SAN FRANCISCO (MarketWatch) -- Older Americans in search of work may find something they weren't looking for: Age bias.
Despite laws prohibiting it, age discrimination in hiring appears to be alive and well in the U.S.
But there are ways to mitigate its effects. Consider the following tips.
Go chip-free
No matter how many times you've seen a negative reaction to your 30-plus years of experience or your gray hair, try to stay positive as you walk in the door.
"Don't carry a chip on your shoulder when you go into the interview," said Renee Ward, founder of Seniors4Hire.org.
"Even when you see that face go blank when they finally do see you and get a sense of how old you are, show some enthusiasm and vibrancy and stress how you would contribute to that company's bottom line," she said.
"It always comes back to a passion for what you do. Communicate that passion to the hiring manager and try to get that manager off the stupid old paradigm that says that an older person can't do this job," Ward said.
Screen your own interview
Make sure your first on-site interview is with executives at the company, or the person likely to be making the hiring decision, rather than human-resource personnel who may not fully understand what your experience can bring to the job. Let the human-resources department screen you by telephone first.
"You want to get in front of the people that are going to understand your value," said John Buskirk, a 59-year-old executive with more than 25 years' experience in health-care technology.
Resume as marketing tool?
Some suggest creating a date-free résumé, one that focuses on your experience rather than when you held particular jobs or graduated from college.
"Once they ask for a complete history, obviously you have to comply with their request," Buskirk said, but the initial résumé mailed to the company, "that's your marketing piece, and the point of the marketing piece is to open the door."
But some say that strategy doesn't always work.
Those résumé formats "have turned into something of a red flag that someone's trying to cover their trail, like soft focus on an aging actress," said Chris Klos, a 52-year-old finance executive on the job hunt in Charlotte, N.C. "Just be who you are," he said.
Related "How to" Tools:Would you like to Create Brilliantly Crafted Resume Letters?(click here)
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Tuesday, December 15, 2009
How to Handle Age Bias as an Older Job Hunter
How to Deal With Lack of Motivation in Employees
As an employer an important part of your job is to be able to effectively motivate your employees, as this in turn drives productivity. To understand how, watch this video:
http://www.youtube.com/watch?v=ed8EXGD5zWs
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News Analysis:The White House Summit Discusses Employment
Margaret Simms
Abstract
In the White House jobs summit this week, policy recommendations to get the unemployed back to work are essential. But for the good of the economy and society, Institute Fellow Margaret Simms argues, a system of policies is needed to both promote immediate employment and create opportunities to advance to better jobs. See our recommended research on employment and work force development.
Commentary
by Margaret Simms, Institute Fellow
Update: President Obama’s Dec. 8th speech on job creation and the economy outlines plans to create jobs through tax incentives and loans for small business, more infrastructure investments, and incentives for consumers to make their homes more energy efficient. If successful, all of these initiatives would create jobs. But they may do little to help the workers and families my commentary focused on. These initiatives need to be coordinated with new training programs that prepare low-wage workers for the jobs the initiatives create. In particular, we need to help women prepare for and get opportunities in expanding job sectors. While the unemployment rate for women has not been as high as that for men, women who maintain families have higher unemployment rates than adult men. Construction and heavy manufacturing jobs may help men regain jobs, but not women-- unless employment in these sectors is opened to them as part of the initiative. The alternative is to develop new jobs in fields where women are already employed.
When President Obama holds his job summit on December 3rd, participants must address a broad range of employment issues. Policy recommendations that address the most immediate need—how to get those currently unemployed back to work—are essential. But, for the good of the economy and society, a system of policies is needed that both promotes immediate employment and creates opportunities for individuals to advance to better jobs so they can better support their families and contribute to economic growth.
If the president and his advisors hope to accelerate job expansion and improve job prospects for all workers, they will need to come up with a multipronged strategy—immediate employment for the most job ready, education and training for those who need enhanced job skills to obtain and retain quality jobs, income supports to enable families to survive extended periods of unemployment, and work supports to facilitate their re-employment.
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Monday, December 14, 2009
News: "Some workers are well past the age of helping out for college credit accept internships"
Recent Article In Daily news quotes Intern Over 40
"The key thing is to articulate what you hope to gain in terms of learning something new, and why you want to do it on the job as opposed to in the classroom," :
For decades, interns have flocked here from everywhere - toiling for little or nothing - and harboring dreams about big-time careers in fashion, real estate, media, publishing, etc., etc.
Yet the typically classic early-20-something New York intern isn't so typical anymore.
While the city still has more than its share of ambitious young adults, these days they're competing with older, laid-off professionals trying to snag the same gigs to acquire new skills as they struggle to reenter the tattered job market.
Beki Gibney, 28, of Williamsburg, Brooklyn, had already logged more than five years in television, including stints as a producer at PBS in Rochester and a Lower East Side visual effects company, where she worked until February.
Frustrated with the lack of employment prospects, she decided she had to shift strategy.
In May, she answered a Craigslist ad for an internship at Revel In, a documentary production house in Dumbo, Brooklyn, where the only initial payback was free lunch every day and all the coffee she could drink.
While she jumped at the chance to learn how to make biographical documentaries, Gibney - who was recently hired as a part-timer - admits she was self-conscious at first.
"There were definitely days when it hurt my pride and I'd get a little depressed about the fact that I was once making a good living with paid vacations," she said.
"Gradually, though, it all balanced out. They went out of their way to make me feel like I wasn't just a peon and I learned an incredible amount because I felt like I was getting a free education from them at the same time."
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Common Concerns Older Workers Have & Answers
As an older, experienced worker, you are not immune to job loss during a recession. But you may have unique concerns about navigating the job market.
Question: I'm worried that potential employers will pass me up because they'll think I'm overqualified. Should I "dumb down" my resume — exclude certain experiences or achievements — so employers give me a second look?
Answer: You shouldn't portray yourself as less qualified than you are. The key is to show prospective employers how your extra experience can translate into real value for them. You may have unique perspectives or insights that a less experienced candidate does not. Read job ads carefully, research employers thoroughly, tailor your resume appropriately, and get ready to explain how your background is an asset, rather than a liability.
Question: As an older job hunter, how should I organize my resume?
Answer: Older workers may want to consider using a functional resume (which highlights specialized skills and experiences) rather than a chronological resume (which details past experience by date). Make sure your resume highlights the skills and experiences that are relevant to your current career objectives, and omits the irrelevant details. You need not list every job you've ever had.
Question: Can I compete in today's labor market if I don't have good computer skills?
Answer: It's true that most office jobs require computer skills. However, there are still plenty of jobs that require only limited computer skills. You can use the tools and technology report to find occupations that don't require you to use a computer. You may also want to get comfortable with computers by taking a class or getting short-term training. Informal introductory computer classes are often offered through public libraries, school districts, and community centers. Community technology centers have been organized in some Minnesota communities specifically to provide computer training and access to the public.
If your computer skills aren't up to date, make sure your resume doesn't advertise this. If you do include computer experience on your resume, use current terminology to describe your skills.
If you feel you are weak in one area, highlight your strengths in another. Older workers are often perceived to have excellent soft skills such as customer service and communication skills. These are extremely important at any job. If you feel you have strength in this area, make sure to highlight it on your resume or job application.
Question: I'm not web savvy. Do I have to use the internet to find a job?
Answer: If you are serious about finding a job, you should explore all your options, including online options. More employers are posting job openings on the web, so you may miss out on opportunities if you ignore online job banks or social networking sites. If you are not sure how to use this technology, visit a Minnesota Work Force Center to get one-on-one help.
Question: I've been laid off after many years in one field. Where do I start?
Answer: A good way to begin any job search is to take a step back and assess your skills using the ISEEK Skills Assessment. If you've been working at the same job for many years, you may be unsure how to do this. Start by writing about 3-5 work experiences you've had that you enjoyed or were good at. Then try to identify the similarities across all those experiences. This can be a good way to identify 3 or 4 of your best skills. Once you've done that, try taking the Skills Profiler to rate your skills and view occupations that are a good match for you. Or check out O*NET's free assessment tools.
Related "How To" Tools:
1)How to Answer Any Question An Interviewer Could Possibly Throw At You! (TP)
2)Start learning how to Ace your next Job Interview (TP)
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10 Tips for Giving Feedback as an Employer
One of the most critical issues in the employer-employee relationship is feedback. The employee wants to know how they are doing, what they can improve on, and what the employer's expectations are. So take some time now and read this article to discover 10 fantastic tips on giving feedback as an employer!
1. Agree a ‘contract’ between yourself and the recipient so that they are prepared and receptive for feedback.
2. Check for wellbeing and also for capacity. Back off when capacity reached. You can always agree to talk again at a future date.
3. Take your time to explain things, checking for understanding. If what you are trying to say is difficult to explain say so up front and perhaps try saying it a couple of ways. If working across cultures and languages ask the individual for help to ‘get the meaning right’.
4. Where possible illustrate with real examples but if your examples are weak or inappropriate be open about this. Do not fall into the trap of giving feedback through giving an example, having it refuted, finding another, having it refuted, and so on.
5. Do not treat questions and challenge as further ‘evidence’ [‘I said that you did not listen, and here you are, not listening] or unwillingness to listen and learn. Some people absorb feedback best through asking questions.
6. Allow space for the recipient to reflect, check, challenge, etc
7. Ask the individual if they can think of examples that illustrate what you are saying
8. Engage the individual in generating ideas for development actions. Allow individuals to come up with their own ideas. Present options and ideas for improvement and development – not solutions
9. Allow time for the positives. See if you can harness positives and strengths towards addressing development areas
10. Remember that perception is reality but also that intentions are important and where there is a disconnect the person to whom you are giving feedback needs to focus on how to better realise their intentions and figure out what is coming between their intention and their impact
. . . . . And, don’t forget to ask for feedback in exchange . . . . .
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Lisette Howlett, Top 10 tips for giving feedback
http://www.evancarmichael.com/Human-Resources/790/Top-10-tips-for-giving-feedback.html
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Sunday, December 13, 2009
top 4 stories that ur peers Liked:10 Ways 2 Make ur Cover Letter Stand OUT or Maybe u want 2 Interview like Pro http://ping.fm/B7eFu
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Weekly Summary Of New Career Articles for 12/12
- Want to Know How to Research a Job
- How do you Interview Like A PRO
- 10 WAYS to Make your Cover Letter Stand Out
- 7 Mistakes Job Seekers Over 50 Make
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How Older Workers Can Find Work
Is it harder for older workers to get back on their feet after they’ve been laid off?
Janine, who lost her job as an operations manager for a California mortgage firm in May 2007, seems to think so. After a decade with the company she was laid off and has been unable to find a new job.
“I am 56 years old, and I've never had to actually look for a job since 1980. Unfortunately, all the people that I would have networked with are also out of work, and many are my age,” says Janine, who did not want her full name used.
“We all feel like the rug was pulled out from under us and are finding it difficult to get back into the work force,” she adds.
Alas, Janine may be onto something.
The re-employment rate among older workers tends to be slightly lower than their younger counterparts, according to data from the U.S. Department of Labor. In 2006, the most recent statistics available on re-employment, 25- to 54-year-olds had the best chance of getting another job. Among this group, 75 percent had new gigs within a year, compared with 61 percent for workers between 55 and 64.
And mass layoffs among older workers as a percentage of the total working population are rising. According to the Labor Department, which defines mass layoffs as job reductions involving more than 50 employees, workers 55 and older accounted for 18.6 percent of the layoffs in 2007, compared with 13.4 percent in 2000.
So what’s working against older workers?
The 50-plus crowd faces a number of challenges, says Jennifer Kalita, a consultant who specializes in helping baby boomers and seniors with their careers.
“Companies can hire younger workers for less money than the 50-plus professional is used to,” she explains. “Employers fear the propensity for more health complications" for older employees, she adds. And they are concerned older workers may not be “as well-versed in tech-speak and processes as younger applicants.”
Another factor hurting older workers is that they have a specific set of skills they have honed over the years, so the range of jobs available to them is limited, notes Jeffrey A. Heath, president of The Landstone Group, an affiliate of recruiting firm MRI. The average 40-year-old, he says, will have had 14 jobs during his or her working life, compared with seven for the average 50-year-old.
No matter what an employer thinks about older workers, discriminating against them in the workplace or when they apply for a job is illegal. But cases of age discrimination — or at least perceptions of it — seem to be climbing. Last year age-discrimination charges filed with the Equal Employment Opportunity Commission jumped more than 13 percent to 19,000. (If you suspect you were turned down because of your age, you can file a claim with the EEOC at its Web site.)
But some companies see the value in recruiting more seasoned workers.
More mature job candidates have extensive work experience and industry knowledge, as well as “big-picture thinking and business management skills,” says Kalita, the consultant.
CVS Caremark Corp., the pharmacy company, is searching for this type of experience. The company heavily recruits workers who are over 50. In the early 1990s, 7 percent of CVS’ workers were 50 and older. Today that figure is 18 percent.
“It’s a business decision,” says Steve Wing, director of work force initiatives for the company. The U.S. population is growing older, so the company wants to make sure it will have the workers it needs in the future, he says. CVS executives also want a work force that mirrors the customer demographics in the towns they serve.
Wing says his company has seen an uptick in the number of older workers on the job market this year as more and more of them are getting downsized.
One problem he’s seen among the pool of older job seekers who have worked for one company for many years is that they have low self-esteem when they enter the job market. “When someone is downsized or a facility closes, there’s a fear factor. They’re thinking, ‘What am I going to do?’ And some of them don’t know how to work a computer or need help with their resume or interviewing skills.”
Wing says many community centers, and groups like the National Council on Aging and the AARP, can provide help.
Workforce expert Tamara Erickson suggests older workers start building their networks.
“Most 30-year-olds have maintained very vibrant networks and have lots of options even if they lose their jobs,” says Erickson, who is also author of “Retire Retirement: Career Strategies for the Boomer Generation.” “But a lot of 50-year-olds just haven’t kept contacts up-to-date and are not using the latest technology like LinkedIn or Plaxo.”
Another strategy Erickson recommends is doing project-based work rather than trying to find full-time work.
It’s a good idea to concentrate your job search on growth industries, advises Jeri Sedlar, who moderates a group on boomer social networking Web site eons.com and is the author of "Don’t Retire, Rewire!" Some areas to consider, she notes, include energy, health care, government and education.
But no matter what job you go for, you have to start believing in yourself and get across how great you are to a prospective employer, she stresses. “Imagine you are sitting on a shelf in grocery store,” she recommends. “Why would someone want to buy you? Should you be repackaged?”
Repackaging means updating skills or learning new ones, and being prepared to walk into a room with enthusiasm rather than despair and desperation. That doesn’t mean you have to go for a four-year college degree or go get your MBA. Experts suggest taking a few courses at a community college or online.
Start letting everyone you know you’re looking for a job, including former co-workers, friends and family. And make sure you have that two-minute elevator speech down so you can articulate what you’re looking for clearly and concisely. “Don’t just hand someone a resume,” Sedlar says.
There are a host of Web sites out there that offer job listings and job-seeking advice. In addition to AARP.org, which lists a host of companies that are older-worker friendly, Jim Toedtman, editor of the AARP Bulletin, recommends these sites as a good place to start: retirementjobs.com, seniorjobbank.com, retiredbrains.com.
We’ve all heard so much about the aging of the work force and how older workers will someday be in the driver's seat when it comes to employment. Unfortunately, the economic climate today has put a squeeze on many 50-plus workers, Toedtman says.
And things probably won’t change drastically, he says, “until people develop portable skills and until employers value experience.”
By Eve Tahmincioglu
msnbc.com contributor
http://www.msnbc.msn.com/id/25119584/
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Saturday, December 12, 2009
Comment of the Week:Having Purpose While Job Searching
It is difficult for many people to be productive during a time of unemployment
while searching for a new job or career. We admire this job seeker who did not miss a beat "I spend about 50% of my time looking for work and 50% of my time volunteering, primarily with the Boy Scouts and Knights of Columbus. For a recent phone interview, I wanted to be prepared for the question “what have you been doing for the last 5 months” so I wrote a summary of my volunteer work, education, and home improvement projects during this time. Below is the list of accomplishments that are volunteer and education related.
Related Tools:
1)How to Answer Any Question An Interviewer Could Possibly Throw At You! (TP)
2)Start learning how to Ace your next Job Interview (TP)
Prepared and gave a speech on Project Management to a chapter of the Institute of Management Consultants.
Helped two Boy Scouts obtain their Eagle Scout rank by teaching them project management.
Developed 7 swim lanes flowcharts that documented the processes of programs that the Knights of Columbus State Respect Life committee does annually. I worked with each project chairman to develop these and I presented them at a committee meeting where we made live changes and approved them. They also approved three job description documents.
Wrote a survey to a 140 member organization that I belong too, got it approved, and developed a plan to get close to 99% survey participation. Created a database and have been entering data for it.
Recruited a replacement chairman to a state-wide organization that I belong to, trained him on his duties, and transitioned another member’s duties to another chairman.
Took two long backpacking trips with the Boy Scouts, teaching them the Back Packing Merit Badge and earning the 50 mile award.
Putting my new NRA Instructor certifications to work by teaching shooting skills at a Boy Scout camp and the Great Lakes Jamboree this summer.
Taught 3 of 4 classes in Personal Finance to 20 boy scouts.
Prepared for and ran a quarterly financial investment education club meeting which I am the president of.
Started a CISCO networking class at NWTC as part of the Cisco Academy and am holding a 96% going into the final.
The question never came, but I was ready for it in more detail than I could have possibly had time for. I would have paraphrased the list. It would be a better answer than a fluff answer." -Mark A Kohls, Green Bay Wisconsin
Comment Author: Mark Kohls
Post Commented On: "8 Interview Questions & Answers for Older Workers ...
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Friday, December 11, 2009
Mature Workers: Use Age to Your Advantage
by Joe Turner
While it’s true that not all employers will be gung-ho about hiring, or even retaining, older workers in the coming years, the overall statistics might well be on your side, if you’re 50+ years. As has been reported often enough, the limited numbers of workers in the Gen-Y age group will not match the rising need for workers over the next 10 years.
This discrepancy means that employers will be faced with more vacancies that force them to look at alternate labor sources. Sure, they can outsource, further automate, or contract their staffing ranks, but these approaches will not suffice in all cases.
The plain fact is that you hold many advantages over your younger colleagues, but you will need to play your age to your advantage. If you have a few years under your belt, here are four tips on how to use age as an advantage in your job hunt:
Go on the Offensive
Too often, older workers feel they have to apologize for their years of actually working. Remind yourself that you’re experienced, not old. You’re seasoned, not over-the-hill. You’re here-and-now, not history. It’s all about spin and reframing, so drop the apologies.
You may be an older worker, but you’re not stupid, and you’re not dead. Use your savvy to sell against youth and inexperience. The benefits to being older, like having wisdom and common sense, and a long work record of accomplishments, can translate into benefits to the employer. In other words, sell your track record. During the interview, take advantage of your successful work history and draw from those successes to meet the employer’s needs.
Sell Results, Not Years
Realize that hiring managers today are looking for results, not years. Talk the language that an employer understands and appreciates, which is Return-on-Investment. Instead of citing 20-years of experience, identify your benefits to the employer and put them into monetary terms as much as possible. Back up your accomplishments with benefit-based facts. Sell them from the perspective of the result of your work and how it positively impacted your present and previous employers.
Money talks, and it talks loudly. Here’s some good news: Money can trump age. As an employee, you either make money or save money for your employer. If the hiring manager doesn’t see your value in one of these two categories, then you don’t want to work for this company. In a recession, if the company isn’t concerned about its bottom line, then it may not be around for long, and isn’t a viable option for you anyway. Get as close to money as you possibly can through the language of your accomplishments, and list them on your resume.
Related Tools:
1)How to Answer Any Question An Interviewer Could Possibly Throw At You! (TP)
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10 Interview Tips for a Recruiter
When looking for tips and tools to utilise in order to facilitate an effective job interview, recruiters and employers may be stuck for guidance. There is a wealth of information assisting Job Seekers through the Job Interview process but not as much content aiding Recruiters with this function. Many don't realise that a Job interview can place as much anxiety on the interviewer as that which is experienced by the Job seekers. This job interview anxiety may differ from its origin; however interviewers need just as much help in facilitating an effective Job interview in their attempts to placing the ideal candidate in their vacancy.
Job Seekers are fortunate in the sense that they may have had ample opportunity to practice and learn from past job interview mistakes. However, employers or HR interviewers may not have conducted a job interview in some time and may be somewhat out of touch with effective interviewing techniques.
To follow, Recruiters and employers and ultimately whoever may be responsible for conducting job interviews within an organisation can find Top Ten Tips to ensure that job interviews are performed in the most operative manner and deliver accurate results.
Tip 1: Don't Rely on First Impressions
Upon meeting a person for the first time, it is said that human beings develop a lasting impression of that person within the first 30 second of being introduced. True to the saying 'first impressions last', so we should apply the idiom, 'never judge a book by its cover'. Impressions do last, however they can more than often be incorrect. Individuals have depth and personality that takes many a meeting for a job interviewer to identify and understand. While your first impression of a Job Seeker may not be positive, remember that under stress and anxiety that a job interview can cause, people often tend to hide behind a facade of what they believe the interviewer wants to see. Job Interviews instil apprehension that can very often blur a person's true personality and the interviewer should empathise with this. This tip reminds Recruiters to note that it may take a few more meetings with the Job Seeker to get a true reflection of who they are in order to make an accurate impression of them.
Tip 2: Learn to Listen
There is a rule that can be applied when interviewing candidates that will ensure that the interviewer is not talking more than what is required. This rule is the 20/80 rule which states that the interviewer should converse (in the form of questions) for 20 % of the interview and the remaining 80% of conversation time should be reserved for the Job Seekers responses. It is very easy to forget that a job interview is not an opportunity to play 'getting to know you - getting to know me'. Yes the interview serves the purpose of finding a greater understanding of who the Job Seeker is, but only in the context of the vacancy they have applied to. There is no need for Recruiters to swop stories and share commonalities with the Job Seeker. The interview is a meeting reserved for information gathering on the interviewers part which cannot be done if the Job Seeker does not have adequate time to relay relevancies pertaining to the job function and the role which they have applied to.
Tip 3: Review the Job Advert in Preparation of the Interview
One of the most helpful tips when preparing to facilitate an effective job interview is to review the initial job advert ahead of the interview. In doing so, interviewer familiarises themselves with the detail that initially attracted the Job Seeker to the role, as well as the areas which the interviewer should concentrate on. By practicing this tip, job interviewers are able to prepare questions that cover the basics details mapped out in the job advert including required experience, skills, qualifications and education requirements. After reviewing the job advert, the interviewer will easily assess the relevancy of the Job Seekers application and if they are the ideal candidate to fill the role.
Related Tools:
1)How to Answer Any Question An Interviewer Could Possibly Throw At You! (TP)
2)Start learning how to Ace your next Job Interview (TP)
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Thursday, December 10, 2009
10 Ways To Make Your Cover Letter Stand Out
Your cover letter is the first impression that you give employers. Sometimes without a GOOD cover letter, your resume does not get the attention it deserves. Let's face it; resumes get skipped over all the time. That's why you have to come up with a strategy on how to sell yourself to this potential employer. Set yourself apart by telling the employer how you will help them achieve their goals and what they reap if they hire you. If a cover letter does not attract the reader's attention in the first paragraph then your chances of being called for an interview are drastically reduced. An employer may have a hundred or more resumes to look through and he or she is probably limited in time to make their selection. Here are a few tips that can help you towards a high quality cover letter
Tip #1
Use high-quality white paper; it's thicker than typewriter or printer paper. Avoid elaborate or colored stationery. Print a clean final copy to send, not a photocopy. Make sure there are no smudges or grease marks on the paper. Keep your extra copies in a large envelope or manila folder.
Tip #2
Keep your cover letter brief and to the point. Your letter should not go over one page. Use short paragraphs and bullet points whenever possible. Avoid excessive words when fewer words will get your point across equally. Construct your cover letter to have the same format style as your resume.
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Tip #3
Highlight a most recent accomplishment or credential that you are proud of. This gives employers a hint of what you are capable of doing. Impress the employer with your skills and qualifications.
Tip# 4
If you're emailing your letter, make sure your document will open properly as an attachment and that your computer system is virus-free.
Tip #5
Your return address should appear in the top right hand corner, without your name. As a general rule, you should avoid abbreviations in the addresses of your cover letters, although abbreviating the state is common in all business correspondence. The date should appear two lines beneath your return address on the right hand side of the page. Write out the date; do not use the abbreviated format. Example: February11, 2008.
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One Click Cover Letter Creator:Create Brilliant Cover letters (TP)
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How Recruiters Can Excel at Job Fairs
Whether you're looking for entry-level hires, tech talent or experienced executives, job fairs are an increasingly important strategy for recruiters seeking employees at all levels. The experts at diversity job board LatPro.com offer the following tips to improve your career fair recruiting results while promoting a positive public image for your company:
1. Plan as a Team
Make sure there's no disconnect between those planning the exhibit and the recruiters actually attending the event. All members of an exhibiting company need to work together to ensure that everything runs smoothly and nothing falls through the cracks.
2. Ask About Advertising Opportunities
Almost every job fair provides a variety of opportunities to publicize your company, often at no additional cost. You may be able to publish your open positions on the event Web site, include your company logo in printed materials, get listed as an exhibitor in radio or TV ads, or receive additional exposure as an event sponsor.
3. Don't Put All your Marketing Materials in One Basket
If you ship your booth, display graphics and all your printed materials together, what will you do if they don't make it to the event on time? At the very least, make sure some marketing materials and brochures travel with you. Then if there's a shipping snag, you won't be empty-handed.
4. Stay Until the End of the Event
Make sure your travel plans and other arrangements leave enough time for you to exhibit for the entire job fair. Breaking down your booth early is a distraction to other attendees, and it could cause you to miss top-notch candidates who arrive at the end of the event.
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