1. MASS RECRUITMENT A look into talent acquisition CodeGround.in
CodeGround Online Testing Platform is an online assessment and evaluation system that helps Recruiters conduct online screening tests to filter candidates before the interview process. CodeGround Recruitment Tests can be used during Campus Recruitment or screening walk-in candidates. CodeGround supports Aptitude Tests, English Communication Skills Assessments and Online Coding Contests in C, C++, Java, PHP, Ruby, Python and JavaScript. CodeGround also supports asynchronous automated interviews.

2. THE RECRUITMENT INDUSTRY
With the evolving market conditions, technology and process, talent acquisition is becoming an increasingly complex process, particularly, when we deal in bulk.
Talent acquisition today is a much more complicated process in companies than it used to be a few years ago. Each phase of the recruitment cycle, from targeting the right candidate to a smooth joining process, has its own unique challenges imposed by evolving market conditions, technology and process. Though many companies have got one phase or the other right, the bigger challenge is to optimize the entire recruitment cycle and ensure that each phase in itself and the entire cycle, function smoothly and efficiently. This requires a thorough understanding of recruitment life cycle and more importantly a focused team dedicated to optimizing the recruitment cycle.
CodeGround

3. CONTENT Introduction Typical Recruitment Process
Mass Recruitment- Challenges and Solutions
Large Scale Sourcing
Effective Screening
Mass Assessment
Onboarding and Overall Management
Preparations for a Mass Recruitment Campaign.
Conclusion
References
Appendix (Online Sourcing Platforms):
Sourcing Platforms
Assessment Screening
ATS
Content of our presentation: We will be talking about challenges, along with solutions, followed by some tips and guidelines for bulk hiring.
CodeGround

4. What Is Mass Recruiting?
How would YOU Hire 2,000 People?
Mass recruitment is a process of recruitment of significant number of employees with similar qualifications or different competencies and qualifications to fill in almost all positions in an organization. This action basically leads to filling of positions within a short period of time.
CodeGround

5. Mass Hiring: Infosys Example
Between , employee strength needed to be maintained 1,60,000.
Annual Attrition rate is 30% i.e. loss of 30,000 people every year
Hire 30,000 people to maintain the strength
20 resumes to make 1 hire
Analysis of 6,00,000 prospects
All this over a span of one year!
CodeGround

6. TYPICAL HIRING PROCESS
Let us describe the typical hiring process. A typical hiring process includes 4 stages: Sourcing, Screening, Assessments and Onboarding. When we look at the process from the perspective of mass hiring, each stage will present its own challenges.
Sourcing
Screening
Assessment
Onboarding
CodeGround

7. MASS RECRUITING (Challenges & Solutions)
Finding large number of prospects
Effective Talent Branding - to attract quality candidates
Make your search extensive geographically
Establish an effective response management system.
Effectively manage the Career Interfaces
Solutions
Mobilize all Channels. Job Portals, Consultants, Walk-in, Campus and Referral Programs, Social Media
Lucrative “Career Site” and “Job Descriptions”. Promotion: Conducting Online Contest, Social Media Activities
Digitize the process, Use all online job portals, Region-wise Social Media Ads, Consultant Identification
Look for digital integration, all sources and communication should be from one platform handled by a team
Dedicate a team to update Career Interfaces.
Large Scale
Sourcing
Challenge-1. Finding large number of prospects:
Solution -1. Plan to use all possible channels available: Job Portals, Campus Recruitment Programs, Consultants, Walk-in, Referral Programs
Challenge-2. Effective Talent Branding
Solution-2. Lucrative “Career Site” and “Job Descriptions”. Promotion: Conducting Online Contest, Social Media Activities
Challenge-3 Make your search extensive geographically
Solution-3. Digitize the process, use all online job portals, region wise Social Media ads, region wise consultant identification
Challenge-4 Establish and effective response management system
Solution04. Look for digital integration, all sources and communication should be from one platform handled by a dedicated team
Challenge-5 Effectively manage the career interfaces
Solution 5. Dedicate a team to update Career interfaces
Following various recent trends of recruitment
A periodical evaluation of the sources used for mass recruitment
Solutions:
1) Human Resource planning -Usually neglected by many but the most crucial step to draft the whole plan of recruitment, no of people to be hired and budget planning for the process and designing a process to proceed.
2)Use of online portals not only saves time , but also covers a large number of candidates applying globally
3)Its always effective to follow the trends of recruitment by updating oneself for the same and avoiding the time consuming traditional methods of mass recruitment
4)A clear cut job description and job specification, simple and easy to understand by the candidates allows appropriate and prospective candidates apply
5) A good company image motivates candidates apply for the job irrespective of the odds in the industry and also helps retaining the existing employess
6) Periodically evaluate the sources used for hiring for their efficiency and growth stages down the line , also look into future needs by evaluating and monitoring
7) A good Motivation is a source for positive energy and strength. Recruitment being the most crucial and critical task for any recruiter- motivational rewards get them work out their own SWOT anakysis and perfrom better to go an extra mile to look into wider range of sourcing.
CodeGround

8. MASS RECRUITING (Challenges & Solutions)
Build a quick screening process
Test on the parameters of work culture fit and right attitude, in a quick way
Solutions
Multiple Ways
Automated pre-screening of resumes via ATS
An online pre-screening test with automated results
Psychometric assessments can be an answer.
Screening
Solution:
Job Description needs to be kept in mind of the hiree and hirer so as to match the requirements during screening the candidate, be it through interviews, online tests, Graphology tests, polygraphy tests etc.
Allow yourself and take time to understand the candiddate and his capability instead of getting too judgemental too soon on perceptions that prevail behaind ones mindset about the candidate by inappropriate factors liks race, sex,caste,creed,facial appearance and so on.
Never be blinded by the negative side of the candidate alone which demotivates them, but look into the bright of the candidate and motivate them to put out their best at the screening process.
Halo effect: considering only one trait or job-related attribute to influence their evalution of the remaining qualities of the candidate.
Establish an easy and informal environment to make the candidate comfortable to put out his best knowledge that he possess
An overall SWOT Analysis of the candidate, by analysing career and interests to reveal strengths, weakness, patterns of behaviour
Keep track and maintain the flow of the process so as to avoid it going out of the box and to not make the other candidates wait for too long by tracking the time taken for each interview and regulating it.
CodeGround

9. MASS RECRUITING (Challenges & Solutions)
Efficiently carry out the assessment process
Identification of tools that can make the process time and cost effective.
Solutions
Multiple Activities
Requirement Based Online Assessments using different platforms
Asynchronous recorded interviews
Digital 1-on-1 interview
Research and experiment with different assessment tools
Assessment
Solution:
The type and design of the assessment used should not deviate from the requirement nor should get personal/irrelavent to the Job description.
An assessment would prove to be a useful to the recruiter when it comes in as a whole package of testing the candidates Ability, knowledge, interests, personality and IQ and so on.
Reliability: Standardization of the procedure of administering and scoring the test results. eg:A person who takes up a test one day should be able to take the same test next day or some day scoring more or less the same result.
Validity: is such a criteria which helps to predict if whether a person will be successful in a given job if the candidate will be able to perform a prospective job or not.
Objectivity: When two or more people can interpret the results of the same test and derive the same conclusions.
Standardization:is administered under standard conditions to a large group of of persons who are representatives of the individuals for whom the intended to. That is to obtain norms and standards so that a specific test score can be meaningful when compared to other scores in the group.
4)Choose tests that is not tiring to the candidates and is economic and time saving to the recruiter as well. Eg: Online assessments,Group interviews and so on.
5)Simple tools for evaluation making it quick and easy for the recruiters. Eg: Automated evaluation/Digital Evaluation.
6)Creating Assessments which are simple and specific for the candidates to understand easily.
CodeGround

10. MASS RECRUITING (Challenges & Solutions)
Carry out a background verification check on scale
Optimize the cost per candidate acquisition
Labour market competition: Candidates have multiple offers.
Manage the process
Solutions
Outsource to the background verification service providers.
Effective Planning
Research the online tools in terms of pricing and effectiveness
Analyse the consultants and job portals on pricing and capabilities
Stage-wise budget allocation
Hire 20% more than the number of open positions
All-in-one Applicant Tracking System
Onboarding
&
Management
Solution:
Always keep the objectives, vision and mission of the company in the mind and communicate it effectively to the candidates.
Training need analysis to be done and forecasted and designed in advance so as to make it economical as well as effective to the trainees as well.
Induction to the trainees should not just stick to the material and policies alone but also to getting them know and understand the company , work culture and employees as well.
New joinees come with a whole lot of anxiety and perceptions about their new job and roles to perform, which is why informal ways would help them do better.
The company policies and procedures material handed to the joinees should be realtively clear and simple to understand to the candidates not making them seem hapazard
Increasing the image of the company in the mind of the candidates by narrating success stories of the company and the best employess and appraising the best perfromers to motivate them.
Getting a feedback from the candidates so as to improvise the management efforts during the induction as well as the training process.
Continuous evaluation and monitoring of the overall process and reporting the pitfalls to the management time to time so as to help the mnagement get the wider view of the areas of improvement for further hiring process to onboarding.
CodeGround

11. PREPARATION (Action Plan)
Understand the requirement in detail.
Layout a comprehensive hiring plan.
Analyse the companies with which associations are expected.
Finalize the avenues for sourcing
Finalize the tools for screening, assessments and applicant tracking.
Keep your hiring team ready.
Estimate the project budget for each step of the hiring process.
Seeing that the best and the brightest people line up for your company is the key goal of any organization, but this requires some serious creativity in the recruiting efforts. Now, what if you need to hire a lot of people and make it undeniably fast? How to improve hiring practices for bulk hiring and where to start..?
Scatter hiring
CodeGround

12. RELAX & WATCH IT ROLL
Once you have done all the preparations and comprehensive planning.
Just relax and watch it happen.
Once you have done all the preparations and comprehensive planning based on the guidelines given in this presentation. Just relax, enjoy your coffee and watch it happen
CodeGround

13. REFERENCES
s/all/themes/merajob/pdf/MeraJob-Pre-Screening-Solution.pdf
Thank you for your time
CodeGround

14. APPENDIX (Online Platform Providers)
Sourcing Platforms:
Naukri
Shine
LinkedIn
Entelo
Hired
Jobseeker
TalentBin from Monster
Piazza Careers
Swoop Talent
Sheroes for Women
CodeGround

15. APPENDIX (Online Platform Providers)
Assessment/Screening Platforms:
CodeGround
Codility
Interview Mocha
HackerEarth
HackerRank
Mettl
Survey Share
Qualtrics
Zoomerang
Survey Monkey
CodeGround

16. APPENDIX (Online Platform Providers)
ATS (Applicant Tracking Systems):
JobDiva
Bullhorn Staffing and Recruiting Software
Applicant Stack
Jazz
Icims
Greenhouse
Clear Company HRM
Jobvite
The Applicant Manager
Jobadder
CodeGround

17. All of the content on these slides are copyrighted. © CodeGround 2016
Thank you!
@code_ground
Thank you for your time
All of the content on these slides are copyrighted. © CodeGround 2016
CodeGround Online Testing Platform is an online assessment and evaluation system that helps Recruiters conduct online screening tests to filter candidates before the interview process. CodeGround Recruitment Tests can be used during Campus Recruitment or screening walk-in candidates. CodeGround supports Aptitude Tests, English Communication Skills Assessments and Online Coding Contests in C, C++, Java, PHP, Ruby, Python and JavaScript. CodeGround also supports asynchronous automated interviews.
CodeGround