Expanding the team is the most exciting time for any company. But when this recruitment has to happen on a large scale, things can become a bit daunting. Especially in the tech industry, companies constantly struggle to find suitable candidates as the demand for good technical talent is higher than the supply. However, managing tech recruitment on a massive scale can become much more manageable with the right hiring strategy and tools.
Managing tech recruitment on a massive scale
The Tech industry is brimming with opportunities. However, finding the right candidate can be an exhausting task. Here are a few techniques to manage tech recruitment on a massive scale.
1. Create a recruitment plan
Planning is the first step of every major business operation. Be sure to create a recruitment plan and follow it throughout the process. Having a plan not only makes it easier to manage things but also provides you with direction. Your recruitment plan must include a rough estimate of the time and budget needed to carry out the process, the roles for which people need to be hired, the scale of recruitment, and so on. Following a dedicated plan from day, one will save up a lot of time and money later on.
2. Create a hiring timeline
Creating a timeline for hiring simplifies the entire process. But, first, you need to ensure that the planned timeline is achievable and broken down into various sections to divide the hiring into multiple stages.
3. Set your priorities
Some roles need to fill up faster than others. For instance, you might need to hire a good coder before hiring someone for the marketing team. Hence, set your priorities from the very beginning and devote more time and resources to finding someone for that particular job role.
4. Automate the resume screening process
The most time-consuming stage of any recruitment process is screening the resumes. This becomes even tougher when recruitment is being carried out on a massive scale. Companies can save up on time by automating the resume screening process using specific AI-enabled tools.
Some tools that you can use are as follows:
CVViZ
CVViZ’s algorithm enables it to understand resumes contextually, going a step further from the keyword search approach. The AI-driven resume screening software lowers human labor and helps list out candidates and rank them in real-time. In addition, the moment a company posts a new job opening, the tool begins looking for the top candidates that might already exist in an organization’s recruitment database.
Mosaictrack
Mosaictrack uses AI’s cognitive powers to screen resumes and social media profiles to pick candidates whose skill sets match the organization’s requirements. It uses data to predict future outcomes and eliminates the need to conduct surveys or prepare candidates’ questionnaires. The algorithm ensures that the candidates are pre-qualified, hence improving the interview process.
Vervoe
Vervoe is a tool that uses machine-learning algorithms to screen resumes on a large scale. It thus shortlists the high-performing candidates and automatically grades and ranks them on their ability to carry out the job role. The tool compares a candidate’s answer against other similar responses. It then generates a list of applicants that are ranked according to their strengths.
5. Make a list of perks you can offer
As previously said, there is a dearth of qualified people in the tech sector. This explains why a great candidate typically has a wide range of possibilities. You must thus identify the rewards you may provide in order to draw in the greatest talent on a large scale. This list can be incorporated into the job description that will be available to all applicants. You can draw in several prospects at once in this manner.
6. Keep track of progress
While recruiting on a large scale, it is essential to keep track of progress to spend your money and time efficiently. The cost-per-hire metric might not work well in the case of mass hiring. Monitor the resources you spend thoroughly.
7. Keep the candidates updated
Just because you are hiring on a massive level doesn’t necessarily mean that you cannot maintain communication with the candidates and keep them updated. For instance, you can set up a chatbot on your website to respond to potential employees and keep them updated about the status of their job applications. You can also reach out to them via E-mail or direct them to your social media channel to look for updates about the hiring process. Every candidate might be curious to know the status of their application and will look forward to some feedback.
8. Inform candidates about your decision
Don’t forget about the candidates that you’ve not hired for the particular role. Ensure that they get a polite E-mail from the company saying they haven’t been shortlisted for the position. If you feel that the candidate can be hired in the future, include in the E-mail that their resume is in your database, and whenever a suitable position opens up, you will consider them for the role.
Hope we helped provide some valuable insights into how these techniques can be used in managing tech recruitment companies on a massive scale. Keep reading our blog for more informative articles.
