Indeed, finding A-level talent is not an easy task, but CareerPlug’s high-volume recruiting model can take that burden away. Rather than typical sales recruiting, CareerPlug sources candidates from multiple outlets. Aside from sourcing active candidate markets, CareerPlug also focuses on all the major Social Media outlets.

Using Twitter, Facebook, Myspace and especially LinkedIn, CareerPlug is able to find A-level candidates who rely more on networking to find job opportunities than job boards.

Once candidates have been sourced by the CareerPlug Talent Specialists, a targeted e-mail campaign sent out to each candidate directs them to a personalized micro-site containing their job posting. As CareerPlug already has the candidate’s resume on file, all candidates have to do is simply double check their contact information and click submit – making career transitions easier and less stressful.

Once candidates express interest, the Talent Specialist team dives significantly deeper into the resumes to confirm that the interested candidates fit not only the requirements set by our clients, but really stand out as A-Level Candidates.

If Adler’s estimation that an A-Level candidate can bring a financial gain of 10-100 times his or her salary, how much money could CareerPlug help make you?

Here’s the original post and my response:
Original Post:
I have a friend who has a 90-day deadline to fill 150 positions based on a government contract in her new position with a healthcare company. The contract is based on 150 hires (100 call/claim and various support staff, 25 nurses and 25 other mgmt/supervisory roles.) Does anyone know where she should start? She has done recruiting before, but not this many positions at the same time. I told her I would ask this experienced and talented group!

My Response:
Sheila,

I would recommend that your friend approach this challenge from a marketing perspective.

For each position type, she should develop a strategy to:
1) Build multiple channels to generate candidate leads.

2) Drive these candidates to a website where they can explore the opportunity, assess their candidacy, and register for a hiring event.

3) Conduct hiring events that streamline the process for reviewing a high volume of applicants.

Here are the lead generation channels that I would consider:
– Job postings on major/niche boards (+ craigslist)
– Email campaigns to candidates within job board databases
– Post on the job search engines (Indeed, SimplyHired)
– Pay-per-click ads on Google
– Employee referrals (if applicable)
– PR (local news will certainly cover this)
*Note – she may need a different approach for the nurses since the active candidate market for them is relatively weak

As for the landing page website (or microsite), it should be simple, yet informative. As part of the application form, she may want to include some pre-screen questions (“Do you have at least 2 years of call center experience?”) and an option to register for a specific hiring event. We use personalized microsites for our outbound email campaigns and general microsites for our inbound candidates – both work really well.

With the hiring events, I would try to get as much done there as possible (including phone simulations and computer literacy tests for call center candidates). Beware that if you publicize the event on the local media (instead of directing viewers to a website), you may get an overwhelming turnout which could result in negative press.

Please feel free to have your friend contact me if she would like some additional advice on high-volume recruiting.

Good luck!
Clint