Job descriptions are out — experiences are in!

Employer branding is a term many companies use, but few truly understand. It's not just about a fancy 'careers' video. It's actually about all the experiences people have with your employer brand. And a recruitment event is the most focused way to show that.

In just two to three hours, you can show potential candidates what it's really like to work at your company. Don't just tell them — let them experience it! The vibe of your space, your team's energy, how you interact with guests, the program you offer... everything communicates.

That's why recruitment events are more effective than traditional recruitment channels. An Indeed ad tells someone you have a job opening. A recruitment event lets someone *feel* if they're a good fit for you. This deeper connection brings in candidates who are not only qualified but also truly motivated.

Research shows that employees hired through personal contact — like events, referrals, or networking — tend to stay longer and become productive faster than candidates from online channels. So, investing in a recruitment event pays off not just in new hires, but also in better retention.

And then there's the secondary effect: everyone who visits your event but doesn't apply still leaves with an impression of your company. They'll share that impression with others. It's free and genuine word-of-mouth advertising for your employer brand.

Not every recruitment event looks the same. The format depends on who you're looking for, how many people you want to reach, and what fits your company culture.

Here are some formats we've seen work really well:

• Open evening / meet & greet — An accessible event where candidates can drop by, walk around, and chat with employees. This works well if you're looking to fill multiple positions at once and want to reach a broad audience.
• Talent experience day — A full-day program where candidates attend workshops, take on challenges, and collaborate with your team. It's more intensive, but it leads to deeper connections and better matches.
• Industry-specific event — An event focused on one specific target group, like IT professionals, engineers, or healthcare professionals. Your program will be highly relevant to that audience, helping you attract the right people.
• Campus recruitment event — Aimed at graduates and young professionals. It's informal, energetic, and focused on getting to know each other. Works well in combination with universities or colleges.

The key with any format: let candidates do something, not just listen. A tour is nice, but a hands-on challenge is much more impactful. Let them feel what it's like to work with you. Give them a task relevant to the role. Let them collaborate with your team. That speaks volumes more than a hundred PowerPoint slides about your company culture.

Also, think about exclusivity versus reach. An open event attracts more visitors but fewer targeted candidates. An invitation-only event draws fewer people, but the match is usually better. Choose wisely. More about developing a strong event concept →

Organizing a recruitment event is one thing; making sure the right people actually show up is another. You'll need a promotion strategy that goes way beyond just a LinkedIn post.

Start with your own network. Your employees are your best ambassadors! Give them the tools to share the event: an invitation link, social media content, and a personal story about why they love working at your company. Referral recruitment through events is one of the most effective channels out there.

Run targeted campaigns on the platforms where your target audience actually hangs out. For IT pros, that might be GitHub or Stack Overflow. For marketers, LinkedIn and Instagram. And for skilled workers in construction or tech, perhaps regional job platforms or industry associations. Always tailor your channels to your target audience, not just your own preferences!

Collaborating with educational institutions works really well if you're looking for new talent. Think guest lectures, attending career fairs, or partnering with a relevant study program — it all helps build awareness with the talent pool you'll need in a couple of years.

And don't forget the landing page! Create a dedicated page for your event with super clear information: when, where, who it's for, what they can expect, and — crucially — a super easy registration option. The fewer fields in the form, the more sign-ups you'll get!

Plan your promotion at least 4-6 weeks before the event. Build it up: start with teasing, then provide concrete information, and finally create urgency ('only X spots left!'). Repetition really works — people typically need 5-7 touchpoints before they take action.

Organizing a recruitment event costs, depending on the format and size, between €3,000 and €25,000. You can put together a compact meet & greet at your own location for 30-50 visitors for just €3,000-5,000 (think catering, branding, promotion). A talent experience day for 100+ people at an external venue with a full program can quickly run up to €15,000-25,000.

Compare that investment to the costs of traditional recruitment. A recruitment agency often charges 20-25% of an annual salary. For an average salary of €45,000, that's €9,000-11,000 per hire. If your recruitment event brings in three hires, you've already made back your investment.

Location-wise: your own office can work — it immediately shows candidates where they'll be working. But an external venue gives you more creative freedom and can really impress. Choose what fits the experience you want to offer. Read more about events at your own location →

The most important step comes after the event: the follow-up. Contact visitors within 48 hours. Thank them, share photos from the event, and invite interested people for a follow-up chat. Every day you wait, the conversion rate drops. Candidates who leave inspired but don't hear anything will cool off. Acting fast is crucial.

Tip: also use the event as a data source. Gather consent for your talent pool. Not everyone is ready to apply right now — but they might be in six months. A warm contact from a recruitment event is more valuable than a cold CV from a database.

A recruitment event isn't just a standard staff get-together with a job board. It's employer branding in its purest form. And that calls for an approach that goes beyond just logistics.

At Live Impact, we don't start by asking 'how many people should come?' but rather 'how should they feel when they leave?' That's the core. From that emotion, we build an event that translates your company culture into a tangible experience.

We work with companies in tech, IT, food, logistics, and business services. We know the challenges: hard-to-fill positions, high competition, a target audience that isn't actively looking. That's exactly when an event is the answer. Not because it's easy, but because it works.

We handle everything: concept, location, program, promotion, registration, production, and follow-up. So your HR and recruitment team can focus on talking with candidates. That's what they're good at. We'll take care of the rest.

And yes — it'll be fun too! Because an employer who comes across as boring at their own recruitment event has a problem. We'll make sure you come across exactly as you are: energetic, human, and attractive.

You don't pick the best candidates from a pile of CVs. You meet them. You let them feel who you are. And you give them a reason to choose you. A recruitment event is the fastest way to make that connection.

Want to chat about the possibilities? Get in touch — we'd love to help you brainstorm a format that fits your target audience and labor market challenges.

Live Impact
T: +31 (0)85 401 401 4
E: hello@live-impact.nl
W: www.live-impact.nl

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