A recruitment open day can be an excellent way to attract talented candidates while giving them a genuine insight into your organisation.
Unlike a traditional interview, an open day allows employers to meet candidates in a more relaxed setting, observe how they interact with others and showcase the workplace, team and culture in greater depth. Candidates also benefit from the opportunity to ask questions, meet potential colleagues and decide whether the organisation is right for them.
Here are five essential qualities every successful recruitment open day should have.
1. Well Prepared
Careful planning is the foundation of a successful event.
Meet with the wider team well in advance to agree:
- The structure of the day
- Who will be involved
- Which areas of the business will be showcased
- What presentations or demonstrations will take place
- How candidates will be assessed
- Who will answer questions
Prepare a clear timetable, but allow some flexibility so conversations do not feel rushed.
It may also be useful to brief employees on the type of candidates attending and the roles available so they can provide relevant information.
2. Interactive
An open day should not feel like a long presentation.
The greatest advantage of the format is the opportunity for genuine interaction, so build in time for candidates to:
- Ask questions
- Meet team members
- Join group activities
- Explore the workplace
- Discuss the roles informally
- Take part in practical exercises
Encourage employees to speak naturally with visitors and learn more about their experience, motivations and interest in the organisation.
These conversations often reveal qualities that may not emerge during a formal interview.
3. Informal but Professional
A relaxed atmosphere can help candidates feel more comfortable and allow their personalities to come through.
Try to reflect the organisation’s genuine working culture. If the workplace is collaborative and informal, the event should feel the same. If it is more structured and corporate, maintain that tone while still making visitors feel welcome.
Informal does not mean unorganised. Candidates should still receive clear information, professional communication and a consistent experience.
4. Welcoming
Small details can significantly influence how candidates perceive the organisation.
Provide:
- Clear directions
- A friendly welcome
- Name badges where appropriate
- Refreshments
- Comfortable break areas
- Lunch for longer events
- Information about the timetable
Food and refreshment breaks also create useful opportunities for informal conversations between candidates and employees.
A welcoming event helps strengthen the employer brand and leaves candidates with a positive impression, even if they are not ultimately selected.
5. Well Promoted
A well-planned open day will only succeed if the right people know about it.
Promote the event through channels used by your target candidates, such as:
- Industry publications
- Professional networks
- Job boards
- Email campaigns
- Online forums
- Recruitment agencies
Create a dedicated landing page that clearly explains:
- The roles available
- Who should attend
- What the day will involve
- The date and location
- How to register
- What candidates should bring
This helps generate interest while setting clear expectations before attendees arrive.
Follow Up Promptly
After the event, contact candidates quickly.
Thank them for attending, explain the next stage and provide realistic timescales. Strong candidates may be considering other opportunities, so unnecessary delays could result in losing them.
Gather feedback from both attendees and employees to understand what worked well and what could be improved next time.
Final Thoughts
A successful recruitment open day combines careful preparation with genuine interaction.
When organised well, it can help employers identify strong candidates, promote their culture and create a memorable candidate experience. It can also strengthen engagement within the existing team by involving employees in the recruitment process.
By making the event well prepared, interactive, professional, welcoming and effectively promoted, organisations can significantly improve their chances of attracting the right talent.
Talk to Maxwell Stephens
If you are hiring in Facilities Management and want a view grounded in actual placements rather than survey averages, talk to our team. We have recruited exclusively in FM since 2006.
