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How to Design a Job Fair Flyer

by Ruth Mayhew

The number of job seekers who attend your company's job fair is important to make the event worthwhile and a wise use of resources; however, it's far more important to attract qualified applicants who aren't just window-shopping. That's why a great flyer can make the difference between attracting ten solid candidates or 50 applicants who are marginally qualified at best.

Calculate how much you have to spend on designing the flyers for your job fair. If your organization doesn't have creative types on staff, determine if you have the budget to hire a graphic designer or marketing specialist. Advertising costs should be incorporated into your estimation of overall job fair expenses.

Sketch the demographic you want to attend your job fair. if you're looking for applicants in a number of different occupations or jobs, your flyer should illustrate a wide range of people in various jobs. For example, if the market for which you're recruiting is nonspecific or very general, perhaps images of people in various occupations are appropriate. On the other hand, if you're holding a job fair to attract candidates for specific occupations or several positions in one field, such as nursing or health care, you'll create a flyer that draws the eye to images of nurses and doctors, health care assistants and technicians.

Place the day, date and time in a prominent spot on the flyer. Don't let the words "job fair" get lost among the images, and list the day of the week, the full date and the hours during which the job fair is scheduled. If your flyer is a tri-fold variety, don't put the schedule inside where the reader has to search for it. Put it on the front of the flyer so readers instantly know if they can attend.

Describe the type of job fair. Mention whether it's an open-house kind of job fair where your company is more interested in getting its name out among the community or whether you are actively seeking applicants. If you're seeking applicants and will have hiring managers present to conduct on-the-spot interviews, say that.

Add tips to the flyer about preferred attire, which should be professional, regardless of the types of jobs for which you're hiring. You want potential applicants and candidates to appear as if they're serious about their appearance and how well they come across to hiring manager. Avoid advising attendees to "come as you are," because that could convey a less-than-professional approach by your human resources staff.

Provide directions to the job fair and information about parking -- location and cost. If the job fair venue is accessible by public transportation, give train or bus route information for attendees traveling from four directions -- north, south, east and west.

Consider giving additional information about the company and how applicants can submit their qualifications if they're unable to attend the job fair. List your company website URL, how you accept applications or resumes, future openings you might have and internships for students or beginning professionals. Also, provide your company's physical or mailing address, complete with ZIP code. If you want to discourage applicants from calling your human resources department because you don't have staff available to handle calls, you can always print, "No Phone Calls, Please," on the flyer. However, reconsider whether that would portray your organization as unresponsive to applicants.

List items that applicants should bring. Naturally, you'll suggest that they bring several copies of their resume and maybe even a letter of introduction, sort of like a short bio. Depending on the types of jobs you're interviewing for, you might want job seekers to bring portfolios, writing samples or other depictions of their talents. Don't list items that are too cumbersome for job seekers to carry around. For example, tell artists that an electronic portfolio on a USB flash drive is acceptable; they needn't bring an expandable, 31-inch wide portfolio.

Tip

  • Make your job fair flyer accessible on your company's website in PDF format, so schools, community groups and other organizations can print copies to distribute.

About the Author

Ruth Mayhew began writing in 1985. Her work appears in "The Multi-Generational Workforce in the Health Care Industry" and "Human Resources Managers Appraisal Schemes." Mayhew earned senior professional human resources certification from the Human Resources Certification Institute and holds a Master of Arts in sociology from the University of Missouri-Kansas City.

Photo Credits

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