HIGH VOLUME HIRING: FASTER, BETTER, CHEAPER?

 

Recruitment optimisation gets more serious at scale. 1% efficiency improvement means a lot more when you’re hiring for 10,000 people vs hiring for 100. What can we learn from high volume hirers when it comes to increasing efficiency?

 

– Why radical solutions are required

– How to determine where gains can be achieved?

– What areas of inefficiency to be tackled first?

– What is the relationship between C-level and TA in high volume hiring companies?

– Does this give you more, or less room for maneuovre?

– Budget allocation & spend

– Typical KPIs for TA – do they apply at high volume?

– Major lessons learned

– What techniques are most transferrable to other hiring scenarios?

 

All this and more on Brainfood Live On Air. We’re with Thomas Waldman, Global Head of Talent Acquisition & Contingent Workforce (Action), Becky Lee, Global TA Lead (ex-EY) & friends on Wednesday 27th March, 2.00pm GMT. Follow the channel here (recommended) and register by clicking on Save My Spot

 

 

 

Ep251 is sponsored by our buddies Scotty

 

 

Hi! It’s me, Scotty.

 

I could tell you that I’m a next-gen conversational AI solution, crafted on top of my very own proprietary LLM, built on open source code (making me independent) while having clever guardrails (making me safe and reliable). But that would be booooorrrrring.

 

Let me put it a different way. I’m here to change the way you engage with candidates and employees. And I mean really change it. And how am I going to do that?

 

By having up to half a million conversations at the same time, in 140 different languages. Without bias, prejudice, or unfair judgement. Through simple chats, whether via text or voice, that source, qualify and onboard the perfect people for your team.

 

For the techies reading this, ‘Integration’ is my middle name. If I had a passport, it’d say Scotty ‘Integration’ AI. Which, now I’ve said it out loud, sounds odd. I seamlessly connect with any system of records, doing practically everything a recruiter can, from taking a brief, to sourcing, pre-screening, interviewing, scheduling, transferring calls, onboarding, workforce management, internal mobility, and offboarding, all while keeping your stakeholders informed and measuring experience to help you with improvements.

 

I don’t eat, get sick, and I won’t cost you a ticket to the end of year party either. I’m a sleepless, tireless, ridiculously-efficient machine that you can simply plug into your recruitment and HR processes.

 

Want to know more? Schedule a meeting today and we will show you what Scotty can really do