There are two situations in which a recruiter must contend with the difficult task of large-volume hiring. In the first case, a corporation decides to expand its workforce to accommodate its expanding operations. Second, when a lot of people are applying for the position. Occasionally, the recruiter deals with a combination of both.
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What is High Volume Hiring?
High-volume hiring, as the name suggests, refers to bringing on a large number of employees for your company quickly. While it differs from traditional recruitment, analytics, and automation have emerged as essential components for the majority of recruiters today to successfully manage a high-volume hiring process.
There are times when a job posting draws more applicants than expected. For instance, when the job market resumes after the recession, there are a large number of applicants ready to submit their applications. The number of resumes received for jobs during the recessions of 2000 and 2008 was so enormous that the phrase “resume black hole” was created. It implies that the majority of resumes would be ignored. Your job postings may get a good number of applications if you engage in high-volume hiring, particularly during busy times or when your company launches a new location. For instance, this is typical in the retail and hospitality industries.
Also Read: Importance of AI in recruitment
Strategies to implement for high-volume hiring
In order to overcome the difficulties presented by high-volume recruiting, companies must develop a high-volume hiring strategy. The goal is to hire top candidates more quickly and at the lowest possible cost.
1. Candidate sourcing via social media
The inbound method is the greatest way to get job applications when you are dealing with large-volume hiring. It indicates that candidates are submitting their applications independently rather than being approached by recruiters and persuaded to do so. Because it removes cold-calling prospects, inbound candidate sourcing saves a tonne of time. You are aware of their employment interest. Everyone is on social media, especially members of today’s generation. These modern sites, such as LinkedIn, Facebook, Instagram, and even TikTok., require your presence. You can connect with others who have specialized expertise using platforms like GitHub, StackOverflow, and Dribble.
2. Use of data and analytics to optimize the hiring process
When it comes to high-volume hiring, recruiting metrics, and hiring statistics are essential. These statistics can not only be used to optimize your entire hiring process, but they can also show you where your weaknesses are and what you need to work on to successfully hire a large number of people at once. Your data can help you uncover methods to optimize and enhance processes, for instance, if you saw during your most recent mass-hiring period that it took you too long to screen candidates or fill vacancies. Using recruiting data will help you gain a better understanding of the efficacy of your high-volume hiring efforts over time and identify areas where you can make adjustments.
3. Offer a good applicant experience
When you are successful in gaining traction and interest in the position, you want to make sure they actually submit an application. Make sure you provide a fantastic applicant experience. Candidates must learn every aspect of the position. Create a compelling job description. The reputation of your employer should make an impression. Your best chance for employer branding is on your company’s career page. Your job application process should be brief. Request job applications with the fewest possible procedures. In order to save the candidate from having to fill out all the information, resume parsing can be used to automatically extract key information from the resume.
4. Setup pre-screening questions
Avoid using the phone as much as you can. Recruiters frequently contact candidates to ask a few crucial questions after getting a resume. Why not include these questions from the phone screening in the employment application? All crucial pre-screening inquiries can be addressed by applicants at the time of application. For instance, their expected salary, any references they might be willing to offer, etc. Another smart move is putting together a knockout question. For instance, rather than just noting it in the job description, you may phrase it as a question if you’re looking for candidates who can work the graveyard shift. Companies may decide to use tech tests for entry-level employees. Candidates must pass tests in technology or a closely related field.
5. Use of resume screening software
The main difficulty with high-volume hiring is resume screening. Nearly 86% of the resumes you get are useless. Just consider how many hours were spent removing those. It takes time to review resumes, and you will inevitably be behind schedule if you spend your most productive hours screening irrelevant resumes. You could swiftly screen resumes using an ATS. It implies that you would immediately be aware of which prospects meet your organization’s hiring practices and job needs. ATS-based resume screening software can swiftly find the best prospects. It guarantees that you may hire the appropriate applicants for the appropriate positions. Your time could be reduced from days to minutes using ATS resume screening.
6. Use of pre-recorded video interviews
Pre-recorded video interviews play an important role in hiring as they save a lot of time for both the recruiters and the candidates. In this interview, the recruiters set the questions and then send them to the candidates. They record and answer them according to the time given after which the recruiters analyze the answers and give their feedback. It’s an advantage for a recruiter as they can see the recording at any time.
7. Use of online skill assessment
Online skill testing determines how well participants have learned and mastered a particular skill. An online test may be given with a specific objective in mind, such as determining a candidate’s ability in terms of knowledge, skills, and learning. Numerous other types of examinations are also available online, such as personality tests, verbal reasoning, inductive logical thinking, and numerical reasoning tests.
As a co-founder of Ducknowl, I have dedicated my time to creating software that will enable businesses to select the greatest talent without having to endure a time-consuming hiring process. I have more than ten years of managerial expertise, with a specialization in the IT sector with a solid understanding of the IT staffing and recruitment industry. I graduated from Georgetown University in Washington, DC, with an MS degree. In addition, I have received various certifications in Project Management. I am a keen supporter of sustainable organic farming and live with my family in Chicagoland. I am also a member of the Entrepreneurs Organization.