Many companies and organizations participate in job fairs or organize career days to enhance their recruitment processes. If you are looking for a solution to reach several candidates without having to travel, Speed-Jobbing 100% virtual may be what you need.

If your company has several job vacancies, you can arrange your own Speed-Jobbing event. Alternatively, if you are an organization looking to set up Speed-Jobbing for your members, or if you are a company with multiple job openings or an organization with several retail locations such as a chain of stores or restaurants, we suggest using our 12vm platform. Our platform, work tools, and experience will simplify your process and make it more efficient.

Our focus in this article is to provide a comprehensive explanation of Speed-Jobbing, including its benefits, and how to successfully plan and execute a virtual event for this purpose. We have also added the necessary tools for its planning and implementation. A big part of the success of a Speed-Jobbing lies in its preparation and it is essential to be well prepared to ensure the smooth running of the event.

Do we say Speed-Jobbing, Job-Dating, or Express Interviews?

Speed-Jobbing, Speed-Recruiting, Express Interviews, Express Dating, Speed ​​Interviews, Timed Interviews, Timed Dating, and Job Dating are all words we heard when we started working in employability events. All of them have the same definition. We decided to use the term Speed-Jobbing because our clientele is bilingual (French and English) and we believe that this term appeals to both French-speaking and English-speaking Canadians. However, if you prefer, you can use a different term that suits your preferences.

What is Speed-Jobbing?

Speed-Jobbing is a method of conducting timed job interviews, which enables employers to meet numerous candidates in a short span of time. The length of the event can vary from half a day to a full day, depending on the employer’s needs. This is determined by the number of positions that need to be filled, the time allotted for interviews, and the number of candidates present.

The advantages of Speed-Jobbing:

Speed-Jobbing has several advantages for employers:

      • Speed-Jobbing allows the recruiter to meet several candidates in a short time, rather than being limited to only 2 or 3 candidates for a position to be filled.

        In general, meetings usually last between 7 to 25 minutes. It’s worth noting that some organizations prefer to have 12-minute interviews with a 3-minute break in between each meeting. This allows recruiters to meet with up to 4 people per hour.

      • Make great discoveries.

        The use of artificial intelligence and ATS to screen candidates has become common practice. Working tools have their merits, but they are not without flaws. During a brief scheduled meeting, we have the opportunity to learn about the personal and professional backgrounds of potential candidates. The recruiter can thus observe and listen to the abilities of the candidates.

      • Involve your colleagues.

        One benefit of this type of event is that recruiters can invite prospective employees’ supervisors to attend the meeting virtually. This means that the supervisor doesn’t have to physically travel to be present. This facilitates collaboration and decision-making by directly involving line managers in the selection process.

    Promote your employer brand.

    Prior to the commencement of interviews or at any point during the event, the company has the option to deliver presentations or show pre-recorded videos to individuals who are waiting to be seen. This approach allows the company to highlight its employer brand.

    • Convince the recruiter.

      As a job seeker, the goal is to demonstrate to the hiring manager that you are the perfect fit for the role and secure a follow-up interview.

    • Avoid delays.

    Candidates can participate in Speed-Jobbing from the convenience of their own homes, without the need for travel regardless of their location. By using a virtual approach, candidates from various regions can participate without facing any travel limitations.

    • Network.

      Associations, cities or recruitment firms that organize a Speed-Job with several companies offer an opportunity for employers and candidates to network together.

    • Expand your labor pool.

      Hosting events in virtual mode enables reaching a wider audience. With this approach, you can reach far more people, whether they’re in your area or remotely.


    How to organize a virtual Speed-Jobbing?

    If you are a company, the initial step would be to assess the positions that require filling, identify potential candidates to participate in the event, and determine the objective of the event.

    If you are an organization, your initial step should be compiling a list of companies that currently have job openings. Afterward, it is necessary to establish the objective of the event. Once the information has been collected, assess whether you should organize an event that targets several profiles of people or an event that targets a particular type of profile. For example, you could organize a Speed-Jobbing for jobs available in the information technology sector, or a Speed-Jobbing for jobs available in the city of Montreal.

    The steps to follow before a Speed-Jobbing 100% virtual:

    1.Determine the duration of your event and the duration of your meetings.

    Once you have this information, you will be able to determine the number of possible encounters. You can then communicate this number to your recruiters or participating companies.

    2. Search through your database to find potential candidates or promote your event to attract more candidates.

    Plan a promotional campaign that targets both active and passive job seekers.

    3. Candidate Matching.

    This step consists of selecting the candidates who will participate in the Speed-Jobbing. Create a list of potential candidates based on the number of possible matches. It is essential to carefully assess candidates. It’s important to select candidates who are committed to being present and available at the event.

    4. Schedule meetings.

    You now have all the necessary information to plan your Speed-Jobbing event.

    If you are an employer, you have the list of candidates to invite with the openings to be filled and the names of the people who will carry out the interviews.

    If you are an organization, you have: the list of candidates, the list of participating companies, the names of recruiters, as well as the number of meetings to plan per company. For organizations that organize a Speed-Jobbing, we suggest that you contact us so that we can help you plan your event.

    If you are an employer with a few positions to fill, we suggest using a Google Sheet or Excel file. In the file, add the meeting times, the title of the job offers or the name of the companies and the names of the candidates. Click here to see an example.

    5. It is time to create the meeting schedules.

    Here are some suggestions to consider based on the number of applicants you have:

    If you don’t have a lot of candidates, send an email invitation using an app like Calendly, Google Calendar’s appointment calendar, Microsoft meeting, or another app. The candidate can choose a time slot.
    If you have several candidates, we suggest that you determine the meeting times for the candidates. Include the following information in your email invitation: provide the date, start and end time of the event, details regarding the event’s progress, and an email address for any inquiries.
    Now, choose a suitable video conferencing solution for participants:
    Opt for a video conferencing solution that offers virtual rooms, such as Zoom, Teams, Google Meet. This will make it possible to supervise the progress of the Speed-Jobbing and to avoid overlapping slots.

    The steps to follow during and after 100% virtual Speed-Jobbing:


    1. Explain how Speed-Jobbing works.

    Gather all participants at the beginning of the event to provide an explanation of the Speed-Jobbing process and answer any inquiries they may have.

    2. Supervise the progress of Speed-Jobbing.

    It is important to have a responsible individual present during the event to supervise and address any technical problems that may arise.

    3. Ensure a post-Speed-Jobbing follow-up and thank all the participants, carry out a personalized follow-up for each candidate and establish a report on the results obtained during the Speed-Jobbing.

    Hosting virtual recruitment events can be an incredibly useful solution for businesses and organizations. By conducting virtual interviews, you can sustain recruitment activity and reach a wider audience. Consider hosting a virtual Speed-Jobbing event to reap the many benefits it offers!

    Contact us to learn more about our services.