, DJ Will Gill

Maintain a Diversified Self-Esteem

As a recruiter, I always coach candidates to separate their employment status from their sense of self. I know it’s not easy in this capitalist society, but a few techniques can help. When you’re let go or miss out on a position, take a little time to think about all your life roles.

Likely you’re a parent, partner, or sibling. Maybe you volunteer in your community or have a special connection with a neighbor. All of these factors coalesce to create a well-rounded human; your work self is only one aspect.

Build up these parts of yourself so that you’re not defined by one thing. Then, draw on these experiences when you’re facing a downgrade in your employment status.

Maintaining this kind of diversified esteem will ensure you remain confident during the upcoming job hunt.

Linn Atiyeh, CEO, Bemana

Secure References for Future Success

It’s probably the last thing that will be going through your mind when you suddenly find yourself out of a job, but before you walk out those doors, you need to make sure you’re setting yourself up for future success as much as you can. 

This means going to the connections that you do have and lining up references for the future. This likely isn’t going to be the most comfortable of activities, but it can pay big dividends in the future, and you don’t want to be going back to your company months after you’ve been let go to get them.

Onno Halsema, CEO, Contentoo

Reevaluate Career Goals and Explore

Take this opportunity to evaluate your career goals and aspirations. Consider whether you want to continue in the same field or explore new industries. Research different job markets and identify industries that align with your interests and skills. It’s absolutely okay to change directions. See this as an opportunity rather than a loss and go exploring.

Kelli Anderson, Career Coach, Resume Seed

Manage Finances and Create Budget

I recommend taking stock of your financial condition and drawing up a budget in order to get a handle on your spending. 

Assess your funds, as well as any severance or unemployment benefits, and calculate how long you can support yourself financially. Identify places where you can cut back or make changes, and prioritize necessities like housing, utilities, and groceries. I believe that being proactive with your finances will provide you with a sense of control and enable you to plan for the future.

Tim Allen, Director, Oberheiden P.C.

Prioritize Health and Well-being

I’d tell anyone going through a job loss to take care of their health. It’s easy to feel stressed or down but remember, your health matters most. Exercise regularly, as it can lift your mood and give you energy. Make sure you’re eating well. Good food can help keep your body strong and your mind sharp. And don’t forget about sleep. A good night’s rest can make you feel ready to tackle the new day.

Taking care of your health isn’t just about feeling better. It’s about being in the best shape to face challenges and seize new opportunities. So, even if things seem tough, keep your health in check. It’s the best investment you can make in this situation.

Irina Poddubnaia, CEO, Founder, TrackMage

Embrace a Mindfulness Practice

As a certified psychology consultant and life coach, my best advice is to embrace mindfulness. This practice of being fully present, without judgment, serves as a powerful tool in adversity. It provides a mental refuge to process emotions, fostering resilience, which is the key to bouncing back from a job loss with hope and courage.

An example from one of my coaching sessions involves a former manager who, after a sudden job loss, found himself consumed by confusion and anger. Through regular mindfulness practices, he managed his emotional turmoil, found a new job within months, and actually discovered a passion for mentoring others.

The choice is yours to see a job loss as a positive or negative event. And with mindfulness, you can navigate these turbulent times and emerge stronger and ready for new opportunities.

Bayu Prihandito, Founder and Entrepreneur, Life Architekture

Reflect on Job Preferences

One valuable piece of advice for someone experiencing job loss is to take the opportunity to identify what’s important to them in a new job. Reflect on your previous position and consider the aspects that didn’t bring you fulfillment. Use this insight to create a clear picture of your ideal job. 

Think about factors like work-life balance, team collaboration, or any other elements that are crucial to your happiness. Make a list of these essential aspects and use it as a guide to identifying companies with cultures that align with your values. 

By focusing on what truly matters to you, you can navigate toward a new job that brings you greater satisfaction and fulfillment.

Tobias Liebsch, Co-founder, Fintalent.io

Stay Positive and Resilient

Experiencing job loss can be challenging, but it also presents an opportunity for growth and new beginnings. One crucial piece of advice I would offer is to embrace resilience and maintain a positive mindset. 

Allow yourself to acknowledge and process your emotions, but avoid dwelling on negativity. Instead, focus on self-care, developing new skills, and exploring alternative career paths. 

Network, both online and offline, to expand your connections and seek support from friends, family, and professional networks. Leverage resources like job search platforms, career counseling services, and workshops to enhance your job prospects. 

Remember, job loss is not a reflection of your worth or abilities; it is a chance to reassess your goals, discover hidden strengths, and embrace new opportunities. By maintaining a positive outlook, you can navigate this challenging phase with resilience and emerge stronger on the other side.

Dan Reed, Career Coach and HR Consultant, Top Prospect Careers

Adapt to an Evolving Job Market

An essential aspect to consider when experiencing job loss is the reason behind it. Currently, many Content Writers are finding their roles made redundant due to technologies like ChatGPT being adopted by companies.

In such situations, it’s worthwhile to contemplate a career shift. Analyze your skill set and consider which other roles it may be suited for, or what additional skills you might need to target different positions. Job loss can serve as a catalyst for adapting to the evolving job market.

Martin Potocki, CEO, Jobera

Give Yourself Time to Heal

Experiencing job loss can be an emotional rollercoaster, where frustration is intertwined with disappointment and fear. In this state of mind, it is essential to acknowledge and give yourself time to process these emotions.

Give yourself space to grieve and reflect on the situation. Be kind to yourself and practice self-compassion. Allow yourself to heal and gradually transition to a place of acceptance and renewed motivation.

While processing your emotions is crucial, try not to dwell on negative thoughts for too long. Balance reflection with taking proactive steps toward your next career move. Taking action can help you regain a sense of control and empower you to move forward with confidence.

As a part of the healing process, consider talking to a trusted friend or family member, or seeking support from a therapist or counselor. Processing your emotions can help you gain clarity, release pent-up stress, and navigate the next steps in your career journey.

Nina Paczka, Community Manager, Resume Now

10 Ways Innovation May Affect Recruitment in 2023 and Beyond

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From gamification in hiring to video format cover letters, here are 10 recruiting trends that answer the question, “What is one innovation you expect to see in job recruitment for 2023 and beyond?”

  • Gamification Will Be Clearing Hiring Levels
  • DEI Initiatives Will Continue to Grow
  • Tuition Reimbursement Is Gaining Steam in Tech
  • More Data-Driven Sourcing and Screening Tools
  • Automation Streamlines the Hiring Process (Pitfalls Included)
  • Virtual Candidate Onboarding and Breakout Info Sessions
  • Augmenting Reality for a Virtual Interview
  • Hybrid Flexibility Will Reach All-Time Highs
  • You’ve Heard of ‘Quiet Quitting’ but 2023 Is the Year for ‘Quiet Hiring’
  • Video Format Cover Letters

Gamification Will Be Clearing Hiring Levels

Gamification—the application of game design principles in non-game contexts—has already made an impact in recruiting to engage candidates and assess their talents. I anticipate that, in order for organizations to stand out in the competitive job market of 2023, gamification is going to become an increasingly popular option.

For example, to gauge a candidate’s proficiency in programming, a software development firm might use a game-like coding challenge. The test might be structured to mimic a game, with progressive challenges and steps, all which provide near-instant feedback and analysis of the candidate’s talents. This could be useful for screening applicants and briefing them on the company’s values and work environment before making a final hiring decision.

Gerrid Smith, Chief Marketing Officer, Joy Organics

DEI Initiatives Will Continue to Grow

Organizations will drive Diversity, Equity, and Inclusion (DEI) initiatives forward, even amid growing pushback. DEI has long been a cornerstone of successful organizations. In 2023, I expect to see recruitment processes that are actively designed to foster DEI. These processes will go beyond traditional interview techniques such as competency-based or behavioral interviews.

Instead, recruitment processes will be tailored for every role and to the company culture in ways that ensure diverse candidates are given an equitable chance to succeed. This could include things like more structured recruitment processes, tailored interview questions, and diversity-focused feedback loops.

Asker Ahmed, Director and Founder, iProcess

Tuition Reimbursement Is Gaining Steam in Tech

While continuous learning programs have long been supported in the tech world, I’m seeing an interesting move towards undergraduate tuition reimbursement that I think will continue into 2023 and beyond. To land top talent in this competitive hiring landscape means going to the source and getting an eye on candidates early. Usually, this involves placing a source within the college environment so that exceptional students can be targeted with roles long before graduation.

But companies are instead driving candidates to them through tuition reimbursement programs. The deal is simple: A future contract in exchange for tuition reimbursement, whether partial or full. These types of programs are gaining popularity with students, who welcome the thought of secure employment and less student debt waiting for them at the end of several tough years.

Rob Reeves, CEO and President, Redfish Technology

More Data-Driven Sourcing and Screening Tools

One of the biggest challenges in recruitment over the past few years has been identifying the right candidates out of a large and growing pool of applicants. It’s just as challenging for job seekers to find the right employers, in many cases, so companies can’t always count on these top-tier applicants to find them. Personal outreach to strong applicants can help, but only if you’re reaching out to the right candidates.

Tools that can interpret job seeker data to deliver usable insights can help companies identify these best-fit job seekers and streamline their recruitment process, and this technology already exists in other areas. I anticipate we’ll see an explosion in the development and adoption of these types of data-driven recruitment tools over the next year as more hiring leaders seek out more efficient ways to identify and recruit top talent.

Matt Erhard, Managing Partner, Summit Search Group

Automation Streamlines the Hiring Process (Pitfalls Included)

Of course, we’re going to see more automation in 2023. Many of the initial steps in the recruitment process can become faster and more efficient with algorithms that browse CVs for specific keywords and phrases and identify the candidates fit for the next steps. It sounds exciting, but automation also has its challenges.

We can expect keyword stuffing from candidates who want to optimize their CVs for AI algorithms. And most importantly, processes may overlook excellent candidates who only check some of the required, automated boxes. As HR leaders, we must find ways to use these tools effectively while minimizing the potential biases and limitations that can arise from relying solely on algorithms. After all, there is still the “human” in “human resources”.

Piotrek Sosnowski, Chief People and Culture Officer, HiJunior

Virtual Candidate Onboarding and Breakout Info Sessions

The human element has been lost in hiring these past few years, evident in how companies are attempting to navigate this recruitment landscape. Nearing the end of 2022, I picked up on one practice where talent acquisition teams would host virtual information sessions with candidates. In these sessions, the team spoke on what it’s like working for the company, what sets them apart from the competition, and highlighted unique job opportunities.

I believe companies can take this practice a step further by having breakout rooms after the information session to quickly meet with candidates via “speed networking”. You can often tell whether a candidate has potential within five minutes of meeting them, and that  rule holds true both virtually and in-person. Meeting candidates like this serves as a great way to turn warm leads into hot recruitment leads and allows candidates to share their pitch out loud rather than just in their resumes.

Kelli Anderson, Career Coach, ResumeSeed

Augmenting Reality for a Virtual Interview

Since virtual and augmented reality (VR/AR) technologies have been developing rapidly, I expect they’ll start to play a role in the hiring process. VR/AR may soon be used by recruiters to immerse potential employees into simulated work settings and duties to help them decide if the candidate is a suitable fit for the position. Furthermore, VR/AR might be used by recruiters to conduct interviews and evaluate “soft skills” like communication and teamwork in a more grounding environment, rather than just through a webcam screen like we have now.

This doesn’t just have potential with office jobs. A recruiter for a construction firm, for instance, might utilize VR to recreate a worksite and test a candidate’s proficiency with various tools and teamwork. This method may be more time and cost effective than in-person interviews while giving recruiters access to more applicants.

Timothy Allen, Sr. Corporate Investigator, Corporate Investigation Consulting

Hybrid Flexibility Will Reach All-Time Highs

The flexible hybrid work model is going to reach all-time highs. Companies will look for individuals who can work remotely, but also travel when necessary. Employers will invest in technologies and processes that enable secure, remote working while still maintaining teams in both virtual and physical spaces. This new job recruitment model could lead to greater access to a larger pool of talent all over the world.

I anticipate companies valuing employees who are comfortable and proficient in both digital and physical spaces. These employees could have an edge over those who are only experienced in one or the other. The hybrid work model also enables teams to be more agile, adaptive, and responsive to rapidly changing demands from the market—all qualities any company values. The possibilities for innovation and job growth within this hybrid space are incredibly exciting!

Yaseen Shurbaji, Co-founder and Managing Partner, Prismfly

You’ve Heard of ‘Quiet Quitting’ but 2023 Is the Year for ‘Quiet Hiring’

In the second half of 2022, the theme of “quiet quitting”—the notion that workers do the bare minimum required in their jobs—dominated headlines. Sure, organizations retain people when employees “quiet quit”, but they lose their skills and talents. Smart businesses will adopt “quiet hiring” in 2023 as a method of acquiring new skills and capabilities without adding more full-time staff, turning this approach on its head.

What does quiet hiring look like? Companies will promote internally by placing staff in locations where there’s greater demand; offer staff specialized upskilling opportunities so they’re able to meet changing organizational needs; and, when hiring new staff isn’t an option, using alternative techniques to find talent already onboarded for any high-priority jobs that need doing.

Himanshu Sharma, CEO and Founder, Academy of Digital Marketing

Video Format Cover Letters

With ChatGPT and other AI text-writing programs increasingly becoming mainstream, the traditional cover letter is obsolete. I frequently hear from HR colleagues that cover letters and application form responses have significantly improved in quality in recent months and all due to the use of AI, which defeats the very purpose of requiring a cover letter. However, video content is the only media format still yet to be dominated by AI (at least, deep fakes have yet to make it mainstream like ChatGPT).

Consequently, HR teams are going to rely more and more on video as a screening tool, ensuring that only serious applicants are applying. Naturally, savvy candidates could still use AI to generate a script, but the video requirement prevents them from mindlessly applying to thousands of jobs without serious consideration for suitability. This allows application forms and cover letters to work as intended, ensuring that only serious candidates can apply for the role, which in turn improves the quality of the applicant pool.

Ben Schwencke, Business Psychologist, Test Partnership

12 Ways Interview Candidates Are Shortlisted

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From making tough decisions early on to eliminating the chance of offering any undue advantages to candidates, here are 12 answers to the question, “What are useful strategies you’ve used to shortlist great interview candidates?”

  • Set a Firm Number
  • Rejecting Run-Of-The-Mill Resumes
  • Evaluate Work Samples for Candidates
  • Using Behavioral Interviewing Techniques
  • Test Job-Specific Hypothetical Knowledge
  • Provide Assessments Sooner
  • Build Connections and Give Them a Memorable Experience
  • Monitor Their Learning Agility
  • Don’t Compromise on Eliminating Factors
  • Check References
  • Analyze Social Media Presence
  • Assign Points and Stick to the Final Score

Set a Firm Number

By limiting the number of people you can add to your shortlist each hiring period, you can help yourself make tough decisions early on. Decide how many candidates you want to move on to the next stage. 

This can help you figure out what exactly you are looking for in the future if you limit your pool. If needed, you can increase this number as you interview, but try to keep the limits tight so you can see the criteria you need in this role.

Brandon Brown, CEO, GRIN

Reject Run-Of-The-Mill Resumes

Our team straight-up rejects resumes that follow a run-of-the-mill format and fail even to come close to a resume belonging to the legal industry. It’s the same with resumes that have errors in them. 

The reason is simple: a candidate’s resume is the first glimpse they offer of their personal and professional self to a potential employer; if the efforts do not show here, the candidate does not deserve the same consideration as others who have put in extraordinary effort. 

This step makes it fair for everyone and only those candidates who show a genuine interest in the job through their resume will be considered.

Riley Beam, Managing Attorney, Douglas R. Beam, P.A.

Evaluate Work Samples for Candidates

An effective strategy for shortlisting great interview candidates is to review their work samples. By assessing past projects and portfolios, you can better evaluate potential hires in terms of their skills and capabilities. 

One approach I’ve used is to give 24-hour writing assignments to freelance writers. This helps me identify which candidates best fit the criteria of my open position while also enabling me to understand how they work under pressure and deadlines before actually hiring them.

Carly Hill, Operations Manager, Virtual Holiday Party

Use Behavioral Interviewing Techniques

Behavioral interviewing is a technique in which interviewers ask candidates about their previous experiences and behaviors in situations related to the job they are applying for. By asking questions that require candidates to provide specific examples of how they have handled certain situations in the past, we gain insights into their problem-solving abilities, communication skills, and overall fit for the role.

We employ this technique by first identifying the key competencies and behaviors required for success in the role. Then, for each candidate, we create a list of behavioral interview questions that probe for these competencies and behaviors.

Johannes Larsson, Founder and CEO, JohannesLarsson.com

Test Job-Specific Hypothetical Knowledge

One strategy I have used for shortlisting great interview candidates is evaluating their answers to hypothetical questions. Introducing hypothetical situations specific to the role or organization that only those who are genuinely knowledgeable and familiar with can provide an accurate answer. 

By giving candidates a test of the actual knowledge required for success in the job, I’m able to get insight into potential hires’ abilities without having to ask pointed starter questions. With this process, I’ve found it easier to spot which applicants show an aptitude for the role and can easily fit in with team dynamics.

Grace He, People and Culture Director, TeamBuilding

Provide Assessments Sooner

Using assessments during the initial application process is one effective way to shortlist solid job candidates. For measuring career-specific skills, this is often already necessary, and it helps sort through large volumes of applicants. 

The key differentiator of the assessment is the fact that it provides a no-nonsense way to truly determine if applicants are capable of the skills listed on their resumes, or if they are just listing them to get in.

Alexandre Robicquet, Co-Founder and CEO, Crossing Minds

Build Connections and Give Them a Memorable Experience

With a shortlist strategy, it’s imperative that, after you get a sense of who they are, your conversation becomes less about interviewing them and more about letting them interview you back. 

A lot of times, in the first five to ten minutes of an interview, you can tell, “I like this person. I think this person’s gonna be a great fit.” 

Start by asking them, “What questions do you have for me?” And leave a lot of time for that. 

Then, take time to give them more insight into the role and why you think this role will make sense for them beyond what the job description says. It’s less of a sell and more about them being able to learn about you and convey things you don’t do with every candidate. Your goal should be to help them feel special. 

Try to give them a memorable experience. People don’t remember conveyor belt-type hiring experiences. Instead, they remember the ones that built a genuine connection and where they learned something unique and valuable.

Oz Rashid, Founder and CEO, MSH Talent Solutions

Monitor Their Learning Agility

Unfortunately, most organizations shortlist based on convenience rather than quality. Given the proliferation of ChatGPT and other language AI, shortlisting based on resumes alone is a little better than choosing at random. 

When seeking to shortlist, regardless of the role, we evaluate a candidate’s level of learning agility, and their propensity to learn and seek knowledge. This trait uniquely underpins workplace potential for many reasons. 

In emerging talent populations, learning agility ensures that new hires have the flexibility, curiosity, and motivation to learn, helping them make the most of any formal training on offer. In senior hires, the ability to learn quickly shows a dedication to continuous learning, showing a strong willingness to develop. 

By assessing learning agility during the shortlisting stage, we ensure we offer only the highest potential candidates an interview, improving the quality of hire while also minimizing time spent interviewing.

Ben Schwencke, Business Psychologist, Test Partnership

Don’t Compromise on Eliminating Factors

We often find marketing professionals submitting information that is nothing short of impressive but might include a factor or two that we consider red flags. These could be an unexplained career gap, failure to ramp up marketing tech skills, or ignorance of organization-specific certifications. 

We can’t deny that shortlisting such candidates is indeed tempting, especially when we know their strengths can come in handy on our team. But we make it a point to stick to our elimination criteria because we know that once we put these negatives behind us, we will stop being fair to other candidates. And if we hire this candidate, these setbacks will keep haunting our team. Instead, we stick to the plan and offer fair competition to every candidate.

Ariav Cohen, VP of Marketing and Sales, Proprep

Check References

Referrals are an excellent approach to assessing a candidate’s abilities and skills. To learn more about a candidate, contact previous employers or coworkers. I believe references can be especially useful if you are considering a candidate who has been out of work for a time. 

They can tell you how the candidate fared in their previous job and whether they left, got fired, or were let go. When deciding between two individuals with identical qualifications, speaking with their references can be extremely beneficial. References can provide information about the candidates’ skills and limitations, as well as assist you in determining whether a candidate is a better fit for your firm.

Ben Flynn, Marketing Manager, Manhattan Tech Support

Analyze Social Media Presence

In my experience, reviewing a potential hire’s social media activity is the most effective way to narrow down a pool of qualified interviewees. Keep an eye out for warning signs like inflammatory language, references to former employers in a poor light, or information that is otherwise inappropriate or unethical. 

Consider the candidate’s internet standing and their potential to represent the company in a positive light. Although a candidate’s social media presence shouldn’t be the only deciding factor in their hiring, it can provide vital insights into their character and judgment.

Cindi Keller, Communications Coordinator, Criminal Defense Lawyers

Assign Points and Stick to the Final Score

Regarding certain positions where skills and expertise matter more than personality and promise, it is best to adopt a scoring system where you assign points to candidates based on their experience and certifications. 

This way, you eliminate the chance of offering any undue advantages to any candidate and ensure that the final shortlist abides by the demands of the job position. The last step is to stick to the final scores and shortlist only those candidates who accumulate enough points to warrant a place in the following interview stage. 

Although it is challenging to find out a candidate’s strengths and weaknesses through points alone, this method proves to be the only practical approach in specific hiring situations, such as tech positions where a candidate’s skills surpass other criteria.

Tony Angeleri, Vice President, Lone Wolf Paintball