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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Any walk-in drive calls for the orchestration of several functions. Here's the flow of action we used to follow:
Information Sharing
Intensive information sharing is crucial to promote the recruitment drive. Use newspaper advertisements, recruitment consultants, employee referral programs, intranet, job portals, message boards at colleges, and local popular radio stations such as Radio Mirchi. Consider local cable TV if you have the budget for it. Please phase the information for the right impact.
Team Identification
Identify teams for different tasks. One team should solely brief the candidates about the company and the job profiles, and collect resumes to screen them. If done right, most eliminations might happen at this stage.
The second team should coordinate the aptitude test and the first few rounds for elimination.
The third team should coordinate with the operation managers and help candidates navigate.
The fourth team should give feedback to those who have been rejected, regardless of the round. Barring the first round, all other rounds should have a mandatory feedback system.
The fifth team should issue letters, collect documents, and explain the offer to the candidates.
Post-Drive Analysis
Once the day is over, all teams should submit individual reports. The data analytics team should then review and find out the cost per hire to validate expenses.
An average walk-in might have 200-300 candidates. The maximum I ever saw was 500, but that's once in a blue moon.
Outstation Drives
If you are planning for outstation drives, consider team members who know how to deliver when nothing works. Even the absence of small things like a printer or photocopier can create unnecessary hassles.
Plan point-to-point tasks meticulously. Ensure at least two team members for each task so that if one fails, the other delivers.
Managing Scale and Unforeseen Events
Scale is manageable when you have a team that remains unaffected by unforeseen events. There might be points of depression where candidates might outburst due to the day-long hiring process, or the recruitment consultant might explain the requirement inaccurately. Mentally plan for such things.
Arrange for good and spacious waiting areas with food and water for the candidates. Keep the infrastructure team ready to direct candidates. Put banners and pointers everywhere so 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 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!
Regards.
From India, Mumbai
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1872Information Sharing
Intensive information sharing is crucial to promote the recruitment drive. Use newspaper advertisements, recruitment consultants, employee referral programs, intranet, job portals, message boards at colleges, and local popular radio stations such as Radio Mirchi. Consider local cable TV if you have the budget for it. Please phase the information for the right impact.
Team Identification
Identify teams for different tasks. One team should solely brief the candidates about the company and the job profiles, and collect resumes to screen them. If done right, most eliminations might happen at this stage.
The second team should coordinate the aptitude test and the first few rounds for elimination.
The third team should coordinate with the operation managers and help candidates navigate.
The fourth team should give feedback to those who have been rejected, regardless of the round. Barring the first round, all other rounds should have a mandatory feedback system.
The fifth team should issue letters, collect documents, and explain the offer to the candidates.
Post-Drive Analysis
Once the day is over, all teams should submit individual reports. The data analytics team should then review and find out the cost per hire to validate expenses.
An average walk-in might have 200-300 candidates. The maximum I ever saw was 500, but that's once in a blue moon.
Outstation Drives
If you are planning for outstation drives, consider team members who know how to deliver when nothing works. Even the absence of small things like a printer or photocopier can create unnecessary hassles.
Plan point-to-point tasks meticulously. Ensure at least two team members for each task so that if one fails, the other delivers.
Managing Scale and Unforeseen Events
Scale is manageable when you have a team that remains unaffected by unforeseen events. There might be points of depression where candidates might outburst due to the day-long hiring process, or the recruitment consultant might explain the requirement inaccurately. Mentally plan for such things.
Arrange for good and spacious waiting areas with food and water for the candidates. Keep the infrastructure team ready to direct candidates. Put banners and pointers everywhere so 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 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!
Regards.
From India, Mumbai
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