In our recruitment and selection studies, we focus on the importance of ensuring that all of the processes we use as HR professionals follow a consistent and well-planned approach to individual hires.
We spend a lot of time, both in theory and in practice, making sure that we use the right approach to select the right person for the right job. The question arises, how does this approach support mass hiring as a recruitment project?
Mass hiring takes place when an organization has to recruit and select numerous candidates for multiple jobs within a very short time frame. This differs from the concepts linked to individual selection processes. Typically, the scope of a mass hiring recruitment plan is based on filling as many positions as quickly as possible with the most likely candidates who fit a broad set of job-related requirements. Call it a bulk, volume, or mass recruitment project, the basic elements of sound human resources practices must still be in place in order to make solid hiring decisions as the end result.
As the time-to-fill-rate for a mass hiring process is critical, the use of technology based tools provide for the elimination of time wasting steps which bring little value to an overall bulk recruitment strategy. This includes the use of mobile texting to make the application process simpler and faster. The Canadian Home Depot retail chain has recently implemented a ‘Text-to-Apply’ process in order to fill thousands of possible vacancies across the country.
As noted in the article, while Home Depot has implemented easy steps for potential candidates to apply, they continue to maintain a standard set of requirements for all applicants. In order to be considered, candidates must meet at least two fundamental business needs which include the delivery of ‘excellent customer experience’ in a ‘values driven team’ environment. These business needs are articulated on the company’s website, which also gives us another example of a technology-based tool that is used for effective recruitment practices.
Mass hiring and open-forum recruitment processes, as implemented by organizations like Home Depot, do not necessarily mean a reduction in the quality of candidate requirements. In fact, these processes appear to require an increase in the quality and quantity of effective human resource management in order to ensure that recruitment and selection is clearly aligned with organizational strategy.
- Identify three potential risks and benefits of using a ‘Text-to-Apply’ process as part of a mass hiring recruitment campaign.
- From a Human Resources perspective, what steps or processes would you put into place that assess a candidate’s ability to fit the business needs identified by Home Depot?
- What does the Home Depot – Careers website tell you about its culture and work environment?