Many of our clients, a large company, very often, through their own HR departments or with the help of our experts, conducting mass recruitment on various posts.to start the search pitfalls in seemingly transparent lake Mass recruitment, you must define it as such. So, mass selection is a selection a large number of employees one profile for similar jobs in an area. In other words, we need to pick up a few (3 or more) candidates for the same position in the staffing establishment within the city, provided that the functions they will perform one.
the Next stage of our preparation of the notion of Mass selection is to determine the tools work on a task. The main tool in personnel selection is the assessment center (or «stripped down version» mass interview). But in order to work with a sufficient pool of candidates for the qualitative selection requirements need to organize this influx of candidates. It was then that we encountered the first stone, and the stone this is serious rock. Despite the fact that the population of our country is about 146 million people, and citizens of working age, living in cities, among them, about 64 million question with the staff is always acute – required candidates for a comfortable choice is always not sufficient, experienced staff is always a deficit. The solution is well-constructed marketing strategy. Thus, we gradually come to the second stone in mass selection – budgeting.
in order to correctly distribute the budget allocated for mass selection, you must first spend Analytics among the channels that will be used for attracting candidates and quantity of costs on the basis of the profile of the vacancy. Are primarily determined by the channels themselves admission of candidates (the place where the accumulation of potential candidates). They may be different: if you require young professionals – job fairs; specialists in no particular experience – public transport; experts in a specific sector of the online portals on the subject. The second step is the calculation of the efficiency of each channel is performed Analytics: how many candidates responded from a particular feed, how many of these candidates were employed, and how many candidates passed the trial period (though this figure will be conditional in determining the quality of selection). Then the sum of costs for a single channel is divided by the number of quality candidates is the notional value 1 candidate in this channel. Based on the budget you can assume how many channels you can attract candidates.
Go any further, let’s assume we have enough responses, it is necessary to determine the plan of measures on carrying out of selection of candidates. As mentioned above, one of the most effective from the point of view of ramasutra is the mass of the interview when the interview is present a group of candidates (6-12 people on average), with which the recruiter conducts orientation. Mass interview the candidates are given information about the position, functions, companies, and then the candidates will present themselves. This interview helps to see how the candidate behaves in an unexpected or difficult situation, and held at this event case studies, role plays provide an opportunity to determine what qualities each candidate is suitable or unsuitable for a particular position. In this block there are also some pitfalls: even a good specialist in their field, can «shut down» due to the large number of competitors, or just «natural modesty». This situation can help the friendly attitude of the recruiter to the candidates to all in General, to each individually. For example, you can declare (if competencies among stress tolerance is not required) that candidates do not compete with each other, and at the moment 5 (for example) vacancies – then the natural stress of a competitive environment will partially disappear, which helps the candidates to show their best side.
As among the usual selection of candidates, the next step is the submission to the head of the most interesting of the candidates. Here it is worth considering that often the candidates with whom we work in the regime of large-scale recruitment, which can quickly respond to another offer. Therefore, the moment of meeting with the head should be as close as possible to the mass moment of the interview. Happy ending is full consent of the supervisor and the candidate and his subsequent return to work.
so, if know and be able to overcome the difficulties in mass selection, the stones will not prevent, but also help to move to the desired shore on the waves of mass selection.
Recruitment company AVICONN