What is Mass interview? This is a question that many candidates are interested in today. It is a form of recruiting employees in large numbers. However, how to recruit effectively is a problem for HR. Below are objective views and useful experiences that Viindoo has learned.
What is mass interview?
Mass interview is a recruitment strategy that recruits personnel in large numbers. This form replaces the recruitment in a small number for each specific position. However, it requires employers to come up with more advanced and effective recruitment methods.
Depending on the time, businesses use Mass interviews. Here are a few cases where Mass interviews can be used to ensure human resources:
- Recruiting employees to work at factories, factories, hotels, restaurants,...
- Recruiting staff for peak seasons
- Recruiting positions that need people constantly such as sales staff, real estate experts, workers, etc.
In the current market economy, many businesses expand their business scale, requiring abundant human resources. This creates pressure on recruiters, which is also the reason why "headhunters" participate in the Mass interview process. Any HR executive needs to understand this recruitment method.
Mass interview is a form of recruitment in large numbers
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How is a mass interview different from other forms of recruitment?
The mass interview process and the regular recruitment process are quite similar. However, with mass interviews, employers are often relaxed, and less demanding when interviewing. In addition, the size of these two forms of recruitment is also different. Conventional recruitment has a smaller scale and saves time and costs. Meanwhile, Mass interviews need a larger number of personnel, time, and funds.
What is mass interview? Mass interview is a long recruitment process, leading to difficulties for employers and businesses. In addition, mass interviews require recruiting the right people, and the right quantity and also ensuring the schedule. Therefore, Mass recruitment staff may encounter difficulties in the process such as:
- There are no candidates to apply for recruitment or a lot of candidates who registered are not qualified.
- Candidate makes appointment but does not attend interview.
- Candidate receives offer but does not accept job on onboard.
- Candidate only works for a few days then automatically quits
In Mass recruitment, employers are less strict
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6 principles of effective mass recruitment
Above, Viindoo has provided information about what is Mass Interview. In order for the mass recruitment process to take place successfully, employers must plan accordingly. In addition, the HR team needs to know the 6 golden rules below to develop the right recruitment campaign and meet the needs of the business.
Develop a clear recruitment plan
To have a perfect recruitment plan, HR needs to:
- Define clearly the goals to be achieved: Analyze how many employees need to recruit for which positions.
- Analyze the labor market: Orient who is the group of workers that need to be recruited, which group of workers is likely to apply.
- Identify the ideal candidate to look for: Analyze the candidate's skills and experience in detail and create a job description. Only in this way can businesses find the right people for the assigned work. This will directly affect the subsequent selection process.
- Prepare a detailed schedule for the recruitment process: Come up with a suitable plan and divide it into phases. This will make it easier to track work progress.
- Sooner is better: Prepare a recruitment plan as soon as possible. If businesses need human resources during Tet, HR should be ready from October.
- Pay attention to recruitment costs: This is for cases like seasonality or unusual scarcity.
Businesses develop a clear recruitment plan
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Actively expanding the source of candidates
Mass interviews are recruiting a large number of personnel, so expanding the source of candidates is extremely important. However, not all employers know how to expand reasonably and effectively. Here are a few types of candidate extensions that businesses can perform.
Building employer branding is an effective method. Businesses that build a prominent and positive recruitment brand will get candidates' attention. This will shorten the time to complete the recruitment plan. In addition, businesses need to use multi-channel recruitment to increase recruitment efficiency. This is a form of optimizing candidate sources in many forms such as:
- Recruitment sites: Recruitment websites such as LinkedIn, TopCV, Vietnam work are the top choices for businesses. Employers need to determine who the recruiting target is, how experienced they are to choose the right recruitment site. Based on the success rate of recruitment on each channel, HR can decide which channel to continue to invest in. In addition, employers need to consult more experienced experts before buying service packages.
- Social networks: Businesses can post job announcements through company profile pages. This will increase the attention and attract more candidates who want to stick with the company. In addition, recruiters should join recruitment groups on Social Media channels or use their personal pages to improve recruitment efficiency. In particular, Facebook is a potential market that employers need to pay attention to develop.
- Referrals from employees: Taking advantage of employee relationships in the company to recruit is a very good method. Former employees will know the skills and experience the candidate needs. With this form, businesses need to implement policies to promote employees to introduce suitable Mass human resources.
Building employer branding
- Job fairs: During job fairs, HR can receive thousands of applications. The recruitment department needs to determine the object and venue that is suitable for the needs and size of the business.
- Building relationships with universities, colleges, and vocational schools: This cooperation will bring educational and business benefits, and at the same time shorten recruitment time and costs. Fresh graduates have the ability to learn quickly and with a large number of people. However, businesses need to pay attention to arranging this human resource into suitable jobs that do not require high experience.
- Using the recruitment management system (ATS): In the process of multi-channel recruitment, there will be duplicate candidates, causing time-consuming and costly channels. Therefore, businesses should use ATS to help automate manual operations. The system also helps track recruitment progress and ensures candidate data is centrally organized.
The source of candidates can be expanded through multi-channel forms
Improve recruitment information to attract candidates
In addition to finding out what is Mass interview, HR needs to find out the candidate's interests for each position. For the most accurate information, HR should ask employees who are working in similar positions in the company. According to the sharing of recruitment experts, here are some suggestions about what Mass candidates are interested in:
- Staff will definitely care about income and hard salary. They also care what the job description is, whether they need to find new customers, what to sell, and to whom.
- Employees in other positions will often be interested in wages, social insurance contributions, labor contracts, hours, working facilities, etc.
- At the same time, welfare policies have to be specified in the job description.
Building a process to screen candidates quickly
To increase recruitment capacity, the human resources department can set up a Mass interview process with the support of technology, especially current recruitment management software. HRs can use Viindoo Recruitment Recruitment Management Software with useful features such as:
- Set up a recruitment website specifically for businesses to attract more candidates.
- Build and manage recruitment bases, and resources on a single platform, helping to avoid scattering and losing records.
Moreover, Viindoo Recruitment Management Software also helps HR executives "breathe" in the mass interview process when possible. Automating the recruitment process such as automatically sending emails, filtering resumes by criteria, creating interview schedules right in the software, etc.
Mass interviews are no longer difficult with advanced recruitment management software.
When recruiting on a large scale, employers need to prepare questions with the same structure. This will ensure fairness as well as ease the screening of applicants. Here are three key questions in any interview.
- Question work experience: Through this, the employer will know the level of the candidate's experience, thereby deciding the suitable position for the candidate.
- Question about work motivation: “Why did you choose our company over another company? What excites you about this position?” This question will help clarify the candidate's purpose and desire for the business.
- Question about candidate Attitude “Do you feel you can work well with your new colleagues? Which management style suits you best? Employers rely on this to determine how well a candidate fits the company culture.
It's also common to use company culture to gauge a candidate's suitability. Candidates who are serious about the job must have learned about the company's culture in advance, through which the business can easily find suitable individuals.
Improve the candidate experience when applying for mass interview
Candidates for mass positions often prefer companies with a dynamic and fun working environment, which is reflected in the recruitment process of the enterprise. Therefore, improving candidate experience is essential to improve mass recruitment efficiency.
What is mass interview - interviews are no longer difficult with advanced recruitment management software.
Thoroughly prepare for the mass onboarding process
Mass outreach is a logical solution when recruiting large numbers of people. However, employers note that 20% of employees will quit after 45 days. Therefore, businesses need to pay attention to the following issues for employees to stay longer:
- Prepare carefully the procedures and documents when receiving candidates.
- Predict the number of layoffs to have an employee retention plan.
- Build plans to train and replace candidates in time.
Common mistakes when recruiting mass
Just knowing the information about What is mass recruitment not enough to have a successful recruitment season. Any form of recruitment encounters errors in the implementation process. If the recruiter knows how to fix it, the quality when mass recruiting will be higher. Here are a few common mistakes when mass recruiting that Viindoo has synthesized.
Before candidates arrive
During this period, there will be errors in recruitment information, salary, and bonus regime, insurance, etc. The main reason is that HR's provision of recruitment information is not good enough. Therefore, recruiters need to regularly survey and record the opinions of candidates first.
Some other reasons for this include: HR's lack of experience in HR planning, and investment in recruitment has not been clearly agreed.
The information about the bonus policy may not be clearly stated in the recruitment notice
When a candidate comes and receives a job
Recruiters need to interact and pay attention to the needs of each candidate during the interview process. In addition, businesses need to offer attractive benefits that employees receive when working at the company.
Poor onboarding process is a common problem at this stage. Since many HR think that when candidates come to the company, they have exhausted their responsibilities. This leads to some unresolved issues and the candidate quits as a result.
FAQs
Why are mass interviews used?
Mass interviews can take various forms, such as group interviews, panel interviews, or sequential interviews. Group interviews involve multiple candidates being interviewed together, while panel interviews involve a panel of interviewers assessing individual candidates. Sequential interviews are conducted back-to-back with different interviewers.
Are mass interviews effective in assessing candidates' abilities?
While mass interviews are useful for initial screening, they may not comprehensively assess individual candidates' abilities. The limited time available for each candidate and the group setting may restrict the depth of evaluation. Therefore, additional individual interviews or assessments may be necessary to make a final selection.
How can candidates prepare for a mass interview?
Candidates should research the company and the position they are applying for, prepare concise and impactful answers to common interview questions, and practice their communication and interpersonal skills. It is also helpful to anticipate group dynamics and be ready to contribute in a collaborative setting.
Are mass interviews different from assessment centers?
Mass interviews and assessment centers share similarities but are not the same. Assessment centers are more comprehensive and include various activities, such as group exercises, presentations, and role-playing, designed to assess candidates' skills and abilities. Mass interviews primarily focus on the interview process itself.
Are mass interviews fair to all candidates?
Mass interviews strive to be fair by providing equal opportunities to all candidates. However, due to the large number of participants, individual attention may be limited. Interviewers must employ consistent evaluation criteria and ensure impartiality throughout the process.
Above is useful information about what is Mass interview Viindoo has learned. This is a form of recruitment that requires high skills and experience. However, if the employer understands the principles and has a suitable plan, it will be successful. Hopefully, the above information will help businesses build effective recruitment methods.
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