Recently, the NACE Community has been discussing the value of career fairs and the issues surrounding student attendance. Kara Brown, associate director of Career Development at Gwynedd Mercy University had some answers to share.
One of the challenges that career centers have been facing is the lack of attendance at career fairs. Most of us are able to engage employers to attend, and coordinate a great event; however, when student attendance is low we are left feeling disappointed, and scratching our heads as to why students are not showing up. Similar to many other colleges and universities, we [at Gwynedd Mercy University] have planned career fairs that lacked attendance, and we kept asking ourselves, is it worth the time and effort? I would like to believe that the answer is still yes.
Every year our career development center hosts a Nursing and Healthcare Job Fair, and over the past three years attendance has waned. This year, as an office, we decided that we needed to make some changes to see if it would increase student engagement.
First, we changed the timing. Before this year, we had always hosted this specific career fair in the fall, and this year we decided to host the event in the spring. The thinking behind this was that graduating seniors may be more inclined to attend because graduation is right around the corner, and those who were not graduating may be interested in looking into summer positions.
In addition to changing the time in regards to the semester, we asked for nursing faculty feedback on which days and times would best serve the nursing and healthcare students.
Another change that we made was the location. In previous years, the fair was hosted in our version of the student center, but this time we decided to go to the students. So we hosted the event in the nursing and healthcare building on the first and second floor lobbies. This created a situation where students who were walking to class passed the great employers who were in attendance. Then these students would come to the event after class.
While time and location served as important factors, the most significant factor was the level of engagement. My colleague and I advertised the event through multiple e-mail blasts, social media ads, flyers, and through word of mouth. We also invited other local schools to attend to increase attendance and allow employers to see more students. Inviting other schools also opened up opportunities for career centers to build relationships with other schools.
Additionally, we asked some of the nursing faculty if we could present resume/professionalism workshops to their classes, and through these presentations we were able to speak to the importance of attending career fairs. The nursing and healthcare faculty members were excellent partners during this event because they also attended the event to speak to employers, and some faculty who were holding classes during that time allowed their classes to attend the event.
Also, we invited students from other majors to attend because some employers were offering internships in human resources, marketing, and healthcare administration.
Another step of engagement that was important was the one-on-one engagement of students through career counseling sessions, and encouraging them to attend the fair. Our career sessions were booked with resume reviews to prepare for the fair.
Finally, our partnership with our alumni office was very helpful because they relayed information about the fair to all alumni through a newsletter and e-mailed alumni who graduated within the last two years.
After the event, my colleagues and I continued to follow-up with students who attended the fair to get feedback, and encourage continued engagement with the employers they spoke to about job and internship opportunities. Through the combination of all of these factors, this career fair was very successful in regards to student attendance, and the employers were very happy as well. Our office is looking forward to using similar methods for additional career fairs that we host.
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