Volume recruitment often takes place when an organisation needs to hire many new employees in a short period of time. As an employer, you can do this yourself or outsource it to one or more external recruitment agencies. In this article we have compiled five handy tips for the optimal implementation of this form of recruitment.
High-quality talent
But for many organisations, volume recruitment is an essential part of the recruitment strategy. There are also risks involved, which is why there needs to be a perfect balance between volume, speed and quality. Here are five tips on how to achieve this.
1. Simple
As the pressure rises to recruit new talent through volume recruitment, you don’t want to get bogged down in the administrative work. This can take the focus away from what really matters: finding the best talent for the organisation. To save time it is therefore advisable to use a recruitment system. This gives you the time to get in touch with the potential candidates and build a relationship with them, while the technology does the work for you.
2. Image
For the candidate, the Employer Value Proposition (EVP) of an organisation is of great importance. EVP stands for the values and characteristics with which an organisation profiles itself as an employer. The EVP is normally tailored to the potential recruitment group, but keep in mind that you cannot control what others say and write about the organisation. Through a social medium like LinkedIn it is possible to express your EVP through, for example, your own employees. They of course know your organisation best.
3. Maintaining relationships
Whether you are looking for that one candidate to close a tricky vacancy or for whole groups of talented recruits, don’t forget the personal touch. It is not enough to rely on technology alone, candidates also need to feel comfortable with you and your organisation. So invest in your relationship with the applicant. A recruitment system with candidate relationship management capabilities can help you manage relationships.
4. Analyse and select
Make sure you know what skills you are looking for in an applicant, what suitable candidates are on the market and how you will find them first. Take a close look at previous recruitment attempts and analyse what you achieved and what was disappointing. Then you can start to build the perfect search that will bring you potential top performers. Using the data you already have will save you time and money, while making your process more efficient.
5. Online assessments
The use of e-assessments or video-assessments can also be a good addition to optimise your volume recruitment. The online assessments are easy and fast for the candidate and offer clear, qualitative results for the recruiter. Matthijs Verburg previously explained how video and e-assessments together form the ideal pre-selection process. Gamification will also play an increasingly important role in recruitment.
Source: Real Business
