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Plan for High-Volume Recruitment

Use project management principles to navigate and plan for high-volume recruitment.

  • A tight labor market already makes regular cycle recruitment challenging. A high-volume recruitment project not only increases the amount of requisitions a team will have to fill but also amplifies the impact of regular recruitment challenges (e.g. poor candidate experience, inconsistent hiring results, inefficient talent acquisition process).

Our Advice

Critical Insight

  • Balancing the candidate experience and hiring manager needs with process efficiency may seem impossible. Use project management principles to make it achievable.

Impact and Result

  • Be proactive and leverage project management principles. HVR projects have clear timelines that make them optimal for taking on a project management approach.
  • A plan for HVR will help balance the need to have an efficient process and a good candidate experience and meeting hiring manager needs.

Plan for High-Volume Recruitment Research & Tools

1. Define the scope and complexity of the project

Determine the breadth, complexity, and constraints of the HVR project in order to set project goals and metrics.

Plan for High-Volume Recruitment Storyboard
Plan for High-Volume Recruitment Executive Briefing
Intake Meeting Guide
High-Volume Recruitment Project Plan
Candidate Audience Profile Template
HR Metrics Library
Case Studies: Plan for High-Volume Recruitment

2. Assess and customize the talent acquisition process for HVR

Customize the TA process to address HVR needs, then identify external communication and additional materials needed.

3. Develop the project plan

Prepare a business case for stakeholders, and determine the project team roles and communication methods before launching the project.

Workshop: Plan for High-Volume Recruitment

Workshop: Plan for High-Volume Recruitment

Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.

Module 1: Define the Scope and Complexity of the Project

The Purpose

  • Identify HVR project constraints.
  • Define the complexity of the HVR project.
  • Select goals and metrics for the project.

Key Benefits Achieved

  • HVR project constraints and complexity understood
  • Project goals and metrics selected

Activities

Outputs

1.1

Review intake results and project constraints and brainstorm challenges.

  • Evaluated project challenges
1.2

Analyze the complexity of the roles.

  • Assessed role complexity
1.3

Build candidate audience profiles.

  • Candidate audience profiles
1.4

Identify project goals and metrics.

  • Defined project scope

Module 2: Assess and Customize the Talent Acquisition Process for HVR

The Purpose

  • Customize the TA process to address HVR needs.
  • Identify external communication needs.

Key Benefits Achieved

  • TA process customized for HVR requirements
  • External communication needs defined

Activities

Outputs

2.1

Customize the requisition, sourcing, and screening process steps.

2.2

Customize the assessment, offer, and background check process steps.

  • Customized TA process for the HVR request
2.3

Brainstorm external communication needs.

  • Considered external communication needs
2.4

Finalize the HVR TA process steps.

  • Finalized HVR process

Module 3: Develop the Project Plan

The Purpose

  • Prepare a business case for stakeholders.
  • Clarify project team roles.
  • Determine project team communication methods.
  • Create additional materials required for the project.

Key Benefits Achieved

  • Business case prepared for stakeholders
  • Project team roles and communication methods determined
  • Additional project materials created

Activities

Outputs

3.1

Build the business case.

  • Business case
3.2

Create the project team and clarify roles.

  • Defined project team
3.3

Determine project team communication methods.

3.4

Customize material for the project team.

  • Customized support material for the project team
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About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Get the help you need in this 3-phase advisory process. You'll receive 6 touchpoints with our researchers, all included in your membership.

Guided Implementation #1 - Define the scope and complexity of the project
  • Call #1 - Discuss the hiring needs and determine the complexity of the project. Review the project scoping process activities including intake meeting guides and the candidate audience profile template.
  • Call #2 - Discuss project constraints and identify how they will impact the HVR project. Identify HVR project goals and metrics to ensure project success.

Guided Implementation #2 - Assess and customize the talent acquisition process for HVR
  • Call #1 - Review the organization’s talent acquisition process and identify areas for customization.
  • Call #2 - Discuss the customized TA process and identify important timelines for the project.

Guided Implementation #3 - Develop the project plan
  • Call #1 - Discuss project team needs and identify project team members for HVR. Determine if there are gaps in project resources and prepare a business case for key stakeholders.
  • Call #2 - Identify project checkpoints and build a plan for tracking the project until completion.

Contributors

  • Maura Alexandru, Head of Human Resources, Grafton Apparel
  • Jill Allen, Senior Talent Acquisition Partner, DLL Group
  • Voke Ariale, Senior Manager, Talent and Human Resources, Auto Capital Canada Inc.
  • Jessica Baker, Global Talent Acquisition Director, Current, Powered by GE
  • Kimberly Hogendoorn, Director of Global Recruitment, SOTI
  • Banu Raghuraman, Director, Business Process and Analysis, Info-Tech Research Group
  • Adrian Robinson, Partner, IQ PARTNERS
  • Hajira Sajjad, HR Recruiter, Auxly Cannabis

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