High Volume Recruitment
High-volume recruitment is a daunting task for most organizations in an era with a high attrition rate. Therefore, this calls for employers to implement strategic measures to attract, hire, and retain talent. The demand for high-volume recruitment particularly applies to large corporations as they expand internationally. High-volume recruitment, in this case, refers to recruiting hundreds to thousands of employees within a short period. Kia, a South Korean Corporation, is employing massively to cater for its US subsidiary in Georgia.
One of the strategies for high volume hiring is focusing on the candidate first approach. That means the recruiting firm must strategically position itself so that potential candidates can access them easily (Mathis et al., 2017). In collaboration with a Georgia Labor agency department, Kia availed computers for access by students who may not have home-based internet. Also, successful firms such as McDonald’s have Snaplications, a strategy that enables them to access potential employees digitally.
Also, high-volume recruiters should automate the recruitment exercise. Automation tools and the internet allow HR departments to automatically screen many resumes quickly (Mathis et al., 2017). Such tools assess human factors in employees’ resumes based on pre-determined keywords. For instance, Kia received 40,000 applications, which means there were 40,000 resumes to check. Manually assessing such resumes would be a burdensome task for recruiters.
Again, recruitment practices vary significantly between large organizations and small firms. A small firm naturally has limited revenue and a modest HR team (Behrends, 2007). Accordingly, this means a small firm cannot manage expeditiously hire as with large firms. Besides, large businesses have automated tools, whereas small firms rely on manual processes.
From Kai’s recruitment process, it is evident that high-volume recruitment requires strategic planning and operational efforts. There is a need to focus on technology and automation. Large companies also need to try and embrace the candidate first approach, whereby the company actively searches for potential candidates. However, the case differs with smaller firms that employ slower and rely on manual processes.
References
Behrends, T. (2007). Recruitment practices in small and medium-sized enterprises. An empirical study among knowledge-intensive professional service firms. Management revue, 55-74.
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A. (2017). Human Resource Management 15th ed.
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Question 
High Volume Recruitment
Instructions
Read the “Recruiting at Kia PDF” case study and answer the questions in essay format. Be sure to follow APA guidelines and write your paper in the proper format, not as a question and answer.