Mass Recruitment

What is mass recruitment?
Adecco’s core competency is the ability to fill a variety of different positions within different industries on a daily basis with the right candidate "fit". Whether industrial or clerical, general recruitment solutions or permanent placements, Adecco is able to take on almost any type of recruitment challenge.
With Call Centre Clients in particular, there may be a need for a large number of positions to fill, sometimes in very short timeframes. For example, Adecco Winnipeg recruited over 1,000 temporary, seasonal and permanent employees for one client in 2003. This is Mass Recruitment.

How do we do it?
At Adecco, we thrive on this type of challenge. We utilize our staff and our resources to achieve our clients’ goals. Adecco programs are designed to ensure volume, quality and retention management. It is our objective to consistently exceed our clients’ expectations by continuing to offer leading recruitment solutions, as well as customized recruitment and outsourcing solutions, enabling our clients to focus only on their core business.

Mass Recruitment is probably the most complex form of recruitment today. Advertising strategically in order to ensure the ongoing applicant requirement has been demonstrated is one of the most important elements to ensure response times are met.

Recruiting at Adecco is a process, not an event. Our formalized recruitment methodology supports our quality commitment to our clients. Our service teams understand recruiting to be a critical function and a key driver in the success of both Adecco and its customers.

Understanding client requirements is one of the most important things in any business, especially in the recruitment solutions business. Adecco’s growth and success is, in large part, the result of understanding and anticipating the recruiting needs of our clients. Adecco combines the knowledge gained from regular meetings with clients, our internal service team members, Adecco’s job applicants, and industry trends to build a knowledge base of skills required and the market availability of those skills.

Adecco’s recruiting programs are designed to attract desired skill sets, qualified applicants and sufficient volume of applicants to meet the needs of our clients. Our recruiting programs utilize a variety of sources to attract applicants. The following summarizes a few of our applicant sources:

  • Internet Recruitment – Adecco.ca (our website) and several leading job boards attract a huge pool of candidates. We also use advanced e-marketing strategies to attract the right candidates.
  • Print Advertising – Major local newspapers, community newspapers, magazines, etc.
  • Referral Programs – More than fifty percent of our contingent workforce comes to us via our referral network.
  • Job Fairs – Adecco can recruit and interview large numbers of candidates in a short period of time.
  • Telemarketing Campaigns – Adecco’s FasCast system, using IVR technology, drives large telephone blitzes.
  • On Campus Recruitment – Local colleges, universities, training centres and professional organizations keep us connected to dynamic talent pools.

Staff and Resources
"Above and Beyond", is the motto we go by when it comes to mass recruitment. We understand that businesses have different peak periods in which they will need their employees to work around the clock to fulfill their initiatives. Knowing this, we have a dedicated staff that is ready to meet these ever-changing requirements. As mass recruitment is a continuous process, we remain flexible and eager in order to obtain the necessary volumes.
The use of Xpert® online testing is a major tool at Adecco and has become an invaluable asset to our success during these mass recruitments. The ability to send testing via e-mail to large amounts of potential candidates is used both as a screening device and as a way to perform our day-to-day duties more efficiently.
As our various recruitment methods bring applicants and resumes in, Xpert® online testing allows us to test these candidates in large numbers at the their convenience using their own PC. This allows us to screen and meet more applicants, conduct more testing, and increase the likelihood that mass recruits will be filled appropriately.

Conclusion
In order to be successful in mass recruitment, commitment is required from both internal staff and the client. Open communication needs to take place to remain as organized and as up-to-date as possible. We strive to create a seamless process for the client. Although mass recruitment is an extremely different type of recruit, we are extremely confident in this area due to our extensive experience and the systems we have in place.