Have Career Fairs Lost their Value?

At JobsInTheUS, we are taking our web-based employment advertising resource from the net to the neighborhood. We've launched an initiative to host 4 career fairs in September- one each in Maine, New Hampshire, Rhode Island, and Alabama. In the spring, we'll be hosting 7, including those 4 states, plus Mississippi, Louisiana, and Vermont. These fairs are growing, and we're seeing participation from businesses from all sectors.

It's been our belief, since our site started in 1998, that effective internet resources of any kind, must have strong and consistent local presence and support. This belief has led us to provide in-person educational seminars to local employers across New England and NY; sponsor and attend local trade association events, HR Conferences, and business expos; provide outreach training to job seekers at career centers and colleges; and execute one-on-one training with recruiters to help them better understand how to maximize their presence on the web.

I can honestly admit that as a job seeker more than 4 1/2 years ago, I relied exclusively on the internet to find my next career opportunity. Clearly, that's how I found my way to JobsInTheUS. That being said, I still feel VERY strongly that in-person events such as career fairs are vitally important and beneficial to both employers and job seekers...

AM I CRAZY? AM I STUCK IN THE 90'S? AM I ON AN ISLAND?

Do employers really feel that meeting job seekers face to face is no longer important? As a hiring manager myself, I am always grateful to have a job fair to attend that coincides with hiring needs. Being able to shake a hand, make eye contact, and interact at that level for just 5 minutes is often more valuable than a 20 to 30 minute phone screen interview. And more often than not, interviews from career fair candidates reveal fewer surprises.

What are your thoughts? Are job fairs dead? If so... why?

Recruiters vs. HR professionals

Someone recently commented that this blog seemed to be aimed more at HR folks than staffing professionals, and as such, should have a different name. It was suggested that I use "HR Recruiting Front Lines" or something similar. This really got me thinking...

I'd love your input on this matter: should recruiting be separated from HR? I was at first shocked, then disappointed, then confused at why "staffing professionals" feel they have the right to monopolize the recruiting sector. In my opinion, the people with the BEST working knowledge surrounding hiring and recruiting are the HR Professionals within an organization. Not only are they intimately familiar with the current workforce and culture, but also they understand what EXACTLY is needed in potential hires. It is also up to them to onboard, train, retain, and appreciate the employees once they are hired.

Sorry to all the staffing professionals out there for this comment: Why do companies put the most critical piece of their company in the hands of third party vendors, and pay a high price to do so? Have I missed the boat? Has the identification and acquisition of talented employees somehow lost importance to companies and HR departments? What is it that has replaced it in the priority list?

These are just a few thoughts that were racing through my head. If you can help me understand the current employer/3rd party recruiter relationship better, PLEASE comment on this issue. I would very much appreciate your feedback.

Thanks for checking in, I'll be posting again soon...