The problem of mass selection: relevance, technology, stages

Many companies and specifically engaged in pharmaceutical business to increase sales sooner or later come to the need for expanding, which usually occurs by opening new branches in other regions of the country. This raises the question of mass recruiting and the hiring process. Technology selection this article.

In the situation of rapid technologization, the growth of the pharmaceutical business, the development and high demand for personnel, HR professionals and recruiting agencies is an important task – the implementation of Mass recruitment «profile» candidates in the most efficient way. Recruitment in this sense implies the speed of recruitment and exit of employees. Important and sometimes the only criterion in this selection is the experience and skills of the future employee.

To create the desired flow of candidates, it is important to use advertising in the broad sense of the word. In order to advertise, to plan all stages, to comply with technology will require significant financial and human resources. Before you begin, you must carefully plan the whole project: the presence of advertising companies, the number of specialists, deadlines, financial opportunities and so on. Despite the fact that Mass recruitment is a relatively new trend on the Western system of HR (since 2001), there is a large amount of literature available: «And that, in practice, such projects»?

in Addition to recruitment in a short time, the term «mass recruiting» is also used in regional projects, such as rotation of a large number of staff in different regions for identical vacancies. This recruitment is distinguished by its breadth, clarity of search technologies, tight deadlines, positions. To identify the need for such selection is possible in the following cases: opening of new trading floors, call centers, factories; mass promotions, fairs; planned recruitment, which is periodic in mind the company’s growth or high turnover rates; the seasonality and increased activity.

the Technology for mass recruitment has its specific work. The project itself should be clearly organized, planned, when it is necessary to follow all the deadlines of the project. This process is important:

1. Efficiency at all stages of the process;
2. Large flow of resumes and candidates involves the analysis of large amounts of information and it is important without losing screening CVS;
3. massive project involves its scale, attracting almost the whole of the company’s departments to the processes. In the modern world of technology and the provision of services, in this case the correct solution is the conclusion of an exclusive agreement with the recruitment Agency and the reduction of a great number of costs, because CA have their own database of candidates.
4. Adaptation of new staff. This includes: the employment, the fixing of the instructor, familiarity with company structure, the arrangement of the workplace and so on;
5. the cost of employment paperwork, the company can save money by choosing outstaffing services. This tool displays the personnel of the company’s staff. This service can be obtained by cooperating with the recruitment Agency.

When mass recruiting, you must be fully prepared and to take into account force majeure, as in the selection of specialists the lower level there is a possibility that at the last moment someone might refuse. In view of this, in reserve you should have candidates ready to replace «refuser».

overall, the success of mass recruitment is to follow the technology and the stages of the plan, and also be aware of possible force-majeure and, if possible, to enter into an employment relationship with the selected candidates as quickly as possible, because the competitiveness of labour market should not be cut off. By signing the contract, it is recommended that the newcomer immediately dip into the workflow to eliminate downtime and inclusion in the labour process.

Xenia Minaychenko

Recruitment company AVICONN

Head office in Krasnoyarsk