Let’s look at the differences between regular and mass recruitment at each stage of the recruitment process and how the talent acquisition team needs to address these differences for an efficient recruitment process.
Before we get into sourcing, we recommend finding the best recruitment software suitable for your company.
With regular recruitment, recruiters usually post their jobs themselves. They advertise their jobs in the same biassed language they’ve always used and explain based on old job descriptions.
Next, we will place this job ad in the main job ads hoping that it will attract the attention of the right candidates. They also personally recruit potential candidates by manually scouting potential candidates before contacting them through job boards or social media.
Finding candidates during mass recruitment is the biggest challenge for this type of recruitment and usually causes bottlenecks. Finding enough applicants to screen can be a problem, and you can’t usually use traditional job boards because you don’t provide the high-quality applicants you’re looking for. Talent acquisition teams might end up spending to one-third of their time each week searching for qualified people to fill job vacancies.
It would help if you thought strategically to find good volume-setting candidates.
- Request an employee referral-Use referrals to expand and diversify your talent pool quickly. Employees do not recommend anyone who they consider inappropriate. This is because it hurts employees.
- Maintain a pool of screened candidates. It can include your talent pool of people who have previously applied for a position in your company and have not been successful.
- Let’s go to a talented place. For example, hire it at the university if you need a graduate. Then, use programmatic job listings to automate job listings to help you find suitable candidates.
- Analyse the data. Track sourcing metrics. Which source produces the newest hires? How are your sales? Keep a watch for the most profitable channels and boost your stakes with them.
- Accept technology. Use software such as Hiretual and Fetcher to assist you in your procurement process. AI will help you find candidates and free recruiters to focus on more human tasks.
In summary, to successfully procure high-volume candidates, the process needs to be automated. You need to include a data-driven candidate search. This provides a fully digital experience that is scalable and ultimately drives conversions.
With regular recruitment, most organisations do not consider the candidate’s entire experience when creating the application form, which can be a tedious process for applicants. Most resumes do not excite candidates and do not excite them about their potential to work for a company. Ask your talent acquisition leader to apply for your company, or if you’re leading a company recruiting team, apply for yourself. This approach is often unsatisfying and lacks the degree of information required for a candidate to make an educated selection.
However, regular recruitment allows you to ask potential candidates to answer your questions after the initial screening interview. Candidates can typically interact with HR, recruitment managers, and future colleagues to inquire about roles, culture, work environment, etc. The application process itself is not the most exciting or educational. Nonetheless, it may result in exceptional recruiting since both the applicant and the recruitment team are eager to put the time and effort in making the process a success.
When it comes to volume recruiting, the picture is entirely different. It’s a numbers game when it comes to volume. You need as many high-quality apps as possible to just get the most out of the top ones.
Mass recruitment tends to be an entry-level, less complex job, and candidates typically seek job safety and quick retention. For this reason, job applications are usually considered as hoops for jumping.
Recruiters, on the other side, must gather as many applicants as possible while also ensuring that they hire qualified employees to avoid early turnover. This may be accomplished by “selling” the position. That means building an employer’s brand and employee value proposition, presenting a corporate culture during the application process, and showing candidates behind the scenes through a realistic job preview. So, it is a good idea to find a high volume recruiting platform which is an ideal fit for your company processes and scope.
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