Planning, pragmatism, and pre-selection! Keep these three magic words in mind to face the challenges of high-volume recruitment, without letting the ideal professional slip through your fingers or suffering an overload of work.
The challenge is great: to identify differentiated professionals during a flood of CVs. In fact, high-volume hiring is for the strong! For that, it is necessary to pay attention and a well-defined focus. Otherwise, there is no way to avoid that feeling that there is a lot of cool stuff going on there, around you, but that you are missing out.
A quick search on LinkedIn shows that there are vacancies with a few thousand candidates. How to find your four-leaf clover in the middle of so many people?
It is not only about the difficulty of finding the most adequate profile for the position, but also about conducting selection processes with the best cost-benefit.
With that in mind, we have elaborated our steps for a successful high-volume recruitment:
- You can use qualified assessment tools to filter out unsuitable candidates and focus your selection process on the right people. When used at the right stages of the recruitment process, these assessment tools can help improve efficiency and lead to a better-quality decision-making process.
- Know what you are looking for and what "a good candidate" means for your positions and for the organization. By creating a profile of an ideal candidate, you will ensure that your recruitment process is focused on the right people.
- Be direct and realistic about the role and what the working environment is like in your organization - take the time and effort to communicate this to potential candidates. By giving a realistic idea of the job, you can give candidates an indication of whether they are a good fit for the organization and the position. This will help them decide if the position is a good fit before they start the selection process.
- Filter out unsuitable candidates early in the process. Using a combination of competency-based assessment instruments, skills tests, situational behavioral tests, and ability tests, you'll be able to filter out candidates who don't meet the key requirements for their roles. This will leave you with more time to focus on those candidates with the potential to fill vacancies.
- Ensure the process is engaging by keeping them informed and providing feedback at every stage. Continue to monitor and evaluate your recruitment process!
We know that planning is essential for high volume recruitment, so have adequate staff in place to execute the project, know the means to ensure a safe pipeline of leads, ensure the message is appropriate to the target audience, keep in mind the channels you will use and never forget to define the indicators you should monitor, daily.
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