Mass Hiring: Challenges And Strategies To Attract Top Talent
February 07, 2023
Imagine an optimistic scenario: your company is growing at a rapid pace. You are onboarding new clients and working on new projects, and massive mass hiring plans are on the cards. Your HR team is already spending hours analyzing the workforce requirements.
You want diverse talents to meet your objectives, and pronto. Your recruiters have little time on their hands to hire people at scale, so the only option they are left with is mass hiring.
Mass hiring refers to screening, shortlisting, and recruiting candidates on a large scale in a short span based on business requirements. Hiring in bulk involves meticulous planning, extreme levels of patience, and systematic execution to achieve the desired result.
If you are sure that recruiting talent in large quantities is the need of the hour, you will not regret it. Here are the top pros:
Just because you are recruiting in large quantities, it does not mean you will sacrifice quality. But that is precisely what might happen. Mentioned below are three mistakes you could make:
In general, all businesses must know the key to scaling up their workforce. Although a tough gig to coordinate, mass hiring results from a company growing quickly. And who does not want to prepare for taking on a lot of extra staff over the years? Here are the eight steps to follow:
Hiring tens (or even hundreds) of professionals at once requires a solid hiring plan. It will save you a lot of time and prevent you from skipping the necessary steps. Here is how you can go about it:
Now that you are well aware of everything the mass hiring process will entail, it is time to put together a great team to help you achieve your objectives. Identify the right team members based on the plan drafted in the step above.
If you do not have a huge recruitment team, take help from recruitment agencies in sourcing and screening candidates. Besides, please speak to the hiring managers and their teams to help define the key skills necessary for the job and how to conduct preliminary interviews with applicants.
Prepare a detailed description of the roles and responsibilities that each vacancy demands. The insights will help you source the right candidates.
Sourcing refers to the process of actively searching for qualified candidates. Create a list of multiple channels on which you can attract and engage an ideal number of candidates who are truly interested in the job vacancies. Here are some of them:
An employee referral program is a popular way of sourcing and hiring candidates from within the existing employees’ networks costly-effectively and in a shorter span. Research shows that 74% of employers use employee referrals for infusing new blood into the company.
Your current employees have the skills and qualifications to meet their jobs’ requirements. They are also familiar with your company’s environment, mission, and vision. They are more likely to refer to those who would be a suitable fit for your business.
New hires referred by your employees will adapt quickly and help you accomplish their level best. Moreover, the quality of talent you hire improves through this program. So even if you are hiring at scale, you have the support of your employees to fill the vacancies.
When hiring at scale, you must automate some parts of the process to focus only on the best candidates while ensuring no one slips through the gaps. Having an Applicant Tracking System or ATS will consolidate your applicants in one place.
You can rapidly obtain data and report on primary recruiting parameters, such as applicants’ skill sets, experience, availability, location, and so on.
Avoid duplication of hiring efforts amongst your team members, and weed out any unsuitable candidates early on. Technology will increase the efficiency and speed of your resume screening process.
Once you have screened the suitable applicants, further filter them out through automated skills assessments. They are reliable indicators of future performance because they allow you to see how candidates do before they bag the job.
Adaface, for instance, is an excellent pre-employment assessment tool that helps you rank candidates based on how they perform specific tasks, allowing you to identify those who are fit to proceed for the interview round.
The top candidates identified post resume screening and assessments will move forward for interviews in the recruitment funnel. Conventionally, this step includes in-person or virtual interviews with the HR team and the hiring manager.
In mass hiring, the number of applicants who will make it here will be high, so you must have a structured interview process. That will reduce your chances of hiring the wrong candidates, bring more objectivity to your recruitment drive, and save time and money.
Please ensure your team members cover the same questions so that every applicant is treated fairly. This way, you can identify those who have given the same or similar suitable answers and are a right fit for your company. Here are three types of interviews you could undertake in a bulk-hiring process:
Proactive candidate communication eases the stress of the recruitment process, showcasing the company’s clarity and openness.
Even though it is tough to give an update to large volumes of candidates you are screening, evaluating, and interviewing, it is essential to inform them how things are going, what the next step will be, and how they can better prepare for it.
You do not always have to give them a call. A simple email would also do the deed. Of course, do share a phone number where candidates can give you a call if needed.
When you ghost the candidates you rejected, you stop them from re-applying at your company. Do not burn the bridge by breaking off communication. It creates a negative impression about your company amongst the candidates, which can hurt your mass hiring process.
If you are hiring people at scale, chances are most of them will be joining together on or around the same date. You must ensure they learn about the company, complete the necessary admin work and even begin some of their job tasks on the first day!
Streamline the mass onboarding process by having different departments (such as IT, HR, and finance) coordinate beforehand to remove redundancies and optimize the flow of steps to save time and effort.
Review your onboarding material to see if it is up to date. Does it address the specific concerns of the roles you have hired for? At the end of the onboarding process, your new hires should know what is expected of them and how they will be evaluated.
Regardless of the number of times you have carried out bulk recruiting strategies, there would be something or the other that would need fixing. You may want to reduce the number of interview rounds or switch to a more candidate-friendly pre-employment assessment tool.
Periodically reviewing the process will help you plug the leaks promptly before they go completely out of hand. Mass hiring is not easy, especially if you have never done it before or do not have the right tools and resources.
Follow the steps above and hire at scale correctly. Fill vacancies fast without compromising the quality of hire.
Asavari is an EiR at Adaface. She has made it her mission to help recruiters deploy candidate-friendly skill tests instead of trick-question based tests. When taking a break, she obsesses over art.
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