When the pandemic forced us into a digital-first world, it seemed like career fairs were going virtual for good. With screens replacing booths and chat windows substituting for handshakes, digital recruitment became the new norm.

For a while, it looked like virtual career fairs might permanently edge out in-person events especially with GenZ entering the workforce.

However, as life has normalized, in-person career fairs have made an unexpected and powerful comeback. While digital advancements have transformed hiring,  in-person career fairs bring advantages that virtual ones simply can’t match.

For many companies, engaging face-to-face with potential hires remains indispensable.

We’ll explore reasons in-person career fairs continue to thrive despite the rise of digital tools, why they deliver unique benefits, and how talent acquisition leaders can use these advantages for a well-rounded recruitment strategy.

Virtual Vs In-person Fairs

With the rise of digital tools, career fairs have evolved to include both virtual and in-person formats. While each has unique benefits, understanding the strengths of both can help you design events that maximize reach, engagement, and impact.

The Personal Connection

There’s something about an in-person encounter that can’t be fully captured in a virtual setting. Virtual fairs are efficient and scalable, but for recruiters and candidates, the human element—sharing a smile, having a spontaneous chat, and generally reading body language—is missing.

In-person interactions allow candidates to gauge company culture firsthand, often in ways that job descriptions or virtual booths can’t convey. This depth of engagement contributes to stronger relationships, which is why so many organizations are bringing back face-to-face recruitment events.

A study found that although about a third of employers felt virtual career fairs improved their interactions with students, an even greater number reported the opposite. Technical challenges were a common frustration for both employers and colleges, which likely contributed to the mixed feedback.

While features like chat functions and breakout rooms in virtual fairs help structure conversations, they still lack the personal connection that comes from face-to-face interactions, like a warm handshake or friendly eye contact.

Cost and Logistics: The “Virtual” Edge

Hosting a career fair comes with costs, and here’s where virtual fairs offer an undeniable advantage. Hosting online is far less expensive.

Virtual career fairs can start at around $6,000, while a full-scale in-person event often runs over $30,000 due to travel, venue rentals, and on-the-ground staff.

But, as with many things, you get what you pay for. In-person events are pricier because they involve real-world logistics—venue setup, catering, staffing—that all contribute to the experience.

For industries where making a strong personal connection matters, the higher cost of an in-person fair might be well worth it.

Participation and Hiring Outcomes: Which Delivers More?

Virtual fairs might get more sign-ups, but what about actual hires? Jobsolv reported that participation rates for virtual fairs can hit 70%, compared to around 50% for in-person events.

More people showing up sounds great, but the depth of engagement often differs.

Companies find that hires from in-person fairs are generally stronger fits, largely because face-to-face interactions allow them to gauge candidates’ personalities and soft skills better.

Similarly, many recruiters find that while virtual fairs are convenient, they don’t allow for the same depth of engagement.

Though smaller in attendance, in-person fairs enable real-time interactions and spontaneous conversations, providing a richer context for both candidates and recruiters.

In other words, the underrated ability to “read the room” and experience the energy in person plays a significant role in the hiring process, making these events feel more impactful.

The Real-Time Feedback Loop

One of the biggest advantages of in-person career fairs is the immediate feedback loop they create.

In a virtual event, a candidate may submit their resume or respond to a chat message, but there’s often a delay in feedback, if any.

In-person, conversations flow freely, and candidates receive real-time responses that let them adjust their approach on the spot.

This back-and-forth builds rapport and provides candidates with valuable insights about the roles and organizations they’re considering.

For employers, this feedback is equally valuable. Recruiters can observe not only what candidates say but how they carry themselves, handle questions, and respond under pressure—insights that are hard to gauge through a screen.

If you’re looking to fill remote roles or need a cost-effective way to reach a large number of candidates, a virtual career fair could be just the solution. It’s convenient and allows you to cast a wide net, which is perfect for companies needing a quick, broad talent reach.

For roles requiring a personal touch, in-person career fairs deliver. Whether it’s for roles in customer service, team management, or any field where personality and cultural fit are vital, in-person fairs give you the best chance of finding candidates who not only look good on paper but make a strong impression.

Ultimately, both formats have their place. Choosing between them (or opting for a hybrid recruitment strategy) depends on your company’s goals, budget, and the kind of hires you want to make.

Why Face-to-Face Interaction is Key to Building Trust and Connection

In-person communication is such a powerful tool for forming genuine connections, and it continues to play a critical role in recruitment. Here’s why.

The Subtle Language of Non-Verbal Cues

Human communication is about far more than words. Nonverbal cues—facial expressions, body language, eye contact, and even subtle gestures—convey emotions, intentions, and authenticity.

These cues account for most of the message we convey, up to 93% of communication's impact**.**

When we interact face-to-face, our brains are wired to pick up on these cues, assess their authenticity, and, in turn, build confidence and comfort.

So, when recruiters and candidates meet in person, these cues provide a clearer understanding of each other, allowing both parties to “read between the lines” and make stronger assessments of fit and compatibility.

Virtual platforms may allow for eye contact and some gestures, but the screen creates a barrier. In a face-to-face setting, the nuance of body language is fully present, allowing people to detect sincerity, confidence, and warmth—qualities that are often key in hiring decisions.

These non-verbal aspects become particularly important in industries where interpersonal skills and client interactions are essential.

Building Rapport: The Foundation of Trust

Rapport isn’t something that can be forced or manufactured; it’s a natural byproduct of authentic, face-to-face interaction.

Psychologists often note that shared experiences and physical presence promote empathy, which is critical in relationship-building.

In-person settings allow for spontaneous, free-flowing conversations that create a sense of connection and understanding.

These seemingly small exchanges—whether it’s sharing a laugh over a common interest or a casual remark—can help build a foundation of trust that’s hard to replicate online.

In recruitment, rapport-building helps candidates feel more comfortable and valued, which in turn gives recruiters a more genuine picture of who they are.

This “human element” makes in-person career fairs such a powerful tool, allowing for deeper connections that candidates remember long after the event.

The Role of Immediate Feedback in Real-Time Conversations

Again, one of the greatest strengths of face-to-face interaction is the ability to receive instant feedback.

For example, a candidate might gauge a recruiter’s reaction to a response and clarify or expand, helping the conversation flow naturally.

This back-and-forth exchange reduces misunderstandings, allows for immediate clarification, and keeps both parties engaged.

By contrast, virtual interactions can suffer from delays, technical glitches, and a lack of spontaneity, often leading to misinterpretations or awkward pauses.

In a fast-paced setting like a career fair, the immediacy of feedback helps create a natural rhythm to conversations, enhancing the quality of communication and providing a more transparent view of candidates and recruiters alike.

Candidates often feel more at ease presenting their true selves in a personal setting, and recruiters can make more informed judgments about a candidate’s personality and cultural fit.

Importantly, these interactions lead to stronger hiring outcomes, reducing turnover and increasing job satisfaction.

The Hybrid Approach: Bringing Together the Best of Both Worlds

Hybrid career fairs are a great example of adapting to the times. While in-person fairs bring clear advantages, many organizations find value in hybrid career fairs that blend virtual participation's convenience with the personal touch of face-to-face meetings.

Hybrid events offer a best-of-both-worlds solution, accommodating both local candidates who value in-person experiences and remote candidates who benefit from virtual access.

This flexibility means more diverse talent pools while retaining the strengths that make career fairs effective in the first place.

The virtual components allow candidates to join from anywhere—whether they’re across the country or balancing multiple commitments.

For those who thrive in face-to-face environments, in-person options provide a chance to meet recruiters, ask questions on the spot, and make a memorable impression.

With a hybrid approach, organizations can engage a much wider audience, capturing accessibility benefits without sacrificing the relationship-building power of in-person conversations.

For example, a virtual attendee might start with a chat or video call to discuss the basics, then follow up with an in-person visit later in the process if they’re nearby. This flexibility opens doors for people who may not have attended otherwise.

Several organizations have already embraced the hybrid model with great success.

Google used a hybrid approach to connect with students across multiple campuses and regions, blending online presentations and Q&A sessions with in-person networking events.

Students who couldn’t make it in person still had opportunities to engage meaningfully with recruiters, allowing Google to tap into a more diverse candidate pool.

Meeting Diverse Candidate Needs

In a world that’s increasingly focused on inclusion and accessibility, hybrid career fairs set a new standard by meeting diverse candidate needs. This includes engaging the tech generation from day one.

Whether it’s location, mobility, time constraints, or simply personal preference, hybrid fairs allow everyone to participate on their own terms.

For companies, this inclusivity enhances their employer brand—candidates see that the organization is committed to providing flexible options, which speaks volumes about its culture.

Why Hybrid is the Future of Career Fairs

The hybrid approach offers something unique: the ability to reach far and wide without sacrificing the depth of connection that only in-person interactions provide.

For recruitment teams, it means reaching talent globally while maintaining the all-important “human touch.”

For candidates, it offers a chance to explore opportunities in a way that feels comfortable and accessible.

In an era where flexibility is increasingly valued, hybrid fairs look set to become the new standard in recruitment.

By using a hybrid format, employers don’t have to choose between a large reach and quality interactions. They get both.

Virtual options broaden the talent pool by including candidates who might have other commitments or geographical constraints, while in-person options allow recruiters to meet candidates who prioritize face-to-face engagement.

This inclusive approach also allows candidates with disabilities or those from underrepresented backgrounds more accessible options to participate.

What’s Next for Career Fairs?

With technology reshaping nearly every aspect of our lives, recruitment is no exception.

As we look toward the future, career fairs and recruitment events are on the brink of exciting transformations. The next generation of career fairs promises to be smarter, more immersive, and personalized.

1. Virtual Reality (VR): Stepping Inside the Workplace

Virtual reality (VR) is no longer just for gamers; it’s quickly becoming a powerful recruitment tool.

VR can give candidates a fully immersive, 3D experience of a company’s environment, culture, and team.

Imagine a candidate from across the country “walking” through your office, exploring the workspace, and even interacting with future colleagues—all from their living room.

For industries where the workspace itself is a selling point, think of innovative tech hubs, manufacturing facilities, or creative studios. VR offers a unique way to draw candidates in.

Some companies have already started experimenting with VR in recruitment. For example, brands like Jaguar and Accenture use VR to showcase their work culture, taking candidates on virtual tours to build excitement and foster connection before they even enter the door.

With VR, future career fairs could include “booths” where candidates don VR headsets and experience virtual office tours, attend panels, and participate in simulated tasks that show them what their workday might look like.

2. Artificial Intelligence (AI): Personalizing the Recruitment Journey

Artificial intelligence is already transforming how we screen and assess candidates, but its role in career fairs is just beginning to unfold.

AI tools can analyze data from résumés, online assessments, and even social media profiles to help recruiters identify the best matches for their organization.

AI could also personalize a candidate’s career fair experience in the future. Imagine an AI-driven “virtual assistant” that guides candidates to booths and sessions based on their skills, interests, and career goals.

This personalization level makes career fairs more efficient and tailored and helps candidates get to the right opportunities faster.

For recruiters, AI can offer real-time insights into candidate engagement. For instance, if AI detects that a candidate is highly engaged during a particular session or has shown a strong interest in certain topics, recruiters could prioritize follow-ups with those candidates.

Certain tools are already using AI to assess non-verbal cues in video interviews. We’ll likely see similar tools integrated into career fairs to gauge candidate fit beyond just their résumés.

3. Hybrid and Omnichannel Experiences

The pandemic accelerated the adoption of hybrid events, and this trend shows no signs of slowing down. In the future, career fairs will likely adopt an “omnichannel” approach, seamlessly integrating virtual and in-person experiences.

Think of it as a recruitment journey that starts online, transitions to an in-person interaction, and continues digitally afterward.

For example, a candidate might attend an online pre-event workshop, meet recruiters face-to-face, and receive personalized follow-ups through an AI-driven platform.

This seamless integration ensures candidates stay engaged throughout the recruitment process and feel connected even after the event ends.

We already see examples of this with companies that blend digital and in-person experiences. In the future, we can expect more platforms to develop innovative tools to link these experiences and create a truly continuous recruitment journey.

4. Data Analytics and Predictive Insights: Making Smarter Recruitment Decisions

Data analytics has become a buzzword across industries, and recruitment is no exception. As career fairs continue to evolve, recruiters will have more data-driven tools at their disposal.

Platforms are already starting to offer detailed analytics on candidate engagement, session attendance, and follow-up actions.

We’ll likely see more predictive analytics become a core feature of recruitment events, helping recruiters forecast which candidates are most likely to succeed based on their event engagement, interactions, and historical data.

For instance, predictive analytics could analyze which sessions candidates attended, how long they stayed, and how they interacted with recruiters.

This information allows HR teams to identify high-potential candidates early in the process, streamlining hiring efforts and reducing the time-to-hire.

Data-driven insights could also help improve future career fairs, allowing organizations to fine-tune their approach based on what worked well.

5. Gamification: Adding an Engaging Twist to Recruitment

Career fairs can sometimes feel formal and intimidating for candidates, especially those just starting their careers.

That’s where gamification—using game-like elements such as challenges, leaderboards, and rewards—can add a fresh layer of engagement.

Gamification can help candidates showcase their skills in a fun, low-pressure setting.

The Future Is Blending Tech with the Human Touch

As career fairs evolve, the emphasis will be on using technology to complement, not replace, the human element that makes recruitment events impactful.

The future of career fairs is exciting. It will leverage VR, AI, data, and gamification to create a more engaging, personalized, and effective recruitment experience.

This means a more enjoyable and interactive journey for candidates. For recruiters, it means smarter hiring decisions and stronger connections with top talent.

Implementation Strategies: Making the Most of Hybrid Career Fairs

If you are ready to explore the hybrid model and take advantage of everything virtual and in-person career fairs have to offer, where do you start?

1. Start with Clear Goals and a Plan

Before planning the logistics, clarify your goals. Are you aiming to reach a wider, more diverse audience? Improve candidate engagement? Increase the number of quality hires?

Understanding your primary objectives will help you determine which elements of virtual and in-person formats to emphasize. For example, if you want to increase your talent pool, make the virtual component accessible to a wide range of candidates.

But if you want to build deeper relationships, focus on adding one-on-one in-person sessions.

Once you’ve defined your goals, create a detailed plan covering the online and physical components.

A strong plan will outline the flow of the event, tech requirements, and resources needed to ensure a seamless experience.

2. Use Interactive Tools to Boost Engagement

One of the biggest challenges of hybrid events is keeping candidates engaged across both formats.

Fortunately, there are many interactive tools to help with this. For virtual participants, features like live Q&As, breakout rooms, and polling keep things dynamic, fostering real-time interaction and feedback.

In-person attendees benefit from interactive booths with live demos, activities, and challenges, creating memorable experiences and a strong sense of connection. Abode’s all-in-one platform also allows organizers to tailor content for different cohorts, ensuring every participant feels involved and valued.

To maximize engagement, design sessions to be interactive rather than presentation-heavy. Encourage candidates to ask questions, participate in activities, and share their insights. This approach helps create an experience where candidates feel genuinely involved and appreciated.

3. Make Inclusivity a Priority

Inclusivity is essential in hybrid events, as different candidates have different needs and preferences.

For the virtual component, ensure that your platform is accessible, with options for closed captioning, screen reader compatibility, and clear navigation.

Make sure there’s an option for candidates to engage in real-time, regardless of any disabilities.

For in-person events, consider offering travel stipends or scheduling sessions at convenient times to accommodate those who might be traveling or have other commitments.

Also, remember that some candidates may feel more comfortable with virtual participation than face-to-face interactions, especially if they’re just entering the workforce.

The more options and accommodations you offer, the more welcoming your event will be to a diverse range of attendees.

4. Leverage Data to Measure Success

After all the work of planning a hybrid career fair, it’s crucial to measure its impact. Use data to track key metrics such as attendance, engagement levels, and follow-up actions.

For example, track the number of candidates who attended online versus in-person sessions, which sessions had the highest attendance, and what percentage of attendees engaged with recruiters.

These insights can help you understand what worked well and what could be improved.

Most virtual platforms offer analytics on participant engagement, like time spent in sessions, poll responses, or chat participation.

For in-person events, consider using tools like QR codes or tracking apps to measure foot traffic at booths and sessions. This data can offer valuable insights into how candidates interact with your event, helping you fine-tune future career fairs for even greater success.

5. Follow Up to Keep the Connection Alive

The career fair might be over, but your engagement with candidates doesn’t have to end there.

Following up with attendees can leave a lasting impression and potentially lead to successful hires.

After the event, send personalized follow-up emails or messages inviting candidates to apply for open roles, attend an upcoming webinar, or schedule a one-on-one chat with a recruiter.

Consider sending out a post-event survey to gather feedback on the candidate's experience.

This will not only show candidates that you value their input but also give you valuable insights into improving future events.

Final Thoughts

Career fairs have adapted to include both virtual and in-person elements, blending convenience with personal connection. While virtual fairs are accessible and cost-effective, they can’t fully replace the relationship-building of in-person events.

Hybrid career fairs offer the best of both worlds, allowing recruiters to reach a wider pool of candidates while still fostering genuine, face-to-face connections. Abode makes it easier to engage candidates through interactive features, creating a flexible, inclusive experience.

By combining virtual reach with in-person depth, hybrid career fairs help companies connect with top talent more effectively.

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