What is Recruitment Marketing? - Complete Guide
Recruitment marketing refers to all of those techniques hiring professionals implement to source, attract, engage, and nurture can...
Mass hiring is a challenging multi-task for recruiters and staffing companies. However, it is indispensable because the right talent will bring the growth and success of the organisation. In addition, mass hiring can be accomplished efficiently with strategic planning, experienced recruiters, and adaptation of AI-based tech and tools, which will help save time and find suitable contenders for different roles in different departments.
Now, suddenly, the question pops up about what mass hiring is and why it happens. It is known as mass hiring or mass recruitment when companies or recruiters hire multiple potential candidates in a short period. Generally, it happens because of the following reasons.
The reasons for mass hiring depend on many aspects, for example, the rapid growth of the company, expansion in a different area, or locating a new unit in a new place. Because of these reasons, companies require skilled experts and potential candidates to attain the objective and vision of the company.
Secondly, the requirement could be seasonal hiring. For example, the retail and hospitality industries are booming during the festive seasons. Therefore, they require people temporarily.
Finally, sometimes the reason might be unknown or immediate. For instance, with the rise of the Covid-19 pandemic, the healthcare sector needs more people than ever.
Recruiters need to understand and prepare strategically to execute these demanding functions and, based on that, conduct recruitment and selection processes accordingly.
Indeed, mass recruitment is not a piece of cake for recruiters and hiring managers. It is a lengthy, hectic, and tedious process of finding and hiring the best candidates in a short span. Let’s look at some of the key challenges recruiters face while hiring talent on a large scale.
High-volume hiring is conducted with a team collaboration approach. Hence, sometimes recruiters have difficulty involving and engaging every team member and hiring manager in the recruitment process.
Managing time and responding to every candidate in the talent pipeline is the trickiest task. Recruiters can’t interact with thousands of candidates 24*7. There are time and human limitations that might affect the candidate's experience.
Also, it is tough to choose the right candidates for the various open job roles. Often, it is challenging to select which candidate is suitable for which role.
Moreover, writing clear and accurate job descriptions for each open position takes a lot of time. Limited resources and skill gaps in the hiring team are the biggest downsides many companies face while hiring in mass.
However, fortunately, AI-powered recruitment has become a boon for mass recruiters to conduct bulk hiring collaboratively.
It eliminates manual and repetitive tasks for mass recruiters and enables them to concentrate on the essential task that requires a human approach and critical thinking.
Let’s understand the proven strategies and fruitful features of AI Recruitment Software that work for many organisations to successfully conduct mass recruitment.
It’s true that without a strategic plan, recruiters and hiring managers will not get the desired outcomes. Hence, it is necessary to understand the obstacles they might face during mass recruitment and be prepared for it.
Having a plan could save recruiters from hours of manual and monotonous work. Thus, it is important to design a sequential plan that syncs with the tasks of the recruitment funnel before the mass hiring.
Recruiters can break down the tasks of mass recruitment workflow with the following recruitment funnel, which could enable them to conduct a smooth hiring process.
Awareness - market open job role
Attraction - positive employer branding
Interest - Engage & interact with the candidates
Applying - Easy-apply option
Assessment - Skill evaluation
Interviewing - One-way or one-on-one interviews
Hiring - Hire the top talent
Also, recruiters must think of possible barriers they would face in the process and try to find solutions for each. The team should work collaboratively and divide the work based on determining who will perform which task. For instance, who will handle the assessment of assignments, who will do the social-media posting, or conduct video interviews?
Once you Plan thoroughly, prepare an accurate Job description, key responsibilities, and Top 3 required Must skills to avoid confusion to do mass hiring. A well-intended evaluation process is crucial in this inadequate task. Therefore, set a meeting with your employees and discuss the strategy to tackle such a challenge.
Write your requirements in a well-structured manner. Proofread it. Don't miss out on anything. The description must be easy to read and clear enough to understand. The unclear explanation might lead to confusion among the applicants. Don't exaggerate any aspects with unreal expectations and overly strict parameters.
Please don't forget to add this section: what is in it for them (applicants) so that you can attract and retain more candidates.
Describe the culture and working atmosphere of the company by posting interviews with existing employees. So applicants can understand the values of the company. And they get a clear idea of the company culture and work atmosphere. Provide training to your hiring team and form a standard directory for video interviews. Thus, the team members will know what precisely a company is looking for in the contenders.
A survey conducted by LinkedIn says that 71% of applicants do research about the firm before applying. Therefore, Update the latest photos and videos of a trip, event, or get-together company organised on the website and social networking pages.
That is how the applicants will get a brief idea of the company's work-life and a short idea of products, culture, vision, and mission. Recruiters must leverage social media recruitment for better reach of top candidates.
Optimise the content on the website with catchy job Ads and descriptions to attract more potential candidates In the recruitment pipeline.
Now that you have created a perfect description of your necessities and polished your social networking sites, it's time to post job ads on the website's career page and social media handles.
Remember that diverse platforms bring diverse candidates, so utilise them to the fullest by posting on the company's different social media handles. Also, a company can run a campaign to promote the opening to attract more people.
Recruiters or CEOs of the firm must use their network wisely to onboard skilled people. Utilise your employee's network because 'skilled people know skilled people.' Moreover, companies and recruiters can communicate with current employees and ask them to refer prospective talent for the opening by providing incentives or bonuses.
Note: Make the application of registration short and specific. Also, make the application page mobile-optimised. So, anyone (people who don't possess a laptop or a personal computer) can access it.
Be open-minded about the Rediscovery or Return ship of the talent. Try to consider the applicants you rejected last time, as they were not the right fit for the role. However, they have learned the skills you want for the new positions at this time.
Also, try to look for your previous employees who might be looking for the opening. You can keep a record of both types of candidates for the future, whether they are internal or external candidates.
This part is crucial as it determines the appropriate candidates. Also, it filters the nominees who aren't fit for particular positions. Toggl found in one survey that 64% of skilled recruiters believe increasing skill assessment is essential.
It is a data-driven approach to making smart decisions and avoiding too much time consumption in mass hiring. Consequently, the unnecessary stress of reviewing the application and screening candidates will be reduced, and recruiters can focus more on additional critical tasks.
When the candidate appears for such a test, they will understand the brief idea of the role and get a brief of the skills required for the work they will be doing. AI-powered tools or tech will provide instant results and give an in-depth performance analysis of the applicant.
Time is the biggest asset for any company. These tools accelerate the recruitment process with accuracy.
The statistics will also illustrate candidates' strengths and areas to work more to sharpen their skills. Ultimately, recruiters can also understand what they need to emphasise while training the trainee after the onboarding process. So, the automated performance analysis is a win-win situation for both parties.
Recruiters must operate "resume parsing solutions" to analyse data to find relevant applications in less time. The resume parser feature works by using advanced search techniques such as "boolean search", "keyword search", "proximity search", etc., for the investigation capability by scanning words. These tools work based on the parameters set by the recruiters and can also remove the candidates who are not the right fit for the roles.
Using such automated tools allows the hiring team and recruiters to save time and do the job promptly.
Conducting interviews with numerous applicants is a complex and time-consuming process. To avoid such a challenge in the mass recruiting process, recruiters conduct the following approach to interviewing candidates.
This type of interview is conducted to check the instant response that encourages candidates to give the first answer that comes to their mind. Rapid-fire interviews are not lengthy and don’t take 30-45 minutes like usual interviews. However, these interviews are tricky as the candidate will very likely be judged by their initial impression in rapid-fire interviews, which could lead to biased hiring. Thus, recruiters and hiring managers must ensure that every interview follows the standard process and check skills by asking them essential targeted questions.
In this round, recruiters ask the candidates to answer the interview questions in the form of self-recording videos. Afterwards, recruiters or the hiring team can assess those videos at their convenient time frame.
This type of interview is executed in person and happens between the interviewer and the interviewee. It’s a two-way communication where the hiring manager gets a chance to check the candidates’ knowledge and communication skills, whereas the candidate gets an opportunity to ask about the company’s work culture and their work responsibilities.
Let’s face it: one-on-one interviews are time-consuming and take lots of effort to assess the candidates. However, group interviews could eliminate that drawback as it enables the opportunity to check a group of applicants on how they communicate with others and their persuasive skills. One thing recruiters need to keep in mind is that the group interviews need to be in a structured way that allows everyone a chance to interact and speak.
While mass hiring, it is vital to secure a good candidate experience, even with those who did not get selected, which is essential for the company's reputation. The survey conducted by PWC observed that 49% of job seekers rejected a job offer due to poor recruiting experience during mass hiring.
What if the rejected candidate shares their opinion on online sites like LinkedIn or talks offline to give reviews to their friends and colleagues? It displays a negative image of the firm if the hiring unit does not maintain necessary communication due to a hectic work schedule during the process.
Recruiters can also use online recruitment chatbots to communicate the hiring timeline and process with applicants. The bots can also assist with frequently asked questions (FAQs) for common arising questions. By using such software, recruiters can engage efficiently with job prospects.
Various software and tools are available online to help mass recruiters evaluate the documentation and onboarding process automatically. Online tools like Applicant tracking systems will assist the hiring team in receiving and organising all the hiring documents.
For onboarding activities and training in one place, Onboarding software can help you immensely.
Moreover, try to provide as much personalisation as possible. People have different learning styles and paces for acquiring the necessary skill set and knowledge. It's okay if some people take a little more time to learn, have patience and encourage them. It will leave a positive image in the mind of the firm. Provide FAQs to tackle the common questions.
Now that the mass hiring process is over, it's time to reflect and learn from your mistakes. So, the recruiting staff can detour the same obstacles and eliminate unnecessary steps in the future.
Make a data analysis on the diversity of the candidates you get from various platforms, on which medium you get the maximum prospects, and in which steps if eliminated, the team can save time and avoid unnecessary complexity.
By analysing the data, recruiters will also understand the source where you get a high conversion rate of potential candidates to use for future references. Prepare a report analysis of the sourcing channels to determine the best one to get the potential applicants, and recruiters can operate that particular source for future events and requirements.
In conclusion, Mass Hiring, indeed, is a complex procedure. However, a carefully planned strategy and AI-based tech and tools can help recruiters execute it confidently without missing out on anything important.
That is how a company can maintain a satisfactory experience for both parties - the recruiters and the applicants.
Note: Make technology your best friend to get the best out of mass hiring.
Happy Mass Hiring!!
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