Let's face it: today, hiring is a challenge in any environment. But mass hiring has its own challenges. However, with the right strategies, hiring managers can more effectively streamline their process and get more candidates to move quickly through the recruitment funnel.

Let's take a look at the main challenges of recruiting operational positions and what recruiters can implement to succeed in their mass hiring efforts.

3 Challenges of Mass Contracting

Mass hiring, defined as the process of recruiting more than 250-500 people per year, presents specific challenges in various sectors, including:

• Retail
• Manufacture
• Restaurant Industry
• Hospitality
• Aerolíneas
• Agriculture
• Consumer goods
• Distribution
• Construction
• Transportation

Here are some of the most common problems associated with mass hiring:

1. Development of the curriculum

Many job offers require formal resumes, and very few operational candidates have one. This is due to several reasons, mainly the fact that they do not know in depth how to prepare a curriculum. This can rule out several people before starting, reducing the pool of candidates.

2. Desertion of candidates

A Glassdoor study revealed that companies have a 80% candidate desertion rate throughout the employment application process. In addition, according to the SHRM, 92% of people interested in a job click to apply for it, but abandon the application without completing it. This is largely attributed to an overly extensive or complicated application process.

3. Recruitment time

Companies with a high proportion of operating employees, such as restaurants and retailers, often experience high turnover rates, with an average rate of 55%, and employees who spend around 110 days with a company, according to 7Shifts.

This constant turnover creates a continuous demand for new employees. However, the process of hiring enough candidates takes time, and a high rate of candidate abandonment helps to extend the hiring time even longer.

In addition, in many industries that rely on operational jobs, large numbers of employees are required to carry out the tasks.

5 Strategies to Improve the Hiring Process

While every company is unique and faces different challenges, there are general tactics that can benefit talent acquisition teams.

Here are five strategies that can radically improve the mass hiring process.

1. Make requests accessible

In the case of operational workers, the desertion of requests usually occurs in the first 3-5 minutes. Therefore, if an application process takes longer than 5 minutes, the candidate abandonment rate can increase to 50%-75%.

The less time it takes to respond to questions and finalize the request, the more people will complete it.

2. Share your job offers on the right portals

Although it has been about 30 years since employment portals began, and there are many additional methods for submitting applications for mass positions, employment portals are still a widely used channel for publicizing vacancies to a large number of people and different audiences, increasing the chances of finding the right candidate for the position.

3. Measure your analytics

Unless you track hiring KPIs, you won't know if you're achieving positive results. Measuring KPIs can be crucial to streamlining your entire hiring process and improving areas that require attention. These metrics can help your company set SMART objectives (specific, measurable, attainable, relevant and time-bound) to ensure that your hiring team is doing things in the best way.

The main recruitment indicators What should be measured are:

• Recruitment time
• Coverage time
• Recruitment source
• Cost of hiring
• Quality of hiring
• Wear and tear in the first year
• Hiring Manager Satisfaction
• Applicants by vacancy
• Selection radio
• Rate of accepted bids
• Percentage of vacant posts
• Effectiveness of the hiring funnel
• Effectiveness of the hiring channel
• Cost of the hiring channel
• Hiring performance metrics

4. Improve the candidate experience

El 78% of candidates say that the candidate's overall experience is an indicator of how a company values its people. And the 83% of talents say that a negative interview experience can make them change their mind about a position or a company that they previously liked.

It's important to remember that the extent of negative candidate experiences can go far beyond a candidate simply not moving forward with the position they applied for. They can remove their contact from a company's list of candidates and even stop being customers if they were customers before. In addition, a candidate who had a bad experience can have a ripple effect, discouraging their acquaintances from applying for a position in an organization through word of mouth or poor criticism of the company.

Therefore, it is essential that organizations give the necessary importance to the quality of operational candidates' experiences for the good of the company as a whole.

5. Automated recruitment

Traditional mass hiring processes often involve numerous manual steps that are time consuming. Organizations that offer efficient, easy-to-use and consistent experiences are better positioned against the competition, having an advantage and reaching out to the limited operational talent available.

By taking an approach that prioritizes automation, organizations can save a significant amount of recruiting team time and resources. With an automated recruitment platform such as Emi, companies have experienced a 75% reduction in outsourcing costs, a 83% reduction in time to hire And the saving thousands of hours in recruitment processes.

Ready to automate your mass recruitment?

In addition to employing strategies to increase candidate engagement and onboard more employees, it's essential to evaluate areas where hiring managers can save time by reducing manual labor.

The mass hiring process presents challenges in any sector, both for organizations with 5,000 employees and those with 50,000. For this reason, we developed Emi.

Emi is the leading automated recruitment platform that helps companies fill positions quickly, automate the hiring process and provide a high-quality experience to candidates. Emi uses a combination of automation and artificial intelligence to eliminate manual, repetitive, and low-value tasks associated with mass hiring. This results in savings in time, resources and energy for the entire talent acquisition team.

Do you want to learn more about our mission or see how we've helped companies like Walmart, Burger King And Heineken to achieve your hiring goals? Request a Demo to get started.

‍