Please let me know all the aspects that should be considered while conducting a mega recruitment drive. What and how can we make a plan for it?? Please help...
From India, Pune
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From India, Pune
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Dear Ruchi,
Any walk-in drive calls for orchestration of several functions. Here's the flow of action we used to follow:
Intensive information sharing to promote the recruitment drive through newspapers advertisements, recruitment consultants, employee referral programs, intranet, job portals, message boards at the colleges, and the local popular radio station such as Radio Mirchi. Consider local cable TV if you have the budget for it. Please phase the information for the right impact.
Identify teams for different tasks, such as one team solely to brief the candidates about the company and the job profiles and collect the resumes to screen through them. If this is done right, most of the elimination might happen at this stage.
The second team to coordinate the aptitude test and the first few rounds for elimination.
The third team to coordinate with the operation managers and help candidates navigate.
The fourth team gives feedback to the ones who have been rejected, no matter whatever rounds they belong to. Barring the first round, all the other rounds had a mandatory feedback system.
The fifth team worked to issue the letters, collect documents, and explain the offer to the candidates.
Once the day would be over, all the teams would submit individual reports. The data analytics team would then review and find out the cost per hire to validate the expenses.
An average of such walk-ins had 200-300 candidates. The maximum that I ever saw was 500, but then that's once in a blue moon.
If you are planning for outstation drives, please consider team members who know how to deliver when nothing works. Take my word, even the absence of the tiniest things such as no printer or no photocopier machine can create unnecessary hassles.
Plan point-to-point tasks meticulously. Make sure you put at least two team members for each task so that if one fails, the other delivers.
Scale is manageable when you have a team who remains unaffected by every unforeseen event. There would be points of depression where the candidates might outburst due to the day-long hiring process, or the recruitment consultant might explain the requirement inaccurately. Mentally plan for such things.
Please arrange for good and spacious waiting areas with food and water for the candidate. Keep the team from infrastructure ready to direct the candidate. Put banners and pointers everywhere so that the candidates can easily find their way out.
If your office is located at a distance from the main city, arrange for a bus to drop the candidates. Get the candidates who don't make it through the rounds out of your campus to make space for more.
It would be an interesting lesson to learn. Wish you all the best!
From India, Mumbai
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1872Any walk-in drive calls for orchestration of several functions. Here's the flow of action we used to follow:
Intensive information sharing to promote the recruitment drive through newspapers advertisements, recruitment consultants, employee referral programs, intranet, job portals, message boards at the colleges, and the local popular radio station such as Radio Mirchi. Consider local cable TV if you have the budget for it. Please phase the information for the right impact.
Identify teams for different tasks, such as one team solely to brief the candidates about the company and the job profiles and collect the resumes to screen through them. If this is done right, most of the elimination might happen at this stage.
The second team to coordinate the aptitude test and the first few rounds for elimination.
The third team to coordinate with the operation managers and help candidates navigate.
The fourth team gives feedback to the ones who have been rejected, no matter whatever rounds they belong to. Barring the first round, all the other rounds had a mandatory feedback system.
The fifth team worked to issue the letters, collect documents, and explain the offer to the candidates.
Once the day would be over, all the teams would submit individual reports. The data analytics team would then review and find out the cost per hire to validate the expenses.
An average of such walk-ins had 200-300 candidates. The maximum that I ever saw was 500, but then that's once in a blue moon.
If you are planning for outstation drives, please consider team members who know how to deliver when nothing works. Take my word, even the absence of the tiniest things such as no printer or no photocopier machine can create unnecessary hassles.
Plan point-to-point tasks meticulously. Make sure you put at least two team members for each task so that if one fails, the other delivers.
Scale is manageable when you have a team who remains unaffected by every unforeseen event. There would be points of depression where the candidates might outburst due to the day-long hiring process, or the recruitment consultant might explain the requirement inaccurately. Mentally plan for such things.
Please arrange for good and spacious waiting areas with food and water for the candidate. Keep the team from infrastructure ready to direct the candidate. Put banners and pointers everywhere so that the candidates can easily find their way out.
If your office is located at a distance from the main city, arrange for a bus to drop the candidates. Get the candidates who don't make it through the rounds out of your campus to make space for more.
It would be an interesting lesson to learn. Wish you all the best!
From India, Mumbai
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Candidates are required to understand the importance of cognitive skills, communication skills, and behavioral skills, which will help them when they go for an interview. Additionally, they should comprehend human values and the importance of respect between seniors and juniors.
From India, Nagpur
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From India, Nagpur
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