Challenges in Mass Recruiting
What is mass recruiting?
Mass hiring or volume hiring or bulk hiring involves hiring people in mass for the same position. Used when major IT companies, retail giants, industrial concerns, manufacturers and telecom providers need to attract, qualify and hire a large number of employees within a short period of time.
Why do mass recruitment?
Bulk recruitment can be efficient and effective when resources are pooled within and between agencies.
However, assessing and comparing many candidates across multiple locations, classifications or roles can be complex; it is essential that each step of the process is fair and transparent.
Bulk recruitment vacancies often attract large numbers of applicants. Advertising a single vacancy or a defined group of vacancies may be more appropriate when seeking candidates with particular specialist experience or qualifications, as well as those roles that traditionally attract significant public interest.
Challenges in Mass Recruiting
Time is a critical factor here. Enterprises need to recruit a large number of jobs when the start working date is too tight, job seekers do not have enough time to apply which leads to recruiters can not fulfill the requirements of the jobs.
Moreover, the number of applications is huge, recruiters have to speed up the hiring process. This makes the selection of candidate quality does not meet the needs of the company
Furthermore, competing for the same segment of the labour market is also an issue need consideration. In other words, many applicants send many resumes to many companies, and the company that reaches these resumes first, will win the applicant. It is therefore very import to be the first to reach the candidates, in order to recruit them before the other companies.
A recruiting process is a touch job contain many steps: job posting, CV filtering, call confirmation, interview, job offer, on-board support, etc. If a recruitment team don’t have enough hand to handle the large number of candidates then recruiting in mass will be a massive challenge.
When recruiting a small number, recruiters can easily manage the hiring process. Classifying and selecting of coincident resumes. Arranging the time, contacting candidates, and leading the interview will be extremely simple when you are not pressured by the number of participants. But with a big number in bulk recruitment, it is a completely different story.
Expenses for recruiting
Mass recruitment campaigns require the investment of very large budgets. These are ‘ongoing’ positions that require thousands of applicants resumes each month.
The budgets, therefore, are not specific, as they are in the case of recruitment for an individual position. Huge budgets are required here, which need to be constantly invested, on an on-going basis.
And when it comes to such large budgets, with such large numbers of candidates, it is of the utmost importance for the organization to be in control. Control enables the organization to understand where it is best to spend these budgets, in order to achieve maximum effectiveness.
This situation is different from recruitment for an individual position, as in individual recruitment, the organization invests a predefined budget and recruits a finite number of candidates, in a timeframe that is also pre-defined.
In such cases, it is easy to know what is the most effective recruitment source, as this will be the source of recruitment from which the most applicants come and from which the largest number of candidates were (in practice) recruited to the organization.
Difficult to manage information thoroughly
Each candidate, amongst the thousands of candidates for these positions, sends his resume for a large number of positions (i.e., to a large number of companies) at the same time, and also to the same company for the same position through many different job sites.
As a result, each recruitment manager receives several resumes from the same candidate, and there are many thousands of candidates with each one sending a resume through many different websites.
The solution to dealing with the challenges
Given the above, the question is how can recruitment managers cope in practice with these challenges? The solution, it turns out, lies in an advanced technological recruitment system.
Such a technological system can save human resource managers and recruitment managers and coordinators a lot of time: by automatically finding the most suitable candidates for them, and enabling recruitment managers to understand what are the optimal employment terms that can be offered.
In mass recruitment (as opposed to individual recruitment), the technological system enables knowing from which source the most candidates come, and which source the most were eventually recruited (in practice).
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