To post or mine? That is the question. As the economy is constantly on the shrink, increased pressure for companies to maximize their resources, money and time is here to the forefront. This is a lot more critical with regards to high volume hiring.
For many, utilizing expensive job boards to draw active candidates is apparently the most effective solution mainly because it requires a short amount of time and initial effort. However, mining for passive candidates often brings better made, faster results and minimize costs but requires more manpower, technology, and resources.
Companies searching for the top way to recruit high volume candidates should first consider these factors:
1. Location
While every case differs from the others, oftentimes, high volume hiring requires positions to get filled in many locations. Some are metropolitan, some are rural however it is vital that you realize that location plays a major role with your recruitment strategy. Traditionally, urban centers do very well with job postings.
Candidates tend to be more internet savvy and benefit from Web 2.0 in their job search. On the other hand, more rural areas tend to still use more traditional avenues of job hunting for example classifieds, community bulletin boards plus more. Posting on big job boards such as Career Builder and Monster for rural positions can potentially certainly be a waste of both time and money. Time is best spent using grassroots approaches.
Case study snapshot:
In July 2008, The RightThing partnered having a national retailer to fill over 6,500 part-time merchandiser positions annually. With store locations nationally, The RightThing took the time to know the demographics of each one area and devised customized sourcing strategies appropriate towards the region.
For challenging locations, grassroots strategies were integrated that included community-based activities, employee referral programs, job fairs, local advertising and more. As a result The
RightThing was able to successfully fill positions while simultaneously driving down cost and cycle time.
2. Audience
Knowing the demographic and placement of your audience is really a critical element in finding key candidates. The proliferation of niche job boards, social networking sites, blogs, and forums provide rich insight into a targeted network online. Local clubs, organizations and special interest groups provide an invaluable pool to utilize off-line.
Case study snapshot:
Recently, The RightThing partnered having a leading marketing and advertising firm to fill 1000 part-time food demonstrator positions in excess of 500 grocery retail locations in a mere 4 weeks. As the project progressed, a number of hard-to-fill locations emerged. Looking for creative and innovative approaches to source and discover potential candidates, The RightThing contacted local Pampered Chef and Tastefully Simple consultants and received several successful leads which led to numerous high quality hires.
3. Department Structure
While often overlooked, department structure and resource allocation play an important role in determining to source and recruiting strategies. While posting requires minimal some time and resource allocation beforehand, the administrative burden of screening and processing a flood of candidates can rapidly become overwhelming without dedicated resources.
On the other hand, mining is historically known to become more time intensive; though today's technology, mining has become increasingly easier with automated overnight search options that only deliver resumes for the search criteria not waste time without sacrificing quality.
Case study snapshot:
In late 2008, The RightThing partnered with a top manufacturer to recruit and hire over non-exempt 2000 positions annually. Historically depending upon expensive job postings, your client lacked the resources to actually manage the incoming pipeline, as well as the, adapt of staffing needs through the company's peaks and valleys.
District managers were getting caught up in the day-to-day administrative tasks and located it hard to balance their more strategic duties. By integrating a scalable staffing team and infusing technology to the entire process, The RightThing was quickly capable to evaluate each requisition and see the very best way to recruit.
To save on serious amounts of increase quality, The RightThing took benefit from automated overnight mining and set a web-based screening process into place. As a result, the administrative role of the recruitment process was reduced by 100%.
Summing it up
While criteria like location, audience and department structure play a crucial role in determining the original posting vs. mining debate for high volume hiring, it is vital to consistently manage the pipeline and become ready to change direction when needed.
By taking good thing about technology to trace each location, monitor applicant levels and measure success rates, high volume candidate flow might be successfully managed at any some time and crucial candidate locals can proactively be identified and re-strategize. While there are advantages and disadvantages to both posting and mining, inside end, it's likely being a mix of both the that produce the very best results.
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