Staffing solution for tech companies and other industries

What happens when you have to recruit hundreds of employees in just 3 weeks? A series of positions need to be filled in time to start production… A quick search for human resources to expand business operations… Regardless of the purpose, the race against time in such Mass Recruitment is always a challenge for all recruiters and HR specialists.

Mass recruitment often falls into some specific fields such as engineering, industrial manufacturing. In addition to time pressure, the diversity of job requirements and ensuring the quality of hundreds of selected candidates will also create many difficulties for the person in charge of recruitment.

Similar to other forms of recruitment, mass recruitment for finance staffing solution needs to go through basic steps such as determining candidate requirements, building job descriptions, identifying and approaching candidate sources... However, to be successful in this form of recruitment considered the most complicated, the following factors need to be especially focused on:

1. The factors needed for a successful mass recruitment

Because it is necessary to reach a large number of candidates, mass recruitment requires you to use many different recruitment channels instead of just one or two channels as usual. Depending on the requirements for the positions, you can choose from a variety of recruitment channels such as:

• Recruitment advertising (newspapers and online recruitment sites): Can reach a large number of candidates, while enhancing the image and professionalism of the employer. Online recruitment channels such as VietnamWorks are currently leading in terms of effectiveness when attracting tens of thousands of staffing solution for startups to visit every day.
• University and vocational training system: Every year, there are hundreds of thousands of students and graduates. This is an indispensable source of human resources for staffing solution for tech companies of low-level positions that do not require much experience (entry level positions).
• Job fairs: The biggest advantage of job fairs is that employers can meet a large number of candidates in a short time. This is a very effective way to attract hundreds or thousands of candidates for retail staffing solutions, and you can also receive application documents and meet candidates on the spot.
• Recruitment partners: If internal staff and time are not guaranteed, you should look for a reputable recruitment service provider. Professional recruitment service providers can access many sources of healthcare staffing solutions that direct employers are limited in, and at the same time coordinate many operations to ensure improving the quality of candidates for employers.

Additionally, employers can also use information available in the database from previous hires or consider recommendations from current employees of the company. 

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2.  Personnel preparation

Employers need to have good personnel preparation, such as building a specialized team to be in charge of the entire recruitment campaign. It is necessary to clearly define the role of each individual in the recruitment team: Who is the person who searches for candidates, who is responsible for interviewing about job skills, who is interviewing about personality, and who will be the person who decides the final result... Determining the personnel team participating in logistics staffing solution will help businesses take advantage of the right functions and strengths of the management level in recruitment, ensure the quality of selected candidates, and complete the recruitment in the most effective way.
 

Staffing solution for tech companies and other industries

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3. Build a recruitment process

A tight recruitment process will save a lot of time, and at the same time help attract the right candidates for the position to be recruited. In particular, when mobilizing a large amount of human and material resources for a construction staffing solution campaign, you need to come up with a tight process to avoid errors and losses.

Basically, the recruitment process goes through 7 steps: Identify the candidates you need to recruit; Write a compelling job description; Screen resumes and select potential candidates; Interview by phone/email; Interview in person; Check information with references; and Offer the job.

In many organizations, the recruitment process can have up to dozens of different steps. The important thing when recruiting in bulk is to agree on how many steps will be applied, what the goals of each step are, and decide who will be responsible for each step. In addition to the above basic steps, you can add tests to quickly eliminate unsuitable candidates before conducting in-person interviews.

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