- Posted by Vidcruiter
- On September 27, 2012
- 0 Comments
- applicant recruiting system, applicant tracking system, branded hiring solutions, recruiting platform
Mass recruitment is a very good way to source and pool qualified people in one sweep. Although this simplifies the hiring process, it also compounds the challenges of hiring. How can you make sure that mass recruitment is done with efficiency in mind? How can organizations assure that it is maximizing its mass recruitment efforts? Recruiting in a huge scale can have its challenges and it is important that the things that make it difficult are worth the effort for the organization.Here is a short list of some of the things you can do make sure that mass recruitment is maximized and that it provides a good pool of willing and able workers for the company.
Specified qualifications means a better and refined pool of applicants
There is a necessity to make sure that recruiters understand the positions they are sourcing for. It is easy to pool people but getting the cream of the crop needs a deeper understanding of job functions. For this point, the organization needs to refine its job design, job specification, and job qualifications before embarking in a mass recruitment campaign. Since the people that will be possibly sourced come from other countries with different cultures, job qualifications must be adjusted accordingly to allow for generalized professional attributes. This makes mass pooling possible and prevents assessment bottlenecks later on when people are processed up the pipeline for selection and hiring.
A bigger pool is a better pool
Mass recruitment must act and behave in proportion to the massive needs of the organization for its human capitalization efforts. Mass hiring naturally is bigger than opening up for a few positions but the size of this hiring activity must also be deeper and wider not only due to the present people needs but also for future human capital needs as determined by the overall strategic growth projections of the company. Because of this it is important that the talent pool is bigger, providing the organization not just wider choice, but flexibility to get on with its expansion efforts in the future. With its international coverage, a bigger pool also means better saturation of applicants for each position across the different territories the organization wish to operate.
Speed is the key
It is not about size but speed. Mass recruitment can only work best if the undertaking is done swiftly with very minimal hitches in the process. This means more people are processed, selected, placed and staffed in the whole recruitment cycle. What this gives the organization is better people compared to other organizations that are moving too slow in their recruitment.
Technology is the way
Maximizing mass recruitment can only be executed with the right technology. This can mean better infrastructure for online communications, bigger online presence, and a smoother video interviewing platform that makes international hiring a walk in the park. Video interviewing has been around for a while but it has seen more action in mass recruitment because of the massive number of people it can accommodate in a single run. Today with asynchronous video interviewing, the whole interview process can be prerecorded. This gives applicants easy access to the interview platform with the company not obliged to interact in real time. Even with this the interview can still yield usable information since the interview is carefully planned, paced, and led.
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