What is Bulk Recruitment & how does it work?
If you were expecting to send off a CV, have a quick meeting with a recruiter, and suddenly you are in front of an international hiring manager – think again!
Bulk recruitment might not be something that you’re familiar with, mostly because traditionally the South African market has never really served the international market in this context and at this scale.
Bulk recruitment is the process of hiring a large number of candidates simultaneously for a specific job or position. This can be expanded to cover more than one position at a time. The exact process may vary depending on the client organization’s specific requirements, but here’s a general overview of how bulk recruitment typically works:
Planning and Strategy:
The client organization determines the number of positions to be filled, the required qualifications, and the timeline for recruitment. They also define the recruitment strategy, including the sourcing channels and selection criteria.Typically in the global market this requirement is then put out as a tender. Only verified, recognized and reputable recruitment companies (like Asanté) are allowed to participate in the tender process. Sometimes the tender approval can be split between more than one successful participant in the process. Being awarded a tender like this does not initially specify the exact award numbers. Award numbers refer to the exact quantities of team members required per job title. At this stage of the process the recruitment company has to wait for an actual demand number to be awarded to them directly and only THEN can the process move forward to the next steps. Please note that at this time, there are no exact dates or timelines set by the client organization. The ONLY certainty is the project end date, which is the actual “boots on the ground” target date.
The recruitment company in the meantime has to use various channels to attract a large pool of potential candidates. This can include job boards, online portals, social media platforms, career fairs, campus placements, referrals etc. This process starts as soon as the initial tender is successful.
The initial screening process involves reviewing the applications received. This may be done manually or by using applicant tracking systems (ATS) that help filter and shortlist candidates based on specific criteria such as education, experience, skills, and qualifications. At Asanté, everyone has equal consideration and we manually review each applicant.
Without all the necessary supporting documents in place and ready, a candidate can not move forward in the process. A great example is the need for a passport. Should the candidate not be in possession of a passport, and the recruitment company does not have a copy of this on record, a candidate will not be able to travel outside the borders of his/her own country. The same argument is relevant for any other documents that need to be on record at the recruitment company. Imagine being impressed by a candidate and guiding them through the entire process – only to suddenly at the last minute to find that your star candidate doesn’t have a passport – and therefore does not qualify for a work visa.
Depending on the nature of the job, organizations may conduct pre-employment assessments to evaluate candidates’ aptitude, technical skills, cognitive abilities, or personality traits. These assessments help identify the most suitable candidates for further consideration.
Group Activities and Assessments:
To manage a large number of candidates efficiently, organizations often conduct group activities or assessments. This can include group discussions, case studies, role plays, or other activities that assess candidates’ teamwork, problem-solving abilities, and communication skills.
Shortlisted candidates may undergo one or more rounds of interviews. These interviews can be conducted in person, over the phone, or through video conferencing – these approaches vary depending on the client organization’s preference and logistical constraints. The interviews aim to further evaluate candidates’ qualifications, technical expertise, behavioral attributes, and cultural fit.
Background Checks and Verification:
After selecting potential candidates, organizations and recruitment companies typically conduct background checks, including verifying educational credentials, employment history, references, and any other relevant information provided by the candidates. This helps ensure the accuracy of the information provided and the suitability of the candidates for the position.
Offers and Onboarding:
Once the final selection is made, employment offers are extended to the chosen candidates. The organization communicates the terms and conditions of employment, including salary, benefits, start date, and other relevant details. Upon accepting the offer, candidates go through the onboarding process, which involves completing paperwork, understanding company policies, and getting familiar with their roles and responsibilities.
Most often Asanté plays an active role in the pre-deployment onboarding process, meaning support from a trusted team that you are already familiar with, where you are able to ask questions and get advice.
It’s important to note that the exact steps and procedures involved in bulk recruitment may vary depending on the organization, industry, and specific requirements. Some organizations may also employ additional methods, such as assessment centres or online testing platforms to streamline the process and identify the most qualified candidates efficiently.
Asanté shares the exact steps with you as we go through the process.
You’ll have all of the information you’d need to go full-steam into your next adventure!