Do have a specific strategy for maximizing your time at the event. And don’t bother spending time with recruiters from companies that do not interest you.

Do pre-register for the event, and do attempt to get the list of attending companies before the fair.

Don’t eliminate companies because they are recruiting for positions outside your field; take the time to network with the recruiter and get the name of a person for your particular career field.

Do attempt to research basic information about each company you hope to interview with at the job fair. A common career fair question from recruiters is, “Why do you want to work for our company?” 

Don’t just drop off your resume with the recruiter and walk off.

Do prepare a one-minute “personal commercial” that focuses on the unique benefits you can offer the employer – your unique selling proposition. 

Do be prepared to talk about your work experiences, skills, and abilities. And for college students, do be prepared for a question about your GPA by some recruiters.

Don’t be afraid or intimidated by the recruiter; he or she is there to do a job — to meet and screen potential candidates.

Do have a few questions prepared for each recruiter, but don’t ask questions that any good job-seeker should already know, such as “What does your company do?” 

Do say the recruiter’s name several times during your conversation, even if you have to keep glancing at the recruiter’s nametag and do get a business card  from each recruiter.

Don’t forget to eliminate such bad habits as playing with your hair, chewing gum, fidgeting, rocking from side-to-side, acting distracted, rubbing your nose, etc.

Do remember all the keys to successful interviewing, including a firm handshake, a warm smile, eye contact, and a strong voice.

Don’t use filler words such as “um”, “like”, “you know.”

Do bring enough copies of your resume to the career fair. And do bring different versions of your resume if you are searching for different types of jobs.

Do take advantage of the time you have to build rapport with each recruiter, but don’t monopolize their time.

Don’t ever just walk up to a booth and interrupt a current conversation; wait your turn and be polite.

Do dress professionally — business professional is always the safe choice. 

Don’t waste the opportunity to network, not only with the recruiters, but with fellow job-seekers and other professionals in attendance at the career fair. 

Don’t ever say anything negative to the recruiter about your college or previous jobs, companies, or supervisors. 

Do be sure to ask about the hiring process of each company, but don’t ask too many “What’s in it for me?” questions (salary, vacation, benefits, etc…)

Do take the initiative and ask about the next step in the process. And do be prepared to follow-up all job leads.

Do be sure to follow-up with each opportunity Call and leave a message on their voicemail right after the job fair, but at a minimum you should send each recruiter a thank you letter.

MENLO PARK, Calif., July 23 /PRNewswire/ — For many hiring managers, evaluating a job applicant may feel like going on a blind date: the applicant looks good on paper but disappoints in person. More than seven out of 10 (72 percent) senior executives interviewed said it is common for candidates with promising resumes not to live up to expectations during the interview.

The survey was developed by Robert Half International, the world’s first and largest staffing services firm specializing in accounting and finance. It was conducted by an independent research firm and includes responses from 150 senior executives with the nation’s 1,000 largest companies.

Executives were asked, “How common is it for a job applicant who has a promising resume to not live up to your expectations when you interview him or her?” Their responses:

Very common 11%
Somewhat common 61%
Not very common 23%
Not at all common 1%
Don’t know 4%
–
100%

“A resume tells a hiring manager only a limited story about the job applicant,” said Max Messmer, chairman and CEO of Robert Half International and author of Human Resources Kit For Dummies(R), 2nd Edition (John Wiley & Sons, Inc.). “In making crucial hiring decisions, nothing replaces in-person interaction to ensure the candidate has the requisite technical qualifications and the soft skills that will likely make him or her a good fit with the organization.”

Robert Half offers the following tips to help hiring managers make the best hires:

Fish where the fish are. Create finely tuned job ads that describe the ideal candidate and post them in targeted places, such as industry publications and professional association websites, to attract strong candidates.
Network. Seek recommendations from colleagues, staff and other professional contacts. Also network online and with members of industry organizations to ensure you cast a wide net.
Stay front and center. You know best what you want in an employee. Help prevent delays and potential hiring mistakes by remaining closely involved in the process from beginning to end.
Narrow the field by phone. Following up on promising resumes with a 10-minute telephone interview can help ensure you invite only the best candidates to in-person interviews. This can be a time saver because you’ll get an early reading on a person’s interpersonal skills and potential fit with your team.
Audition candidates. Bringing in workers initially on a temporary or project basis can give you the opportunity to observe firsthand their skills, performance and fit for a full-time position.
Get help. Specialized recruiters can help you pinpoint your staffing needs. And through their networks, they have access to people you might not be able to locate on your own, including professionals who may not be actively looking for a job but are open to making a change for the right opportunity.
Don’t delay. Don’t procrastinate when you identify strong applicants. By moving too slowly, you risk losing your first choice — and extending the hiring process.