June 2024 | SHiring.ai - High-performance Hiring Solution utilizing AI

What is mass recruitment? 10-step approach to effective mass recruitment

27/06/2024 by admin

Feeling overwhelmed by hiring a large number of employees quickly? This comprehensive guide explores mass recruitment strategies, highlighting its benefits and challenges. Discover how to create a winning recruitment plan, expand your candidate pool, and leverage technology for efficient screening and assessment. Learn how SHiring‘s features can streamline your mass recruitment process and help you find the perfect talent.

What is mass recruitment?

Mass recruitment, also known as bulk hiring, refers to the process of hiring a large number of candidates within a short timeframe. This approach is often utilized by organizations experiencing rapid growth, seasonal demand spikes, or large-scale project launches. Mass recruitment requires a well-structured strategy to efficiently and effectively identify, attract, and onboard numerous candidates simultaneously.

Types of jobs that require mass recruitment

Industries and job types in which mass recruitment outperforms the traditional recruitment process include:

Supermarket (cashiers, sales)
Doctors and nurses work in hospitals and medical centers.
Education (teaching assistants at universities and schools)
Construction (in every aspect)
Engineers and supervisors for real estate development companies.
banks (tellers)
Sales representatives and supervisors in a variety of industries, including FMCG.

These aren’t the only industries that hire heavily, but they are the most prevalent.

Benefits of mass recruitment strategies

Improved recruitment efficiency

Mass recruitment streamlines hiring through systematic processes. Standardized workflows reduce administrative burden, allowing focus on candidate evaluation. Replicable hiring sprints enable quick, large-scale recruitment. Automation and AI tools boost efficiency in sourcing, screening, and shortlisting candidates.

Mass recruitment can be cost-effective when executed strategically

Mass recruitment is more cost-effective than traditional individual recruitment. It leverages economies of scale, distributing costs over multiple hires. Bulk purchasing of resources and streamlined, repetitive processes further reduce expenses. This approach is ideal for businesses aiming to optimize recruitment budgets.

Access to a broad talent pool

The extensive reach of online and offline channels allows companies to access a wider and more diverse talent pool for mass recruitment compared to traditional methods. Digital platforms and partnerships with recruitment agencies enhance access to candidate data across geographies. This broader search simplifies finding best-fit hires and tapping into unconventional talent pools with diverse skill sets.

Adaptability to changing business conditions

Flexible hiring systems allow quick adaptation to business needs. Rapid growth or high turnover industries benefit from Mass recruitment capabilities. This scalability enables leadership to align recruitment with organizational strategy, quickly adjusting hiring efforts as priorities change.

Technological integration in mass recruitment

Technology is crucial for efficient mass recruitment. AI software screens applicants quickly and accurately. Chatbots handle basic queries, freeing recruiters for important tasks. Analytics provide real-time insights, while automation speeds up administrative work. Human oversight remains essential, with recruiters evaluating results. This human-tech collaboration optimizes high-volume hiring.

Improved employer branding

Efficient mass hiring enhances employer reputation. Fair, consistent, and quick processes improve brand image, with candidates sharing positive experiences widely. This attracts top talent for future recruitment drives, especially among digital-savvy candidates.

As global competition intensifies, mass recruitment becomes crucial for scalable talent acquisition. Companies mastering high-volume hiring gain strategic advantage. Future trends will focus on cost-effectiveness, process optimization, and technology utilization.

Challenges recruiters face in mass recruitment

Maintaining quality of hire

Mass hiring challenges include quickly reviewing numerous applications without missing qualified candidates. Robust screening mechanisms, like pre-assessments, help streamline selection efficiently.

Example: A retailer facing thousands of seasonal job applications can use tech-driven solutions to filter candidates based on preset criteria, making the process more manageable.

Efficient screening process

Mass hiring requires maintaining a positive experience for numerous candidates simultaneously. Key factors include clear communication, respect for time, and smooth processes. Personalized feedback enhances candidate experience regardless of outcome.

Example: Companies can use automated communication to provide timely updates during mass recruitment, preventing candidate frustration and protecting their employer brand.

Candidate Experience

Mass hiring requires maintaining quality candidate experiences at scale. Key elements include clear communication, respect for time, and efficient processes. Personalized feedback enhances experiences regardless of outcome.

Example: Companies can use automated communication for timely updates during mass recruitment, preventing frustration and protecting their employer brand.

Logistical Challenges

Mass hiring demands coordinating multiple processes for numerous candidates simultaneously. It requires strong organizational skills, efficient resource use, and often technology to streamline operations. Comprehensive logistical planning and project management tools are crucial for smooth execution.

Example: A startup needing to hire 50 employees in a month can use technology for scheduling, tracking, testing, shortlisting, and onboarding to optimize resources and reduce administrative burden.

Legal Compliance

Mass hiring across regions or countries requires compliance with diverse employment laws. This complex process demands understanding of various legal requirements. Engaging legal experts or compliance firms helps navigate international labor laws and reduce legal risks.

Example: A multinational company hiring in multiple countries must comply with local laws in each location to avoid penalties, lawsuits, and reputational damage.

Retention

Post-mass hiring, retention becomes crucial. Key strategies include creating a supportive environment, offering growth opportunities, and ensuring employee engagement. Mentorship programs, competitive compensation, and a culture of continuous learning can boost satisfaction and reduce turnover.

Example: A company hiring many sales reps for a new product launch can improve retention by soliciting feedback, addressing concerns, and providing ongoing training and support.

Comprehensive 10-step approach to effective mass recruitment

Mass recruitment requires a strategic, organized, and efficient approach to attract and onboard a large number of qualified candidates. Here’s a detailed 8-step approach to achieving effective mass recruitment:

Make a strategic plan for Mass recruitment

A plan could save recruiters hours of manual and monotonous work. As a result, prior to mass hiring, it is critical to create a sequential plan that aligns with the tasks of the recruitment funnel.

Recruiters can break down the tasks of mass recruitment workflow using the recruitment funnel below, allowing them to run a smooth hiring process.

When creating your mass hiring plan, divide it into sub-tasks related to your recruitment funnel. To summarize, most recruitment funnels include seven key components:

Create a compelling job description and update your career site

To streamline mass recruitment, ensure thorough planning, accurate job descriptions, key responsibilities, and the top three essential skills to avoid confusion. An effective evaluation process is crucial; thus, schedule a meeting with employees to strategize on addressing this challenge.

Requirements should be clearly structured, proofread for clarity, and easy to understand to avoid applicant confusion. Avoid unrealistic expectations and overly strict criteria.

To convey company culture and atmosphere, feature employee interviews to illustrate company values. This helps applicants grasp the work environment. Train your hiring team and establish standardized video interview guidelines to align candidate expectations with company needs accurately.

When it comes to bulk hiring, career websites are an invaluable resource for large corporations. As a result, you must update your career page and include mission, vision, or corporate DNA. It will give candidates a clear sense of your long-term goals and the company’s higher value.

According to a LinkedIn survey, 71% of applicants research the firm before applying. As a result, keep the website up to date with the most recent photos and videos from a company-organized trip, event, or gathering.

Expanding your candidate sourcing

Mass interviews are crucial for recruiting large numbers of employees, making it essential to expand the candidate pool effectively. Here are a few strategies that businesses can implement:

Employer Branding: Building a positive employer brand attracts candidates and shortens recruitment time.
Multi-Channel Recruitment: Utilizing various recruitment channels optimizes the candidate pool.

Job Portals: Sites like LinkedIn, TopCV, and Vietnam Works. Choose based on target candidate profiles and success rates.
Social Media: Post job announcements on company profiles and join recruitment groups, with a focus on platforms like Facebook.
Employee Referrals: Encourage existing employees to refer qualified candidates.
Job Fairs: Participate in job fairs to gather numerous applications.

Partnerships with Educational Institutions: Collaborate with universities, colleges, and vocational schools to access recent graduates.
Applicant Tracking System (ATS): Use an ATS to automate processes, avoid candidate duplication, and organize data centrally.

Keeping track of your candidates

In the past, talent acquisition desks were cluttered with stacks of manila folders containing resumes, credentials, and paperwork. Despite the aid of Excel spreadsheets, managing these was still a challenge.

Today, 75% of hiring professionals rely on Applicant Tracking Systems (ATS). These systems streamline bulk hiring by automating job applications, storing and parsing resumes, managing candidate data, automating communication, and providing real-time recruitment funnel updates at the click of a button.

Promote your mass recruitment efforts through social media and advertising channels

To attract top candidates, utilize social media to showcase your company’s work environment, products, culture, vision, and mission. Once your job requirements are defined and social media profiles polished, post job ads on your website’s careers page and across social platforms.

Each social media platform attracts different candidates, so leverage all company pages effectively. Consider running targeted ad campaigns to widen the applicant pool.

Harness personal networks of HR managers and employees for referrals, as experienced individuals often know others in their field. Encourage employee referrals through incentives to tap into trusted talent sources.

Implement tech-friendly assessment to save time in mass recruitment

This step is critical as it helps identify the right candidates and filters out those who may not be suitable for specific positions. According to Toggl’s survey, 64% of skilled recruiters emphasize the importance of increasing skills assessment.

This data-driven approach ensures efficient decision-making and minimizes time spent on mass recruitment. Consequently, it reduces the stress of reviewing applications and screening candidates, allowing hiring managers to prioritize other important tasks.

Automate resume screening

Recruiters should use resume parsing software to efficiently analyze data and locate relevant applications. These tools use advanced search techniques to scan resumes based on hiring managers’ specifications. They can also screen out candidates who do not meet the position’s specific requirements.

Effective interviewing

To streamline the complex and time-consuming process of interviewing large numbers of applicants during mass recruitment, recruiters employ several approaches:

Fast-track interviews: These are quick assessments designed to elicit immediate responses from candidates. Unlike traditional interviews lasting 30-45 minutes, fast-track interviews focus on initial impressions. However, there’s a risk of bias, so HR managers must ensure standardized processes and evaluate candidates based on targeted questions.
One-on-one interviews: Conducted in person, these interviews allow for direct interaction between the interviewer and candidate. This format assesses knowledge, communication skills, and allows candidates to inquire about company culture and responsibilities.
Group interviews: These sessions assess candidates’ communication and persuasion skills in a collaborative setting. Structured discussions ensure all participants have opportunities to contribute.

Maintaining a positive candidate experience is crucial

While mass hiring, it is critical to ensure a positive candidate experience, even for those who were not chosen, as this is critical for the company’s reputation. According to a PWC survey, 49% of job seekers rejected a job offer due to poor recruiting experience during mass recruitment.

Reflect and get feedback on mass recruitment after

With the conclusion of the large-scale hiring initiative, it’s crucial to evaluate and gain insights from any missteps. This will enable the recruitment team to navigate around similar challenges and streamline processes in subsequent hiring rounds.

Conduct an analysis of applicant diversity across different recruitment platforms, identifying which channels yielded the highest number of promising candidates. Additionally, pinpoint any steps in the process that, if removed, could save time and reduce unnecessary complications.

Through this data examination, recruiters will identify which sources provided the highest conversion rates of qualified candidates, informing future recruitment strategies. Develop a comprehensive report analyzing various sourcing channels to determine the most effective ones for attracting top talent. This will allow recruiters to focus their efforts on these high-performing channels for upcoming hiring needs and events.

How SHiring helps companies with mass recruitment

SHiring assists companies with mass recruitment through a comprehensive suite of functionalities:

CV Parsing: Extracts information from candidate CVs including experience, education, skills, and various languages.
Centralized CV management: Stores CVs from multiple sources into a single database, ensuring accurate and detailed candidate information management.
CV pool-based access control: Secures recruitment data by managing potential candidates according to specific job positions.
Job posting and careersite display: Establishes a dedicated recruitment website for the company, attracting candidates and optimizing SEO.
Recruitment campaign and open positions management: Monitors recruitment activities to streamline processes and optimize efficiency.
Recruitment process management: Constructs tailored recruitment workflows based on organizational needs, evaluating recruitment effectiveness.
Reporting and recruitment analysis: Digitizes recruitment effectiveness, providing comprehensive insights and detailed analytics.
Workspace user setup and permissions: Ensures data security through role-based permissions (e.g., Director, Team Lead, Recruitment Specialist), minimizing errors, confusion, and data loss while saving processing time.
Flexible third-party API integration: Integrates seamlessly with other applications for convenient and efficient recruitment management.

These features collectively enable SHiring to support companies effectively in handling large-scale recruitment needs.

Conclusion

Mass recruitment offers a strategic approach to acquiring talent for organizations experiencing rapid growth, seasonal spikes, or large-scale projects. By implementing a well-structured plan, companies can leverage mass recruitment to efficiently identify, attract, and onboard a large number of qualified candidates.

What is Employer Branding? 6 effective implementation strategies in 2024

07/06/2024 by admin

With the advent of the competitive labor market, the construction and promotion of an Employer Branding has become a key tool to attract and retain talent. Employer Branding is not only there to help shape a positive image of the workplace of a company but is also very important in terms of increasing the effectiveness and productivity of the employees. For next year 2024 is just around the corner and, among many other things… Effective Employer Branding strategies will enable companies to achieve it. In this article, let SHiring help you with the employer branding concept and suggest to you the top 6 employer branding strategies for an attractive, reliable recruitment brand.

What is Employer Branding?

Employer Branding is the process of building and promoting the image and reputation of a company as an attractive and ideal workplace environment. It is a crucial strategy for attracting and retaining talent, as well as creating a dynamic, innovative, and efficient work environment. To successfully implement an Employer Branding strategy, businesses need to focus on the following aspects:

Company values: Identify and communicate what makes the company an attractive workplace, such as culture, core values, career development opportunities, benefits, etc., to potential candidates.
Work environment: Build a positive, supportive, and reliable work environment where employees can thrive and contribute.
Brand communication: Utilize communication channels and marketing tools to promote and build a positive image of the organization, including websites, social media, events, and other media to portray the organization as a desirable employer.
Candidate Experience: Create a great experience for employees through recruitment processes, training and development, benefits, and incentive programs.
Consistency: Ensure consistency between the company’s image and reality, as well as between what the company portrays and employees’ actual experiences.

The importance of creating employer branding

Today’s businesses face numerous challenges in attracting and retaining talent. One effective solution to this problem is building a strong employer brand. A strong employer brand brings many benefits to businesses. .

Enhancing candidate attraction and long-term commitment

According to a survey by LinkedIn, 75% of candidates research a company’s brand before applying for a job. A strong employer brand attracts the attention of top candidates who are seeking an ideal work environment. When employees feel proud to work for the company and trust its employer brand, they are more likely to have long-term commitment. Additionally, according to LinkedIn, up to 83% of employees would leave their current company if offered a job by a more reputable employer. Furthermore, employees at companies with strong employer brands tend to have a lower turnover rate in the first 6 months compared to other companies.

Boosting effectiveness and job productivity

By implementing an effective employer branding strategy, businesses can attract and retain talented individuals who are competent and passionate about their work. Talented and long-term committed employees contribute to higher work efficiency, thereby enhancing the productivity and effectiveness of the entire organization. Working for a company with a strong employer brand, employees feel proud and motivated to contribute their best, thereby fostering creativity and continuous improvement, ultimately helping the business achieve its goals more efficiently.

Optimizing recruitment and training costs

Attracting suitable candidates from the outset helps businesses save costs on recruitment and training. Similarly, having long-term committed employees also yields similar results. According to LinkedIn, companies with strong employer brands attract over 50% more high-quality candidates, have recruitment processes that are 1 to 2 times faster, and reduce recruitment costs by 50%.

Gaining a competitive advantage

A strong employer brand is a crucial competitive factor. When a business has a good employer brand, they attract potential candidates while enhancing the company’s image and reputation in the market.

Who is in charge of employer branding?

When discussing employer branding, many tend to only think about the role of the human resources department. While HR plays a crucial part in building employer branding, the reality is that employer branding is not simply what a company wants to convey to candidates or job seekers. Employer branding accurately reflects the culture and true values of the business. And employer branding is shaped by various components within the organization, not just the HR department.

Firstly, the founders – business owners – CEOs, and senior leadership play a vital role in setting strategic vision and defining the core values that the company aims for.
Secondly, department managers who have a direct impact on leadership, evaluation, training, and the development of employees’ professional as well as skill competencies.
Additionally, the HR department acts as a link in fostering relationships among personnel within the company and developing appropriate HR policies.
Finally, the marketing and communications team play a crucial role in presenting the image, story, and people of the company through various social media channels, events, etc.

However, if each department operates individually or according to its own ideas, it will not be possible to build a strong employer brand for the business. To have a strong employer brand, all departments need to collaborate and work together smoothly.

5 steps to build an effective employer branding for businesses

As mentioned above, we can see the important role of this strategy in the development of an organization’s human resources. To implement an effective employer branding and strategy, below are 5 basic steps that businesses should take:

Step 1: Set specific goals for the employer branding strategy

First of all, businesses need to clearly define specific goals for their employer branding strategy. These goals may include increasing brand recognition, attracting high-quality candidates, reducing employee turnover, or improving current employee satisfaction. Clearly defining goals will help businesses have clear direction and easily evaluate strategic effectiveness.

Step 2: Conduct research and build an ideal candidate persona

To attract the right candidates, businesses need to build ideal candidate portraits. This persona includes characteristics such as the candidate’s skills, experience, personal values, and career goals. This helps businesses better understand their target audience, thereby designing appropriate and attractive recruitment campaigns.

Below is a summary of criteria that can help you identify your ideal candidate profile:

Conduct research and build an ideal candidate persona

Nguồn: Talynlyft

Step 3: Determine EVP

To establish a successful Employer Branding strategy, you need to answer the following questions:

Why did current employees decide to join your business?
Why are they still attached to the company until now?
What factors make them interested in working at your business from an employer’s perspective?

The answers to these questions will help you build your HR value proposition (EVP – Employee Value Propositions). EVP is the value that businesses commit to bringing to employees. This is a core factor that helps businesses stand out in the eyes of candidates. EVP can include factors such as career development opportunities, a good working environment, attractive remuneration policies, and corporate culture. Clearly defining an EVP helps businesses convey a consistent and strong message to potential candidates

A complete EVP includes 5 main elements:

Nguồn: Talynlyft

Step 4: Choose a means of promoting the employer branding

Choosing the right promotional channel helps your business’s message reach the right audience. Popular channels include recruitment websites, social networks, job fairs and specialized websites. Each channel has its own advantages and disadvantages, so businesses need to consider carefully to choose the channel that suits their goals and candidates.

Nguồn: Talynlyft

Step 5: Measure effectiveness Employer Branding strategy

Finally, businesses need to measure and evaluate the effectiveness of their employer branding strategy. Metrics to track include candidate quantity and quality, candidate-to-employee conversion rate, employee satisfaction, and feedback from candidates about the recruitment process. Based on measurement results, businesses can adjust strategies to achieve the highest efficiency.

Measure effectiveness Employer Branding strategy with SHiring

SHiring – High-performance recruitment management software for businesses. SHiring not only provides comprehensive human resources management solutions but also has the ability to measure and report important indicators in the recruitment process, including:

Report recruitment status for each position with indicators such as conversion rate, rate of candidates interviewed, rate of candidates who rejected offers, rate of candidates hired, rate of candidates who were rejected. type and total number of rejected CVs.
The chart illustrates the number of candidates converted through each recruitment round, from receiving applications, taking tests, interviewing to sending offers and recruiting.
Detailed report on reasons for rejecting CVs and candidates.

6 Successful employer branding strategies for businesses in 2024

In the context of increasingly fierce competition for talent, building an attractive employer branding has become a top priority for businesses. A comprehensive strategy that includes many aspects will help businesses build a solid position in the labor market, attract and retain the best talent.

Analyze company culture

The starting point of each strategy is analyzing the company culture. Culture creates characteristics, creating a different business. What are the core values that permeate each employee? What is the attractive beauty that makes talented people admire and desire to become part of the organization? This can only be discovered when we listen carefully to the people who are dedicating their energy and enthusiasm here. Listen to employee voices through surveys and dialogues to clearly grasp the existing culture. From there, identify the strengths that need to be promoted and the weaknesses that need to be overcome to build an ideal working environment where talented people aspire to stay.

Once you understand your own business, the next job is to evaluate the current position of the company’s employer branding in the labor market. Because only by correctly acknowledging the current situation can we chart the right path to conquer new heights. Then outline the EVP value statement – the benefits that the business can bring to candidates and employees. It could be open career opportunities, a fair promotion path, a cohesive culture that honors personal values, or simply a professional, dynamic but no less cozy working environment.

Implement a clear and engaging content strategy

Once we have clearly identified the destination, we will deploy attractive and clear content strategies to truly represent the brand’s nature. From work, build a professional recruitment website with detailed business information, work culture and recruitment positions; to writing a compelling job description that fully portrays the challenges and benefits of the position. Create authentic, intimate storytelling content about employee experiences, affirming the core values of the business. Then the brand language spreads everywhere, attracting potential candidates with the same desire and passion.

SHiring provides CareerSite – a separate recruitment website for businesses. Allows you to create unlimited job postings with customizable job description templates, automatically posted to CareerSite. Each job posting has its own sharing link. Candidates send their CV directly to the application form for each position. With this feature, businesses can enhance their employer branding, reach more candidates and manage job postings effectively.

Employee Advocacy – Brand ambassador

At the same time, set up an Employee Advocacy program that turns each employee into a “brand ambassador”, conveying authentic recruitment messages. Recognize and reward the best individuals and groups to encourage diffusion. Build emotional bonds between people who are going through many ups and downs together. From there, they voluntarily ignite the fire of enthusiasm when sharing their work experiences with friends, relatives and the online community.

Take advantage of social networks

A brand only becomes strong when it is present everywhere its target audience is using, and nothing is more familiar to the younger generation than social networks. Connect and interact with potential candidates to promote your brand and attract them with valuable content about culture and career opportunities. Vivid stories with creative images and videos will attract candidates’ attention.

Plan to attract and develop talented candidates and internal employees

Strategy to attract and develop talent plays an important role in the sustainable success of a business. First, businesses need to propose attractive values such as remuneration, promotion opportunities and a dynamic working environment to attract and retain talents. Next, building a recruitment plan associated with the brand will help create a strong impression in the minds of potential candidates.

After successful recruitment, businesses need to build an effective Onboarding process including introduction and training activities to help new employees integrate quickly. At the same time, businesses must always ensure transparency and clarity in all information and transactions with candidates and employees to maintain good and long-term relationships.

Finally, to retain and develop talent, businesses need to provide learning and career development opportunities such as training courses, financial support, mentoring and coaching programs so that employees can hone their skills.

Testing and evaluation process

Once fully implemented, the testing and evaluation process will help businesses review the actual effectiveness of their efforts. Monitor brand feedback and reviews on social networks and recruitment review forums. Analyze talent retention rates to evaluate the effectiveness of company culture. Combined with recruitment source tracking to clearly understand candidates’ job search behavior. And most importantly, measure employee satisfaction to continuously improve the working environment for the better.

Only when implementing each strategy synchronously with enthusiasm and perseverance can businesses build a truly attractive and sustainable employer branding. To become the top choice of talented candidates, thereby gaining a competitive advantage in the race to attract high-quality human resources in 2024. Because the success of a business is the sum of its individuals. Talented people come together to create passion.

Above is important information that managers need to know to build a strong employer branding, thereby attracting and retaining talent for the company. Discover SHiring’s experience now to create a professional Career Site, optimizing your Employer Branding process.

In conclusion, Employer Branding is a critical aspect of talent management in today’s competitive business environment. By implementing effective strategies, businesses can build a strong employer brand that attracts, retains, and nurtures top talent, positioning them for sustained success in 2024 and beyond.