it is important to define hiring needs first even before initiating hiring process. This includes identifying the number of positions need to fill, TimeLine, the job requirements, and the qualifications and experience you are looking for in candidates.
Once we have defined hiring needs, it's time to develop a plan of Action. This includes deciding where to post your job openings, what recruitment channels to use, and how to screen candidates.
Technology can help streamline the bulk hiring process through VC. Consider using applicant tracking systems (ATS), which can help manage and track applications, schedule interviews, and communicate with candidates.
Pre-screening candidates help you save time and identify the best candidates for your open positions. Consider using pre-employment assessments or conducting VC to narrow down your candidate pool.
Conducting multiple interviews can be time-consuming, especially when you are hiring in bulk. Consider using group interviews or video interviews to streamline the process.
Remember that candidates are evaluating you as much as you are evaluating them especially for individuals in the final rounds of the process—is key to securing top talent. The survey from Aptitude Research and Fountain found that nearly half (46%) of high-volume hiring candidates who dropped off early in the process did so because of a poor experience. Giving a positive up-and-comer experience can help you draw in and hold top ability. This includes clear communication, timely feedback, and a positive and respectful hiring process.
