Hi All,
I am going for a recruitment campaign of about 200 people and have 600 candidates to meet in 3 days. I have a few VP-level delegates traveling as a part of the interview panel. I need your valuable advice to execute this campaign in a well-organized manner. Please suggest.
Regards, Kasheef
From India, Bangalore
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I am going for a recruitment campaign of about 200 people and have 600 candidates to meet in 3 days. I have a few VP-level delegates traveling as a part of the interview panel. I need your valuable advice to execute this campaign in a well-organized manner. Please suggest.
Regards, Kasheef
From India, Bangalore
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Dear Kasheef,
You could have given a little more information about your recruitment campaign. What is the nature of your industry? What is the education level of job candidates? Where will the recruitment take place, and what would be the designation allotted after joining? How many vacancies do you need to fill? How many people will be involved in the interviews?
Since this is a mass recruitment, let me assume that it must be for freshly graduated or post-graduated candidates. Nevertheless, if 600 candidates are expected to attend the interview, your company must have handled a similar campaign in the past. Why not utilize that experience? Secondly, if VP level officials are likely to participate in the selection, shouldn't they be guiding you on designing the flow of the entire recruitment process? Why was there a need to ask for suggestions in a public forum?
As a solution, I recommend conducting an aptitude test or logical reasoning test. Generally, these tests are conducted through Multiple Choice Questions (MCQs). This is the best filter at the initial stage. You can have 30-40 questions, and you can allot 30 minutes for replies. Even by using a manual method, there is a smart way of working, and it takes just 30-40 seconds to assess one answer sheet. Therefore, no computer or software is required. In the first round, weed out 80% of candidates and retain just the top 20%. This process may take about a day to complete. To facilitate this round, you need to have a hall in the educational institution.
At the second level, conduct one more test related to the nature of the job that the candidates will be doing. In this round, eliminate an additional 5-10% depending on your vacancy requirements.
On the third day, or in the second half of the second day, you should conduct interviews for 50-75 candidates, depending on the requirement.
If your company has sufficient funds, you may hire services from educational institutes that provide coaching classes. You can outsource the first round of selection to them. They should be able to provide the results in soft copy. However, you will need to prepare the question paper and answers for the questions and provide them to the institutes.
Thanks,
Dinesh Divekar
From India, Bangalore
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8219You could have given a little more information about your recruitment campaign. What is the nature of your industry? What is the education level of job candidates? Where will the recruitment take place, and what would be the designation allotted after joining? How many vacancies do you need to fill? How many people will be involved in the interviews?
Since this is a mass recruitment, let me assume that it must be for freshly graduated or post-graduated candidates. Nevertheless, if 600 candidates are expected to attend the interview, your company must have handled a similar campaign in the past. Why not utilize that experience? Secondly, if VP level officials are likely to participate in the selection, shouldn't they be guiding you on designing the flow of the entire recruitment process? Why was there a need to ask for suggestions in a public forum?
As a solution, I recommend conducting an aptitude test or logical reasoning test. Generally, these tests are conducted through Multiple Choice Questions (MCQs). This is the best filter at the initial stage. You can have 30-40 questions, and you can allot 30 minutes for replies. Even by using a manual method, there is a smart way of working, and it takes just 30-40 seconds to assess one answer sheet. Therefore, no computer or software is required. In the first round, weed out 80% of candidates and retain just the top 20%. This process may take about a day to complete. To facilitate this round, you need to have a hall in the educational institution.
At the second level, conduct one more test related to the nature of the job that the candidates will be doing. In this round, eliminate an additional 5-10% depending on your vacancy requirements.
On the third day, or in the second half of the second day, you should conduct interviews for 50-75 candidates, depending on the requirement.
If your company has sufficient funds, you may hire services from educational institutes that provide coaching classes. You can outsource the first round of selection to them. They should be able to provide the results in soft copy. However, you will need to prepare the question paper and answers for the questions and provide them to the institutes.
Thanks,
Dinesh Divekar
From India, Bangalore
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