High-volume hiring is the challenge of recruiting a large number of talented candidates in a short time and connecting them to the right jobs in your company. Some businesses outsource this hiring exercise, while others do it in-house. No matter how you choose to do it, defining your high-volume recruitment goals is the first step.
To conduct a successful high-volume recruitment exercise, you must employ the right technology, design a well-defined process and equip your team with the right tools. High-volume recruiters need to find and evaluate candidates for several job positions daily. Usually, the goal is to place up to five or seven candidates daily.
Here are six tips to help you hire on a scale:
- Strong Candidate Pipeline: The essential pre-requisite of hiring on a scale is a robust pipeline of applicants and an efficient process of sorting through the numerous resumes. Start by finding a reliable sourcing technique to ensure your candidate pipeline is strong enough for high-volume hiring and employ modern recruitment strategies. Work with high-quality software that uses artificial intelligence to sort through thousands of resumes and narrow them down to a shortlist.
- Use Right Data and Analytics – Optimize your hiring pipeline using recruiting metrics and hiring data. Using the correct data and analytics helps to recruit managers identify the hiring bottlenecks and points of improvement for efficient high-volume hiring. For example, suppose your recruitment metric analysis shows that your team needs a long time to shortlist resumes. Then, you can think of optimising that process and finding newer ways to make it quicker and more efficient. Data and analytics in recruitment can help you improve many aspects of your high-volume hiring strategy, including –
- Hiring sources and their effectiveness
- Conversion rate
- Candidate diversity
- Positive candidate experience
- Automate the Whole Process – Automation is not a new concept in the whole recruitment and human resource management. Extensive volume hiring requires time, resources, and energy – and the process can be quicker and more efficient through automation. Here’s what automation can do for your hiring process –
- Automation tools can help you analyse the candidate pipeline and give you a holistic perspective in real-time.
- Deploying an applicant tracking system allows you to track the status of open job positions and requirements.
- It enables management to get valuable data insights to take timely decisions in the hiring process.
- Automate your outreach and messaging during the recruitment process
- Personalized Approach – High-volume hiring does not mean compromising on talent. And one of the best ways to secure talented candidates for your company is to personalise your approach. Once you bring your shortlist down to the top candidates, it’s time to reach out personally. For a positive candidate experience, it is essential to engage with the applicants and reach out to them on a personal level. Automating your process also enables recruiters to find out more about the candidates that matter and talk to them in a way they appreciate.
- Try a Different Sourcing Technique – Analyze your conversion rate to determine the quality of your paid and organic applicant sources. Different sources work well for different kinds of job positions. Think about your techniques for sourcing candidates in terms of ROI. Focus your recruiting efforts on the bases that offer the best talent for the lowest price. If you find that your primary sourcing technique is not up to the mark, you can try a different sourcing technique.
- Time to Hire – One of the most critical hiring metrics is time-to-hire. Time to hire refers to the days between sourcing candidates and onboarding them to work with your organisation. Examining the time to hire can help you identify the bottlenecks in your recruiting process and help you analyse the performance of your recruitment team.
The global average time to hire is 24 days, but it may differ depending on the industry. If your team takes a long time to close a position, talented candidates may lose interest. It may also affect the image of your company as an employer. Revisit your reference checking methods and ensure the process is completed in one or two days.
High High-volume is a unique challenge that requires increased hires while maintaining the quality of talent you hire. But your company can meet this challenge with thorough research, optimised recruitment process, automation, and leveraging of recruitment metrics. Incorporating the latest technology into your recruitment process is essential. Before you begin the process, ensure that you strategise accordingly and build a robust pipeline of potential candidates. Following the tips above can help you achieve your recruitment goals and succeed at high-volume recruiting.
About the author:
Kelly Barcelos is a progressive digital marketing manager for Jobsoid – Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in HR enable her to create value-driven content on Jobsoid’s blog and other guest blogs.