What is a Recruitment drive?
A recruitment drive is the way toward finding and employing the best-qualified applicant (from inside or outside of an association) for an employment opportunity, in a convenient and financially feasible way.
The enrollment procedure incorporates dissecting the prerequisites of a vocation, drawing in representatives to that activity, screening and choosing candidates, enlisting, and coordinating the new employee to the association.
A recruitment drive is directed to satisfy these necessities. Dealing with a recruitment drive is more than essentially filling jobs with candidates who meet the necessary ranges of abilities.
Tips to conduct a Recruitment drive
1. Form a team
The most important requirement for a successful mass hiring campaign is a great team that can help you achieve your goals. In order to source and screen candidates, you may need to rely on recruiters and recruitment agencies. However, your greatest strength lies in utilising existing employees who have prior experience in the domain for which you are hiring.
For example, if your company needs to hire 100 customer service representatives, it is better to have your best customer service representatives on the recruiting team because they can help define what key skills are required for the job and how to conduct job interviews.
It could be a temporary deputation for recruiting, or you could ask them to contribute a few hours each day. In any case, their contributions and insights will have a significant impact on the recruitment process.
2. Make a strategy
The next step in a successful mass hiring strategy is to put in place a comprehensive hiring plan that includes sourcing, screening, hiring, and onboarding.
You can start by:
Analyzing how many and what types of positions must be filled:
You should have a goal in mind for the mass hiring drive. This will give you an idea of all the activities you'll need to complete in order to reach your goal.
Make a hiring timeline:
It is critical to establish a timetable for the mass hiring drive. This will focus the attention of all parties involved in the recruiting process. Planning a timeline will ensure that your objectives are met.
Plan the cost metrics:
The cost factor should never be overlooked. Such large-scale hiring processes are usually very expensive. Consider your overheads from the beginning of the planning process.
3. State your objectives clearly
Now that you have a team and a plan in place, sit down with your team and discuss what qualities you truly desire in your candidates. It should be a more detailed description of the roles and responsibilities that each position requires, not just a rough sketch of key skills and requirements. This will assist you in finding the right candidates.
You can enlist the assistance of your current top-performing employees to develop a detailed list of skills and requirements for your ideal candidate. Define your priorities and the qualifications of your best candidates. A detailed job description can help you achieve your goal more quickly.
4. Increase the size of your sourcing network
Your current sourcing and recruitment strategies will not yield results for a successful mass hiring campaign. A key component of mass recruitment strategies is expanding your sourcing network to reach a larger number of ideal candidates than previously. To reach a larger candidate pool, you may need to use multiple channels.
This is similar to marketing in that you notify everyone that you are on a hiring spree and then wait for responses from all sections to come in gradually. You can reach out to your candidates in a variety of ways, including:
- Organizing recruitment events
- Extensive social media activity
- Marketing advertisements are displayed in strategic journals and locations.
- Reactivating your hiring network, which includes recruiters and agencies
- Collaboration with local organisations
5. Make effective use of technology
As you begin your aggressive sourcing activity, you may be inundated with applicants eager to fill your advertised positions. In such a case, technology will be required to vet each application and sort candidates accordingly.
By scanning through candidate profiles and categorising them based on their relevant skills, technology can greatly assist you with the initial sourcing and screening process. This will assist you in sorting the best-fit candidates from a list of ideal candidates, allowing you to better plan your interview process. The use of technology will speed up and improve the efficiency of your screening process.
6. Plan out your interview process
A structured interview process, rather than a non-structured assessing process, has been proven by research to be the best technique for evaluating a candidate. Furthermore, a structure is critical when you need to hire a large number of candidates in a short period of time. A structured interview will reduce your chances of hiring the wrong candidates, add objectivity to your hiring process, and save you time and money.
For example, all of your recruiters involved in the initial interview rounds should cover the same set of questions and be given specific instructions on what skills to look for in a candidate. They can shortlist the most physically fit candidates for personal interviews.
7. Make sure to make follow-up calls
Follow-ups are especially important during a mass hiring drive. You are interacting with a large number of candidates via various outreach channels. You may consider skipping the follow-up process in this frenzy. However, keep in mind that your company's brand is at stake, and leaving a large number of candidates in the dark about the status of their interview will create a negative impression about your company among the candidates, which can have a negative impact on your recruitment process.
8. Map out your onboarding procedure
One of the most important aspects of a mass hiring drive is onboarding. When you need to hire a large number of people for the same job, you can use mass onboarding.
It is more advantageous to begin the onboarding process for a large group of candidates once a week rather than onboarding a small number of candidates every day. This will not only make your process more efficient and structured, but it will also help you provide an excellent candidate experience. It will also assist you in planning your interview process.
9. Seek out new hire referrals
Seek referrals from your newly hired employees after you've provided a positive candidate experience during the hiring and onboarding processes. People like to connect with like-minded people and refer others if they are pleased and satisfied with a particular experience. Employees are more likely to refer candidates during their first six months on the job.
As a result, you can take advantage of this human behaviour and seek referrals to build your talent pool of the most qualified candidates for your next hiring drive. Referrals will not only provide you with an active candidate database, but will also provide you with access to the most qualified and desirable candidates for your job openings.
10. Review your hiring process on a regular basis
There is no such thing as a foolproof hiring process. Every hiring process has some flaws that must be fixed or changed from time to time in order to make the process more efficient. This is especially true during mass hiring campaigns.
Many things can go wrong when recruiting candidates in large numbers, ranging from an ineffective screening process with more interview rounds to missed follow-up calls. A constant review will assist you in identifying leaks in your hiring process and plugging them with immediate solutions rather than allowing the entire process to unravel.