Summer is over and fall is here, with all its hurries. Calendars filled up surprisingly quickly – new projects, planning for the next year, endless meetings, and running around. Sounds familiar? And does next summer feel like it will never come? Hopefully not! Because now is exactly the right time to look to next summer. We should consider what our needs will be then regarding summer employees. Above all, we need to think about how to go about the search process.


Keep it cool by starting early

If the thought of the autumn rush unnerves you now, it's worth remembering that it will be even more unnerving early next year if everything has to be done on the fly. By following the tips below, you can build a smooth and adaptable search process. It will work well both for you and the applicant, be they for summer jobs, internships, or any other vacancy attracting lots of applications.

  1.  Planning. The saying "well planned is half done" applies here, too. Think ahead about the responsibilities and division of labor. Time and resources are needed for so many things, including creating job descriptions and recruitment communications, applicant communications, application processing, and interviews. Make sure that everyone involved knows the common goals and has the same view about progress towards them. Remember that you don't have to do everything by yourself, and it's not clever to even try. You can bring in external partners as needed. That's what they're there for, and what they do best.
  2. Tools. Surely you don't plan to receive the applications by e-mail? Depending on the position the number of applications can easily be in the hundreds, even a thousand. A recruitment system saves time and keeps this enormous mass of applications under control. It also improves the search process by helping to screen applicants based on specific competence, experience or training. Applicant communications become quick and easy. If you don't have a recruitment system of your own and it's not really the right time for you to invest in one, use an outside partner for this as well. Remember that you can also make use of recruitment systems for just a single job vacancy.
  3. Video interviews. Based only on CVs or applications, it can be hard to process young applicants whose professional experience and educational background is still narrow. It may also be difficult to process more experienced applicants based on papers alone if most of them meet the criteria. By using convenient tools, you can learn much more about applicants. This might mean a video interview or a presentation lasting just a few minutes. These tools really help in finding the best applicants from the crowd.
  4. Group interviews. When opportunities for individual interviews are limited, or if there are lots of applicants picked for interviews, group interviews can be a good choice. They are a cost-efficient way of assessing skills relating to teamwork, presentation, problem-solving and ability to cope with pressure. Group interviews are especially helpful if they include some simulated task.
  5. Application experience. Even if only one applicant is eventually successful, remember that how you relate to the possibly hundreds of unsuccessful applicants will shape the view and image of your organization as an employer. You can make this difficult part of the process turn out better for all concerned by  following a schedule and making the most of the tools available. Above all, active and timely applicant communications are key.

If you need help in planning or implementing a mass recruitment or would like to know more about the tools mentioned in this post, we'd love to hear from you!