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Krissel and Karla Explain Volume Hiring, MatchPoint Style


Challenges and Strategies in Volume Hiring

 

Ms. Krissel Aranzamendez and Ms. Karla Fuentes, consultants of MatchPoint HR Solutions inc., wholly owned subsidiary of KSearch Asia Consulting, Inc., conducted a talk last May 22, entitled “Challenges and Strategies in Volume Hiring”. The objective of the talk was to present the inherent challenges in volume hiring and MatchPoint’s game plans aimed at hurdling those challenges.

 

They first defined Volume Hiring as a recruitment process where companies hire a huge scale within a short span of time. They added that it is also otherwise known as Seasonal Recruitment, Ramp Recruitment or Bulk Recruitment. The essence of Volume Hiring is to identify hundreds and even thousands of required talents in a fairly short period of time. This is why clients normally outsource such a tedious activity to recruitment providers. Recruitment firms specialize on hiring numerous talents, making use of their data bank, making adventurous so-called “cold calls”, and subject them to screening and testing procedures until they are able to distill the big bunch into a few qualified few worthy of endorsing to their clients.

 

Tight deadlines and limited available skill sets are common challenges.  Unreasonable changes of job specifications midway in the process only compound the difficulties obtaining in volume hiring.  To address these challenges,  Krissel and Karla recommend strongly a close rapport and frequent calibration meetings with the client. Doing so will help recruiters make better assessments of candidates.  

 

Job portals are a common reference point for recruiters. Often these are not enough, so recruiters have to think out of the box and must create alternative sourcing strategies.  One such approach is headhunting or simply trying one’s skill at zeroing in on the right industry, companies and offices where to identify potential relevant talents -- which is not as simple as it actually is.  Generating referrals is, of course, the other most convenient and preferred.

 

Social media has played an important role in sourcing candidates for volume requirements. Recruiters can now expect to generate candidates through the expediency of the social media.  It also helps to maintain a good relationship with those who have been successfully placed in the companies of clients. They are potential sources of referrals for the expansion he recruiters’ professional network.

 

Finding the proverbial needles in the haystack becomes the daily challenge of a volume recruiter. The right candidates are typically not actively looking to make a career move.  In the end, the recruiter is left to his wits and wiliness, aside from needing to be persuasive, resourceful, patient and diligent.  Obviously, volume hiring is not for the faint of heart, as Krissel and Karla would so eloquently stress.

 

 

Reported by:

Mark Tallod, Search Associate

MatchPoint HR Solutions, Inc.

Wholly Owned Subdiary of KSearch Asia Consulting, Inc.

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