Conducting a Large Recruitment Drive: 5 Things to Consider

If you own a business with a large number of employees it is likely that you will run seasonal recruitment campaigns, bringing talent into your workforce in bulk to ensure it's constantly moving in the right direction. Being particularly important for large sales and marketing teams, the way in which a recruitment campaign is conducted needs to be considered at length.   

Below, we take a look at a few things to keep in mind when looking to introduce large numbers of new employees into a business at once, ensuring the process is effective, well-planned and beneficial to the business. 

Define your goals  

While rectifying headcount issues will be at the top of your list of priorities, it is essential that you define your goals before hiring anyone, using your time, money and resources wisely.   

Where you may know that you want new starters on board quickly, it is worth putting some thought into their wage, who their line managers will be, their working hours and generally what their role will look like. This will allow you to see how those you are interviewing can slot into the business and the impact they will have.   

From here you will have a clear picture of what the goal is, creating a plan of action off of the back of that.    

Outline a recruitment budget   

Outlining a recruitment budget is incredibly important and should never be overlooked. This is because a hire should be conducted to enhance profit, not swallow it up.   

Working with an undeveloped talent pipeline and advertising in the wrong places are two of the most common ways employees overspend on recruiting. This is why working with a recruitment agency is an avenue most businesses go down, relying on their efficient recruitment processes, talent pools and diligent approach to vetting candidates.   

Job descriptions  

Whether working with an agency or using in-house staff to source viable candidates, a well-written, detailed job description will be needed. Below is a list of things every job description should feature.   

• Job title and salary  
• A summary of the job  
• Qualifications required   
• Special demands  
• Job duties and responsibilities.

Making job offers   

On average, a candidate will apply for 8 jobs. This is why if you have uncovered top talent that you want in your team, you should put forward a job offer as soon as you can. Illustrating that you are keen to welcome the candidate on board, being prompt and responsive throughout the recruitment process will ensure you don’t lose out on talent to other businesses and competitors.   

Onboarding   

Think finding the right people is the end of your recruitment challenges? Think again. Much attention needs to be paid to the on-boarding process, with the way people are introduced to a business having a direct impact on staff retention rates, staff wellbeing and general company morale. So, investing in a coherent training program could actually save you money.   

Are you looking to conduct a recruitment drive?   

Here at Rhino Commercial, this is something we can support you with, boasting decades of experience in supporting all types of brands with tailored recruitment solutions. For more details on what we can offer you, contact us today on 0333 577 4463.