Hiring a ton of employees at once can help you a lot when it comes to handling business. Your employees will join the company in a cohort-like fashion which will help them connect with their fellow employees. Your human resources officials won’t be in a constant state of onboarding new people year round. It seems like a positive for everyone, but hiring a ton of people at once can be detrimental to potential candidates if you don’t get a handle on the process early.
The downside to hiring a lot at once is that communication can be difficult. How do you communicate with everyone when you are hiring 100+ people and interviewing even more? Communication during this time can seem complicated, but it's not impossible. Today we wanted to shed light on how to keep the lines of communication open when you are hiring a massive amount of employees.
Candidates Don’t Know How Many Employees You Are Hiring
First, let's get clear. Your candidates don't know how many employees you are hiring. All they know is how you treat them during the hiring process. Your candidates don't see the plates you are spinning, and they don't need to know everything happening behind the scenes. You want to make the hiring process as seamless and informative as you can for them.
You Want To Create A Hiring Process That Is Similar, No Matter How Many Employees You Are Hiring
Since your employees won't know how many plates you have spinning at all times, you need to create a hiring process that is similar for everyone. Creating a hiring process will help cut down on any issues since you always have a protocol to follow. You can spend more time with your candidates once you have that process in place. Creating a process will naturally help you have more time for applicant communication.
In an ideal hiring world, what elements fall into place? Can you think about a time when hiring an employee was simple and successful? What aspects of that hiring decision can you bring into your newly defined hiring process?
Once you have that process solidified, get it in writing. Create a chart for everyone in your office to follow. Tweak and adjust it based on the circumstances of the job. You may have a different hiring process for various job openings. For example, your hiring process for software engineers will probably be different from the process for customer service representatives. You should be able to create these different processes with time, but for now, start with your main process.
Automate As Much Of The Process As Possible
Applicant communication isn't always you chatting directly with applicants. That face-to-face or over the phone/internet communication is important, but it's not everything. You can usually automate a ton of this process, so even when you are interviewing hundreds of applicants, you can still communicate with everyone.
We’ve talked about mapping out your applicant journey communication points before. Once you map out when the best time to communicate with your applicants is, you can create templates and load these into a system like ConveyIQ to chat with your candidates when they'd likely need you most.
Automation can be scary, but think about it, does your recruiting team send these emails already? Chances are, this vital aspect of the hiring process is being left out. Your hiring managers can’t do it all, and automating these messages will be helpful for them.
Get Someone To Manage Replies To Applicant Concerns
Once you have everything automated, you need someone there to manage any replies you get from those emails you send out. Communicating with applicants frequently does take more work, but it's necessary. We know that our recruitment strategies impact our company more than we think. Taking the time to answer questions and concerns will help you stand out as an employer.
These responses don't have to be long, and you don't have to stand by your computer all day waiting on them. Designate some time in the morning and afternoon to answering any candidate concerns that pop up. Your candidates won't expect you to respond within a few minutes of them sending an email anyway.
Create FAQs Based On Frequently Asked Questions During The Hiring Process
As you communicate with more candidates, you will begin to see some themes emerge. Your career page is the perfect place to create a frequently asked questions section. Take some of your most universal questions and create a quick reference for all those common questions.
These FAQs should be easily found on your website. You can link to your FAQ page in the job descriptions on your site and on other platforms. For a look at how FAQs should be structured check out The Segal Group’s FAQ page.
Communication Can Scale With You
If you get nothing else from this article, understand that communication can scale with you. You may think that you need to abandon dialogue when you are trying to hire a ton of employees, but your communication is what sets you apart. Applicants are looking for companies who communicate with them throughout the process, and it's possible for you!
Are you looking to step up applicant communication for your company? Check out our white paper that will help you optimize candidate communication.