The five challenges in mass recruitment and the solutions for each one of them
Mass recruitment presents organizations with significant challenges in the battle over candidates; however, there are solutions that allow you to successfully deal with them while saving time, money and other resources
By: HRus System
One of the bigger challenges facing organizations today in recruitment is mass recruitment, which means recruiting large masses of candidates.
This refers to recruiting employees to large companies that are regularly in the process of mass recruitment aimed at recruiting a large number of employees, all the time.
Usually these are companies that employ large customer service centres, such as telecommunications companies, credit cards companies, insurance companies and more.
In such mass recruitments, human resources managers and recruitment managers and coordinators receive vast amounts of resumes on an ongoing basis.
Thus, recruiting candidates in such a large scale puts the companies before a number of challenges on several levels and requires very large budgets:
- One challenge is dealing with the time required for sorting screening:
Time is a critical factor here. As, at the end of the day, all of the companies that are trying to recruit the candidates are competing for the same segment of the labour market – the same employees with the same kind of skill and training.
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.
- Another challenge is to understand what are the best terms that can be offered to a candidate, in order to compete against other companies for each and every applicant:
Every company wants to be able to offer the best terms to a candidate so that the candidate will choose it, but at the same time, it has to offer terms that it is within its budget.
- Another type of challenge lies in coping with duplicate resumes:
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 fourth challenge is the budget:
Mass recruitment campaigns require the investment of very large budgets. These are ‘ongoing’ positions that require thousands of applicant 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.
- The challenge of monitoring and control of ‘employee referral’ results
One of the most effective sources that has grown greatly in recent years in the field of recruitment is the ‘employee referral’ method, in which the company’s employees become its ambassadors.
For recruitment managers and human resource managers, this method poses the challenge of managing its implementation in practice: to identify the employees who submitted their acquaintance’s application, which acquaintance was eventually recruited, how many candidates did each employee submit, what bonus the employee deserves when his candidate is accepted for a position, and more.
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.
Moreover, a good advanced technological recruitment system can automatically consolidate those duplicate resumes into a single resume from the one candidate, and once again save considerable time for recruitment managers and coordinators.
Furthermore, a good advanced technological recruitment system, enables recruitment managers to also deal with budget challenge.
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).
How the system works:
Firstly, regarding saving time – a technological system intended for mass recruitment knows how to identify duplicates.
No matter how many times a candidate submits a resume, the system knows how to consolidate all of his resumes, which came from various sources, into one card.
In other words, a good system can recognize that this is the same candidate and not several different candidates, and consolidate all of the information from all the different sources into a single digital candidate card.
In addition, a technological recruitment system enables an organization to produce accurate reports that allow control of the recruitment sources and knowing where to optimally direct the budget.
Regarding the ‘employee referral’ challenge: a technological recruitment system allows an organization to implement the method in the correct and most efficient manner.
Technological recruitment systems offer dedicated landing pages for the ‘employee referral’ method, as well as an internal organizational portal, in addition to ‘employee referral’ job sites on Facebook.
All of these sources make it possible to submit the candidacy of an acquaintance. In some cases, the candidates themselves can enter and submit their candidacy while stating that they are referred by a particular employee. All this automatically communicates with the technological recruitment system.
The system detects that the applicant (the acquaintance whose candidacy was submitted) comes from an ‘employee referral’ recruitment source, and it also identifies the name of the employee who referred him. Everything appears within the system.
It is common practice to award a bonus to employees who referred a candidate who was eventually recruited.
A technological recruitment system allows performing routine control and monitoring: identifying which employee deserves a bonus for a recruitment, when he deserves to receive the bonus, who are the employees who submitted the most potential candidates, and more.
The technological recruitment system performs end-to-end control, analyzes the raw data and makes it possible to receive an orderly report.
The Niloosoft’s Hunter-EDGE recruitment system specializes in mass recruitment, and enables large organizations to manage all of the recruitment processes through it. The system enables conducting smart management, supervision and control of the recruitment process in mass recruitments.
