Bulk Hiring

When a company begins to scale and broaden its operations, the demand for skilled talent increases exponentially. Traditional hiring methods might not be enough to keep up with the fast pace and many hires needed by today’s growing companies. That’s where modern hiring methods come in, which help businesses like  IT, BPO, retail, healthcare, manufacturing, and logistics, etc to fill vacant positions at once. With the right strategy, bulk hiring service aims to provide companies with talented employees in large numbers without sacrificing quality or efficiency. Let’s understand bulk hiring in an easy way.

What is Bulk Hiring?

The term “Bulk Hiring” is a complete package that involves candidates screening, shortlisting, and recruiting on a large scale within a shorter period of time while keeping organizational requirements in mind. It is a process of mass recruitment to fulfill various positions so that organizational excess demand for labor can be achieved. The bulk-hiring technique may be employed on a regular basis by a company that has to recruit fresh staff members owing to fast growth and the difficulty of managing several projects.

To effectively manage the large pool of candidates, bulk hiring usually requires optimizing the recruitment process. Within the hiring process, there are many tools which can be utilized for bulk hiring services. This includes the use of Application Tracking System (ATS), video interviewing, candidate screening, Customer Relationship Management (CRMs), Job Boards, etc. These recruitment tools are mainly designed to reach a large number of potential candidates.

While bulk recruitment and staffing may help businesses quickly scale up their workforce and meet urgent employment needs, it also raises concerns about maintaining the same level of excellence in the recruitment process, ensuring that employees fit the culture, and guaranteeing adequate training and onboarding for new joiners. For success in carrying out mass hiring initiatives, recruitment managers, HR experts, and other stakeholders must coordinate effectively, allocate resources, and plan accordingly.

How is modern hiring different from Traditional hiring methods?

Modern hiring methods, also known as mass recruitment or mass hiring, are processes where many HR from various organizations usually select many capable candidates to fill a large number of vacant job positions at one time. This strategy is used by a rapidly evolving business that needs to hire a large number of employees quickly. Modern hiring method is different from traditional hiring methods in several ways:-

• Scale– Modern hiring or mass recruitment is designed in such a way that focuses on hiring a large pool of employees at one time, while the traditional hiring goal is to fill only a limited number of vacancies. 

• Timeframe- Bulk hiring is completed within a shorter timeframe than the traditional hiring process. This is because the company needs to fill the vacant position very fast as they cannot afford to spend a lot of time on the hiring process.

• Methodology- Modern hiring deals with the recruitment process which involves on campus placement, to attract a large number of candidates, whereas traditional recruitment methods  mainly rely on the referrals, online applications. 

• Candidate screening- Businesses must rely on automated screening techniques and group interviews to find qualified individuals throughout the bulk recruiting process since they lack the luxury of individually screening and interviewing each applicant.

• Training- In bulk hiring service method,  many new freshers join the company which first undergoes a systematic training process, this helps the employees to understand the business rules and procedures, which is not possible in traditional hiring methods. 

• Retention- Businesses can gain from long-term individuals working within the traditional recruiting process. But in the bulk hiring process, they must focus on collective bonuses and perks to encourage employees to stay longer and increase retention rates.

• Cost- Traditional hiring process is very expensive in comparison to modern hiring practices because in traditional hiring processes the time and resources needed in evaluating individual candidates and providing individualized interactions acquires more time, whereas in bulk hiring process it can be cost-effective due to efficient use of automation tools.

Process of Bulk Recruitment

Bulk recruitment is a process that is designed in such a way that it helps in recruiting a large mass of candidates with the best talent within a short period of time. The bulk recruitment takes place in several steps they are as follows:

• Planning and Preparation: This is the first step in the mass recruitment process which involves the identification of the vacant positions that need to be filled quickly, for companies to update the job vacancy with its descriptions, skills requirements for each job vacancy, and salary to be offered for each position. This whole process takes place by aligning with stakeholders such as HR, department heads, etc.
• Sourcing and Talent Pooling: To choose from a wide range of applicants, businesses use a variety of job-related websites, including Indeed, LinkedIn, Naukri.com, and employee referrals. Companies use career fairs, walk-in interviews, and other events to draw in a large number of applicants.
• Selection and screening of applicants: In this stage, resumes are filtered using an Applicant Tracking System (ATS) to create a shortlist of candidates based on their qualifications and prior work experience. Group interviews such as virtual or panel interviews help the HR manager to select the best candidates who hold the potential skills for the vacant job position, and also these types of interviews help in knowing that the candidates are culturally compatible with the company’s needs and requirements. 
• Selection and offer: When the potential candidate gets hired for the vacant position, HR departments send the official offer letter to the candidate that includes all the information such as job description, benefits and perks, date of joining, and salary information that will be provided to the candidate.
• Negotiation: It is the most crucial step in the mass recruiting process because it allows both parties (candidate and employer) to achieve mutually acceptable agreements on salary, benefits, and other terms of employment. Effective communication and openness are required throughout this step to ensure the recruiting process is completed effectively.
• Background verification and documentation process: The HR department verifies the candidate’s proof and prior work experience after the candidate accepts the offer letter and agrees to all terms and conditions. It also verifies the candidate’s documents, including qualification checks and reference checks from the prior employer. In any event, if the organization discovers that any candidate providing false information about his/her qualifications or a pay-related issue, their offer letter gets canceled on the spot.  
• Onboarding and Training: To guarantee a smooth transition for new hires, onboarding preparation is essential. Companies create orientation programs, training materials, and employee handbooks as part of their onboarding process. New hires are introduced to the company, its culture, policies, and processes during the initial training phase.
• Post-Hiring Evaluation & Retention Strategies: This final step of the bulk-hiring procedure aids in getting input from recent hires regarding the hiring and onboarding procedures.