Mass recruitment: how to manage large volumes of applications?

recrutement de masse


Recruiting many new, motivated and qualified talents… in a minimum of time. What could be more challenging? In this article, we will see how to manage large volumes of applications, in the context of a mass recruitment.

What is mass recruitment? 

As its name suggests, “mass recruitment” consists of recruiting a massive number (several dozen or even hundreds) of employees in a very short period of time – most often during a recruitment campaign. 

A company can resort to mass recruitment for various reasons: 

  • It may be in a period of strong and rapid growth. 
  • It may be experiencing a peak in activity following a boom in demand – as has been the case. For example, for delivery and e-commerce companies since the arrival of covid-19. 
  • Or operate in a sector marked by structural turnover – like the restaurant industry! 

Work on your employer brand, for qualified applications 

Nothing is more effective than an attractive employer brand to attract the best people with a minimum of effort. What is the principle of an employer brand? For a company, it’s about attracting candidates through the power of image. The goal: to demonstrate that its organization is attractive and a good place to work.

Developing your employer brand is one of the major levers of inbound recruiting (attracting candidates passively instead of chasing them). 

How can a good employer brand facilitate your mass recruiting? 

It’s simple: the better your company’s reputation (internal and external) and image. The more CVs you will receive from motivated candidates who really want to join you and help you grow. An attractive employer brand therefore allows you to increase your ratio of qualified candidates.

💡 Use your employer brand to convey your values, your commitments, your vision of the world… It’s a guarantee to attract candidates who are like you. 

Bonus: with a strong employer brand, you’re constantly receiving unsolicited applications. By paying regular attention to them and archiving those with potential, you will build a solid pool of talent to solicit for your future needs.

Involve all your employees 

Setting up a co-optation program in your company will allow you to mobilize all your employees in your search for talent. How does it work? It is about using the network (both professional and personal) of your employees to recruit your employees. As soon as a position opens up, the company informs its employees with a precise description of the position and the profile sought.

Co-optation allows you to involve your troops in a highly strategic issue for your company: the recruitment of your future rare pearls. It is therefore a doubly virtuous approach. On the one hand, you get more qualified resumes without making more effort. On the other hand, you involve your employees and stimulate their feeling of belonging to the company, by including them in your recruitments.

Precisely prepared interviews

A massive interview means a lot of interviews! These interviews must be quick and efficient, and get to the point. To do this, it is essential to prepare them well, by defining a list of precise points to be raised. The goal: to be able to discern fairly quickly whether the candidate in front of you is the right person for the job. Another good idea is to limit the number of interviews to what is strictly necessary (and do not hesitate to conduct group interviews for positions that lend themselves to this). 

Generally speaking, in the context of large-scale recruitment, it is preferable to move quickly. As soon as you receive the candidate’s CV, start an initial contact and quickly agree on a pre-qualification call. This approach is all the more necessary if you are facing a shortage of manpower. 

Anticipate massive needs as much as possible to reduce costs 

Like everything else in life, anticipating a project can lead to significant savings! Any recruitment, whether volumetric or not, should be optimized through a well-tested process: 

  • It all starts with a clear and precise definition of your recruitment needs (what profiles are you looking for? How many are they? What are the required skills?)
  • Next step: deploy a multi-channel communication strategy (including social networks, job boards, internal communication with employees, possible recruitment campaign…) 
  • Then, once the CVs have been received, it’s time to sort and select the candidates (CV parsing, interviews (individual and group), role playing and tests…. 
  • Finally comes the final selection of candidates and their successful integration into the company. 

An application management tool to eliminate time-consuming tasks

It’s no secret that when you receive large volumes of applications, using an ATS (Applicant Tracking System) software can automate some of the more time-consuming tasks. Thanks to parsing (a method of automatically reading CVs), our Jobaffinity software allows you to sort and classify CVs according to their relevance. With Jobaffinity, you can also :

  • centralize applications in one place
  • monitor the progress of a recruitment process as a team
  • and build up a CV library of high-potential talent! 

Designed by recruiters for recruiters, our recruitment software is easy to use and accessible to everyone – whether you are a recruitment professional, a manager or an operational person.

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