What is Mass Recruitment?
Mass recruitment is a term used to refer to the process of recruiting personnel with a large number, large scale and mainly for the same position.
Common mass recruitment scenarios include:
Recruitment for new business/enterprise (new factory, new factory, new hotel...)
Recruiting personnel to serve the peak seasons (Mid-Autumn Festival, Tet holiday, sales push season ...)
Recruiting year round for positions such as sales, service…
What is the difference between mass recruitment and regular recruitment?
Basically, the mass recruitment process is not too different from the regular recruitment process. However, mass recruitment requires recruiting in large numbers and often over a certain period of time (especially when recruiting for grand openings or seasonal sales occasions). Therefore, job requirements and recruitment rounds for mass recruitment will be more rigorous and selective than conventional recruitment.
In addition, mass recruitment also requires more preparation time as well as a longer time to select and select candidates.
Common problems when recruiting mass
Compared to regular recruitment, mass recruitment basically also follows the general recruitment process, so it is difficult to avoid common problems such as:
The number of applications sent back is small, even no candidates.
The candidate agrees to the appointment but does not come to the interview (the cancellation rate is as high as 30%)
The candidate agrees to the offer but does not come to accept the job (billion in about 20%)
Candidates quit after only a short time (the rate of employees leaving after a few days is about 10%)
5 principles to help increase efficiency when recruiting mass
So you must have understood what mass recruitment is as well as the difficulties in mass recruitment. Because of the large number of candidates, the preparation time and the lengthy recruitment process, in addition to well-prepared plans, the application of principles in recruitment will help mass recruitment more effectively. Here, 24h Jobs will suggest you 5 useful principles to make recruitment more effective.
Make a specific recruitment plan
A well-thought-out, detailed, highly enforceable plan will make mass recruitment more effective. Before you start recruiting, you need to clearly define the following information:
The position is recruiting
Quantity for each position
Make sure to have a detailed description of the job requirements as well as clear requirements about the candidate (qualities, hard skills, soft skills ...) this is also the basis to help with candidate screening. more efficient and time-saving.
The recruitment process is rigorous and clearly staged to complete on schedule and achieve goals.
Make a suitable budget for the whole process
Expand the source of candidates
Not only serving the mass recruitment process, expanding the source of candidates also helps businesses to serve long-term recruitment.
Specifically, businesses need to plan for multi-channel recruitment, combining branding and recruitment services. In addition, you also need to strengthen the forms of communication related to recruitment activities such as:
Join/organize Workshop
Join online recruitment channels
Join the job fair
Expand relationships with colleges, universities…
Building a specialized recruitment website, Fanpage channels, LinkedIn
Running marketing – advertising on potential online platforms
Join and post on social media recruitment groups by profession
Allow sharing job postings on diverse platforms
Get referrals from friends, acquaintances or internal personnel
Cooperation with units such as career guidance organizations, employment support centers
This is a relatively long process, not in a day or two, so in parallel with the recruitment planning, you also need to prepare a plan for the expansion of the candidate source and continuous implementation.
Professional and consistent candidate screening process
Once you understand what mass recruitment is, you will understand that one of the equally important and time-consuming stages with this type of recruitment is candidate screening. This process includes rounds of application screening, competency testing, interviews as well as criteria for screening candidates through each round.
Candidate screening criteria should be established based on the candidate criteria defined from the beginning. In addition, you can take advantage of the power of technology to create exam questions or evaluate human resources, take online tests to check your personality and expertise before going to the interview round.
Improve the good impression of personnel in the mass recruitment process
The personnel themselves will also have an assessment of the business during the recruitment process. Usually, candidates in mass positions will have a psychological preference for fun, dynamic as well as professional environments. In addition, the professional and positive attitude of personnel in the process of exchanging information, sharing about the brand, corporate culture as well as answering questions of candidates will help improve the impression, help reduce rate of candidates giving up before the interview as well as in the following rounds.
Prepare the process for mass onboarding
After finishing the mass recruitment process, the business will receive a fairly large number of new employees. According to statistics, on average, 20% of new employees quit after 45 days. To retain employees, businesses need to prepare carefully for the next series of activities. Specifically, the preparation contents include:
Procedures and records for receiving employees, for mass recruitment, you need more time to prepare.
Having a suitable training plan, replacing candidates in a timely manner.
Measure the leave rate during the probationary period to promptly detect the causes of employee leave and find methods to minimize these causes.
Replies to This Discussion