How to Hire and Onboard in Bulk

How to Hire and Onboard in Bulk

Need to hire and onboard in bulk? While this is certainly a growth opportunity for your company, it can present challenges for human resources departments and managers within that company. But with planning and preparation in advance, and by following a few key steps, the hiring and onboarding challenge can be met, ensuring your company is able to meet the staffing and business challenges it now faces.

Below are some tips for scaling your hiring and onboarding:

Hiring

The current unemployment conditions require an aggressive, creative and comprehensive approach to drive sufficient applicant traffic to your openings and hiring needs says Jim Kwapick, district president for Robert Half in the Minneapolis/St. Paul area.

Consider job fairs, participating in online hiring fairs promoted through social media channels and setting up your own job fair. Communicate your opportunities to your employees electronically and physically on-site with posters or an information booth in the cafeteria of break room, says Kwapick. Execute a campus hiring drive with the proper institutions.

“To be successful with bulk hiring requires a broad, yet targeted, candidate outreach and an effective yet efficient, user-friendly selection process,” says Kwapick. “What does not work is a slow, labor-intensive selection process.”

Having to hire multiple numbers of people is usually a good sign that demand has picked up and business is moving forward, says Monika Morrow, SVP Career Management Services, Right Management.

Hosting local career fairs is one way to meet with multiple candidates, however, employers can cast a much larger net using virtual technologies, such as Right CareerExpo. One excellent way to connect with multiple job seekers is to host career fairs and events virtually.

Right CareerExpo is a virtual technology platform that invites employers to host or participate in virtual career fairs that connect them with active candidates across geographies, industries and skill sets. Candidates and employers can interact directly through private messaging, group networking and webcast presentations. Through Right CareerExpo, attending job seekers and hiring managers/recruiters are offered a variety of options to share information and communicate easily and effectively. Right CareerExpo is part of Right Management’s outplacement solutions.

“Virtual technologies allow employers to have a ‘quick look’ at potential talent and narrow the field to those most qualified without going through a full interview process – saving time and money,” says Morrow.

Other ways to expedite the hiring process is through social media campaigns via Facebook, Twitter and LinkedIn. Campus hiring fairs can help with entry-level hiring. It can also be efficient to hold hiring fairs at your own company office, which can be promoted through social media.

Onboarding

All onboarding steps have to be considered and streamlined, says Kwapick. The payroll and accounting departments will incur an increase in paperwork, and telephone, computer and Internet capacity need to be taken into account as well. Work stations and break room facilities also need to be assessed to ensure there is sufficient capacity.

Ensure that you have processes and tools in place before the actual hiring begins, says Kwapick. Providing onboarding programs for all new employees should be an ongoing priority.

“Orientations help staff more quickly acclimate to your firm’s culture and expectations and feel like part of the team,” says Kwapick. “Organizations that provide effective orientations also lay the foundation for improved retention by showing new hires the company places a priority on professional development and supporting employees’ career growth.”

Develop a hiring plan

The job market is hot, and skilled candidates are scarce, says Kwapick. As such, start your hiring efforts as early as possible and consider staggered start dates.

“This is less efficient than one start date, but it will enable the employer to start hiring sooner, which will help achieve the volume of hiring that is required,” says Kwapick.

Consider outside staffing help

If your firm does not have in-house experience with “bulk” hiring and onboarding, working with a specialized staffing firm can help the process go more efficiently and help your team ramp up and become more productive sooner. Choose a firm with a relevant body of work and check their references, says Kwapick. Be sure to do an apples to apples analysis, meaning, be sure the staffing firm has been successful with similar volume, skill set and timeline requirements.

Recap: 5 tips to consider when hiring and onboarding bulk, according to Kwapick:

  1. Design an effective and efficient selection process that is structured and uniform, yet not lengthy and time-intensive. Start with a detailed phone screen to minimize “misses.”
  2. Be user-friendly. Get creative and flexible with the time and location where the interviews will occur. Make it easy and convenient for candidates to be considered.
  3. Maximize candidate outreach. Tap various resources, including job boards, print, radio, social media and your employees (e.g., for referrals) to generate applicant traffic.
  4. Partner with a staffing firm that specializes in the area of need and has a demonstrated ability to deliver a similar volume of comparable skill sets in a timely manner.
  5. Develop an efficient and effective onboarding process.

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Matt Krumrie is a career columnist and professional resume writer who has been providing helpful information and resources for job seekers and employers for 15+ years. Learn more about Krumrie via resumesbymatt.com, connect with him on LinkedIn (www.linkedin.com/in/mattkrumrie/) and follow him on Twitter via @MattKrumrie.

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