Suggest me the ways the HR executives do bulk recruitment - what are the strategies and ways of sourcing?

Hi, can anyone suggest ways for HR executives to conduct bulk recruitment, meaning placing 25-30 candidates per month? What strategies and sourcing methods do they typically follow, especially when working in an international call center environment?

Advertise for walk-ins on convenient days (like weekends). A slightly slower approach is sourcing CVs from portals and calling the candidates for interviews. If the profiles are for call center executives, they typically do not require niche skills that need extensive hunting. "Walk-In" would be sufficient in such cases!

Hi Mamta,

One of the best ways to hire in bulk in such numbers has been networking and employee referral. By networking, I mean not just networking with your tribe, but also networking with your employees and the employees that you have hired. They would be the best source for bulk hiring as they would refer their tribe. If there is a referral incentive attached, however minimal it is, it always adds value and will actually speed up the process. Trust me, if you are thinking about bulk hiring in the long run, a good PR exercise with the old employees and the employees that you have hired during your time and a referral incentive attached to every referred employee will work wonders.

I have been part of a team that did close to about 150+ hirings in just a month, and that too for frontline sales (that's even tougher than sourcing for call center crowd!!) All the best in your endeavor.

Regards,
Darshana

Hi Darshana,

Appreciating your idea. I completely agree with you. Mates, I'm adding a few more points to Darshana's view:

- When you are calling a candidate, let him/her know about multiple openings and request them to call their friends for the interview.
- Better to call HR coordinators in colleges/universities for fresher recruitment.
- When you receive a call from an unknown source (e.g., credit cards), you can share information about the job openings at your company. You can also consider headhunting candidates from customer care centers (e.g., banks or mobile/internet service providers). I'm sure you will have a lot of fun and enjoy your work when you try these out.

Happy Recruiting! Share your comments on the same.

Cheers,
Shashi.N

Hi All,

Do you think that trying to inform people who are attempting to sell credit cards to us about the job openings would be a fair deal? I think not. What do you say?

Recruitment is essentially selling a job to a job seeker, but the job seeker will earn from this transaction.

Hi All,

Can anyone tell me what effective ways there are for bulk recruitment in a retail environment? For example: till operators, food sales assistants, clothing & home sales assistants. Please be cognizant that retail environments normally have a high labor turnover, so recruiting in bulk would be beneficial.

But how do you do it?

Please let me know.

Thanks,
Fabio

Hi Fabio,

In retail, poaching from another company is a bit easier at the front-end level. Apart from this, the best way to source candidates is to place a drop box for resumes at the help desk of the outlet. This way, customers can also help us by referring interested candidates to apply for these kinds of jobs.

Regards,
Manas

InterviewBuddy Pro (https://www.interviewbuddy.online) is an online video interviewing software that helps HR professionals conduct bulk interviews easily. It is more cost-effective compared to other options currently available in the industry. You can check out this software and provide me with feedback.