Best Practices and Tips for Mass RecruitmentJust because you're recruiting a large number of people doesn't imply you're sacrificing quality. But that's exactly what may happen — along with other costly consequences — if you don't handle mass recruitment like it's an entirely different matter than the conventional onboarding of a single employee or a small group of employees.
Although high-volume recruitment appears to be comparable to regular hiring, the sheer number of positions to fill requires certain unique methods, best practices, and tips.
If you don't have the know-how to recruit a large number of people, you can always use the services of a mass recruitment agency.
Let us go over some best practices and tips in this post to help you with mass recruitment.
1. Refine Your BrandingWhen a prospective employee is considering working for your firm, they will conduct research.
They will be far less inclined to apply if they can't uncover any clues about your business culture, perspectives, niche, or product. Building and developing your brand is, of course, a crucial part of attracting prospects.
Everything from the tone of your website content to the information you share about your internal procedures and the inside decor seen in pictures of your workplace can be considered branding.
2. Define Categories of RolesEnsuring you obtain enough candidates for each job to build up a large enough candidate pool is an important part of high-volume hiring.
Break down the different positions you need to employ for and identify each category of roles to achieve this successfully. Determine what a typical job description for those positions would look like.
This will help you figure out what is and isn't necessary for the job, what can be trained, what would be good to have, and so on.
3. Remove Listings when Roles are FilledYou don't have to wait for a sufficiently large candidate pool to start filling vacancies quickly.
Keep the job posting up to date, hire as needed, and then delete the job posting when the position is filled. Other job postings are available for those who are still interested in working for your firm.
If the person you hired doesn't work out, you may choose from the current pool of candidates or reopen the listing to get new applications.
4. Advertise and Recruit on Social MediaModern recruiting is heavily reliant on social media, both for individual roles and for large-scale hiring.
Not only is it an important element of corporate branding, but it's also a crucial avenue for contacting, screening, and even soliciting prospects.
You may also use social media sites like Facebook, LinkedIn, and Twitter to advertise job openings and recruit people, with generally positive outcomes as long as your ads are targeted.
5. Actively Solicit Referrals from EmployeesOne of the best places to look for suitable applicants is among those you've previously employed.
You may provide incentives or just ask your existing employees to suggest anyone they know who would be a good match for the organization.
Your personnel are well-versed in your company's culture and will be able to identify who among their friends and family members might fit in.
6. Remove Barriers to ApplyingLowering the barrier to entry is perhaps one of the most significant best practices for high-volume recruiting.
The more questions you ask a potential candidate during the application process, the more likely they are to abandon their application and move on.
This is particularly true of the 100-question screener quizzes that every job applicant has completed a hundred times.
7. Rely on Technology for ScreeningTechnology can only go so far in terms of recruiting, and it will never be able to take the position of a human in your HR department.
It can, however, automate many of the most time-consuming aspects of candidate screening. You may utilize software to manage initial job listings, stage-1 applicant filtering, and other activities in addition to resume processing.
8. Avoid Hiring Uneager ApplicantsIn high-volume hiring, there's always the temptation to employ anyone with a pulse and a tiny bit of interest in the role just to get the vacancies filled.
Fill the roles first, and then deal with the turnover after a month or two, when employees leave or are fired. In some cases, this is beneficial, but it frequently results in confusion and an unproductive recruiting process.
Worse, it might give your firm a negative image among potential applicants, which you may have to deal with in the future.
In a NutshellMass recruitment isn't something you can do alone. This procedure will require the participation of your whole HR team, and you may even need to hire for HR before you can embark on a large enough project.
To avoid disputes and blunders throughout the hiring process, make sure your team is on the same page as soon as possible.
Another alternative is to hire a job recruitment firm to cover at least some of the available positions, especially if your team isn't equipped to handle everything on its own.
Recruitment agencies such as ASK Resources are able to offer you the finest applicants and help you fill various posts while you conduct more specialized recruitment on your own.