Quick Overview
Virtual hiring events provide organisations with an interactive platform to engage with large numbers of candidates in a short period of time.
These events combine targeted marketing, candidate screening and live engagement between employers and candidates.
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Virtual career fairs and hiring events
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Candidate pre-screening and shortlisting
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Live recruiter and hiring manager engagement
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Interview scheduling and hiring pipelines
Overview
Engaging Specialist Talent at Scale
Virtual hiring events provide organisations with an effective way to engage directly with specialist talent at scale. In sectors where projects require rapid mobilisation of skilled professionals, virtual recruitment events allow employers to connect with large volumes of relevant candidates in a structured and efficient format.
Intu Consult supports organisations in designing and delivering virtual hiring events that accelerate recruitment, improve candidate engagement and support project-based workforce planning.
These events allow employers to present opportunities, communicate their employer value proposition and interact directly with potential candidates through presentations, Q&A sessions, networking discussions and recruitment interviews.
Virtual events can support both immediate hiring requirements and longer-term talent engagement strategies, including talent pool development, graduate outreach programmes, training initiatives and industry engagement campaigns.
In addition to recruitment events, virtual environments can also support interactive career engagement platforms, allowing organisations to present projects, teams and career opportunities in a more dynamic and scalable format than traditional career site content.
Organisations can engage Intu Consult to deliver full end-to-end virtual recruitment events or for targeted support across specific areas such as event strategy, candidate attraction campaigns or event delivery.
The Challenges We Solve
Virtual Hiring Challenges
Limited Candidate Reach
Difficulty reaching large numbers of specialist candidates through traditional recruitment channels.
Fragmented Engagement
Inefficient candidate engagement across fragmented recruitment channels.
Slow Recruitment Processes
Slow recruitment processes when hiring for multiple roles or projects.
Low Awareness
Challenges building awareness of new projects, locations or workforce initiatives.
Limited Direct Interaction
Limited direct interaction between employers and potential candidates.
How We Work
How Intu Consult Supports Organisations
We plan and deliver virtual hiring events designed to engage the right candidate audiences and achieve specific recruitment objectives.
We support organisations across the full event lifecycle, from event design through to post-event candidate engagement.
Process Framework
1
Hiring Requirement Definition & Role Prioritisation
2
Candidate Target Audience Identification
3
Event Campaign & Candidate Attraction Strategy
4
Candidate Registration & Pre-Screening Process
5
Virtual Hiring Event Delivery & Employer Engagement
6
Post-Event Candidate Shortlisting & Recruitment Pipeline Support
Stage one
Virtual Hiring Event Strategy & Design
The first stage focuses on defining the purpose, structure and recruitment objectives of the event.
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Screening questions help ensure candidates are matched with the most relevant recruiters, job opportunities and event sessions
Events can also be structured to support graduate recruitment, training initiatives, talent pool engagement or industry knowledge sharing.
Examples May Include
Identifying the target talent audiences and role requirements
Defining hiring objectives and event success metrics
Designing the event format, agenda and recruitment approach
Structuring employer presentations, webinars and candidate engagement sessions
Selecting the most appropriate virtual event platform and technology
Designing candidate registration and screening questions to identify relevant skills, experience and role interests
Stage two
Candidate Attraction & Event Promotion
Once the event structure is defined, recruitment marketing campaigns are launched to ensure the right audiences are aware of the event.
Targeted recruitment campaigns across specialist job boards and workforce platforms
Social media promotion across professional networks such as LinkedIn
Email and database outreach campaigns to relevant candidate audiences
Industry newsletter promotion and media visibility
Candidate outreach campaigns can also be targeted to specific skill groups, disciplines or geographic talent pools to ensure the event attracts highly relevant candidate audiences.
Stage three
Candidate Screening & Pre-Event Qualification
Before the event takes place, candidate registrations can be reviewed and qualified to ensure recruiters engage with the most relevant talent.
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This stage may also include manual pre-event review of registered candidates, allowing recruiters to prioritise relevant profiles, highlight strong candidates for early engagement and schedule interviews during the event where appropriate.
This may include
Screening questionnaires completed during event registration
Candidate profile analysis based on skills, experience and role preferences
Pre-event review and shortlisting of registered candidates
Identification of high-priority talent profiles for recruiters
Candidate segmentation by discipline, role or experience level
These processes help ensure that recruiters enter the event already aware of relevant candidates they may wish to engage.
Stage Four
Event Delivery & Candidate Engagement
During the event, employers can interact with candidates through a range of engagement formats designed to support both recruitment and talent engagement.
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​These may include:
Employer presentations and project briefings
Live webinars and industry discussions
Virtual recruitment booths for specific teams or disciplines
One-to-one recruiter conversations through chat, audio or video
Panel discussions and interactive Q&A sessions
Scheduled recruitment interviews with hiring managers and recruiters through pre-booked time slots
Virtual events can support several recruitment activities
Structured recruitment interviews
Initial candidate screening discussions
Full recruitment interviews
Employer presentations and engagement sessions
Multi-day hiring programmes
Stage five
Virtual Hiring & Interview Management
Virtual events can also support structured recruitment interviews, where candidates book time slots with recruiters or hiring managers during the event.
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These interviews may include initial screening discussions or full recruitment interviews, allowing organisations to progress candidates directly through hiring stages within the event environment.
Events can also be delivered across multiple days, enabling organisations to run larger recruitment programmes with scheduled interviews, employer presentations and candidate engagement sessions over a longer timeframe.
Virtual events can also support
Talent community engagement sessions
Workforce insight or white paper launches
Graduate outreach programmes
Industry training or development initiatives
Where candidate screening has been implemented, the platform can help direct candidates to the most relevant recruiters, job opportunities, webinars or employer booths based on their profile and interests.
Stage six
Post-Event Recruitment & Talent Engagement
Following the event, candidate engagement continues to ensure the strongest candidates progress through the recruitment process.
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This stage helps organisations convert event engagement into real recruitment outcomes and longer-term candidate pipelines.
Candidate data can also be transferred (Via API integration or manual batch upload) into employer ATS or CRM systems where required, allowing organisations to convert event participants into active recruitment pipelines and long-term talent pools.
This may include
Candidate follow-up communication
Sharing event recordings or employer content with attendees
Coordinating interviews and next-stage recruitment discussions
Adding relevant candidates to talent pools or CRM systems
Transferring candidate data into employer ATS systems where required
Results
Outcomes
01
Accelerated Recruitment
Faster recruitment timelines for project or multi-role hiring.
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Employer Brand Exposure
Increased visibility of employer opportunities within the talent market.
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Talent Community Growth
Stronger long-term engagement with specialist talent communities
02
Targeted Candidate Engagement
Direct engagement between employers and specialist candidate audiences.
05
Qualified Talent Pipeline
Structured recruitment engagement with qualified candidate pools.
03
Interview & Shortlisting
Ability to screen, interview and shortlist candidates within the event environment.
06
Enterprise Hiring Scale
Scalable hiring programmes for large workforce requirements.
Broader Context
Integrated Workforce Strategy
This service forms part of Intu Consult’s wider workforce strategy framework. Workforce challenges such as candidate attraction, recruitment performance, employer branding, skills planning and talent development are often interconnected.
As part of this engagement, organisations may identify opportunities to strengthen other areas of their workforce strategy through additional Intu Consult services.
Flexible Approach
Modular Engagement
Organisations can engage Intu Consult for a full end-to-end virtual hiring event programme or for targeted support across specific areas of event planning and delivery, depending on their recruitment objectives.
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​This modular structure allows organisations to use virtual events for specific hiring initiatives or broader talent engagement programmes.
Examples of Modular Support
01
Virtual hiring event strategy and event design
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Candidate attraction campaigns for virtual recruitment events
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Employer branding and virtual event environment preparation
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Candidate registration, screening and pre-event qualification
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Virtual event platform setup and technical coordination
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Recruiter and hiring manager event preparation
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Virtual event delivery and candidate engagement management
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Post-event recruitment follow-up and talent pipeline development
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