It has been repeated endless times that no hire is better than having a bad hire. According to the U.S. Department of Labor, the cost of a bad hiring decision can be as much as 30 percent of an employee’s annual salary. However, fret not, as just because you are hiring in bulk does not mean that you have to compromise on the quality of the hire.
What is bulk recruitment, we might know, but what not to do while we indulge in bulk recruitment…
Hmmm.. Not so much right? We are here to jot down some common mistakes that are done during a bulk recruitment process.
Have you been doing these following things:
- Having vague, incomplete job description?
- Still sticking to the old tried and tested methods?
- Asking a lot of “Why”s instead of “Why not”?
- Failing to take your internal referrals seriously?
- Creating a hole in your pocket by hiring external recruitment platforms?
- Still waiting for that ONE perfect candidate?
Then, we are here to save the day!
First and foremost, out with the old and in with the new bulk hiring strategies!
1. Hail the technology!
Are you still taking handwritten notes to remember your daily tasks? No way right.! Then why still follow the same old screening process for sources of bulk hiring? The positively prehistoric methods are out of the way and in comes new age tech like online assessment platforms and applicant tracking systems.
One such platform is Codeground, which is an automated screening process which will do away with you spending hours sifting through mountains of resumes and applications.
Instead just log into an online platform and let them help you screen, assess as well as test the candidates and save up on time, cost and energy.
2. Track your applicants
Applicant tracking system is like a precious gift bestowed upon your bulk recruitment strategies.
ATS does not only help you attract a wide array of candidates by steering the candidates towards your job posting but also it helps in collecting data, storing, screening, organizing and tracking the whole talent pipeline as well.
3. Your HR team is not a superhero squad
We get it that HR managers are super recruiters who can assess the requirements of an organization and follow through, however, a mass hiring process can be a bit too much for these super recruiters as well.
Assess your HR’s status to contact, assess, manage all at once, and consider what extra resources may be fundamental in this process — be it a project supervisor, a specially dedicated taskforce to regulate the bulk recruitment, extra HR staff, an outsourced consulting firm, an online assessment portal, etc.
4. Do not undervalue the cost of bulk hiring
A mass recruitment procedure requires extensive promoting endeavors with a specific end goal to achieve enough potential applicants. That is especially the case in enterprises that have bounced back from the Great Recession and intensified their employing techniques.
What’s more, if your HR group doesn’t have the necessary assets to play out a mass hiring, it could be expensive to re-allocate them from somewhere else in your association or acquire them from outside. Moreover, a mass-hiring process will require adequate space, staff, tables and seats, signage, and so forth.
Take mind in arranging each step of the bulk hiring so you can budget precisely.
5. Develop a quick screening process
When faced with thousands of candidates, the standard processes won’t eliminate the candidates in a quick swift procedure, it will eliminate one then move on to another at a warp speed.
Though there’s no single methodology that guarantees success, your organization ought to produce a brief list of imperative qualifications or skills — no over 3 or four — required for every position to be crammed throughout a mass hiring process and successful bulk hiring techniques.