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How to Define Career Event Success in Your Industry

Everyone wants their event to be successful, but success looks different for everyone – especially if you are in the association space. Today we will dive into how to gauge career event success with your niche audience.

Industry Demand

One of the first things to look at is the current demand in your industry. Is job demand projected to increase over the next 5 years? Has hiring slowed or taken a significant dip? Your event will most likely mimic the current trends. If demand has significantly increased, you could have a large event. If hiring is slowing down, you may have a smaller event. You are working with the ebbs and flows of the industry so always keep that in mind when determining your results.

Difficulty of Hire

The harder a position is to fill, the less likely it becomes for the recruiter to find the right match quickly. High level and specialty roles will take several recruiting avenues and a larger budget to fill. If someone is looking for a pediatric heart surgeon, or a chief of medicine, those roles will not be ones where they attend an event or post a position and find their hire. It will take diligence and continued outreach on their part. Remember this if your industry serves roles like these.

Bonus: Remind employers who have hard to fill roles there are also resources on your career center.

Size of Candidate Pool

The more specific the niche, the fewer attendees and connections you can expect. Think of using a filter on a job board: if you search for nurses in the United States, you are bound to see thousands of results. Now add on a filter for cardiac nurses, add a location filter for Virginia, and an experience filter for a supervisor level, and you’ve got a pretty small pool of candidates. More doesn’t always mean better. Take into consideration the quality of your candidates and the merit of their expertise.

Value of Conversations

Quality also carries over into the conversations being had during your event. Having dozens of conversations does not mean that the event, or the employer had success. Being able to screen quality candidates includes learning more about their background and goals and seeing if they fit the position requirements. These conversations tend to be longer than a quick resume glance and a few short questions. If the employer is having fewer but longer conversations, this is typically a great sign.

As you can see success depends largely on the factors outlined above and can look very different from industry to industry. When analyzing an event’s success keep these points in mind.

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