Is Your High-Volume Recruiting Strategy Helping or Harming Your Company?
A corporate job opening typically receives 250 or more applicants. Even armed with a powerful ATS, recruiters can miss top-quality talent simply due to the sheer volume of resumes they have to process. Improving your high-volume recruiting strategy can help ensure your organization never loses its best candidates in the flood.
Here are three ways your current high-volume recruiting strategy might be harming your search for talent more than helping it:
1. Recruiters Are Bogged Down With Unnecessary Administrative Duties
Keeping all relevant stakeholders updated on the many moving parts of the recruiting and hiring process can be tedious, taking a lot of time out of a recruiter’s day. In fact, the average in-house recruiter spends almost two hours a day on administrative tasks alone! While some of these tasks are certainly important, problems arise when administrative duties outweigh a recruiter’s real job: making connections and finding the very best candidates for the role.
If you could give recruiters back the time they spend on administrative duties, what could they accomplish? It’s likely your talent pipeline would be stronger and your average quality of hire would skyrocket. A candidate relationship management software that can automate a lot of administrative work can help alleviate your recruiters, giving them more time to focus on what really matters.
2. You’re Avoiding Recruiting Events
According to the National Association of Colleges and Employers, 74.9 percent of recruiters focus their recruiting efforts on college campuses. These recruiters see career fairs and other high-volume recruiting events as extremely important for identifying and connecting with talent early on. If your high-volume recruiting strategy doesn’t have a robust plan for recruiting events, you’re doing yourself a major disservice.
You may be worried that recruiting events are too time-consuming and costly — and it’s true that they can be. However, attending the right events and investing in the right software can help ensure you get maximum ROI out of the matter.
According to a joint survey from Oleeo and Universum, 48 percent of candidates will not view an employer as “ideal” if they do not know enough about that employer. Participating in recruiting events both on and off campus can help get your brand in front of the right talent, boosting exposure and attracting a lot more interest from young candidates.
3. You’re Neglecting Referrals
If your high-volume recruiting process does not incorporate referrals in some capacity, you are truly missing out. Referred candidates are hired 55 percent faster than candidates obtained through career sites. Referred candidates are also more likely to stick around for the long haul and generate higher profits.
Neglecting a referral program altogether or not taking the time to optimize your current one can cause you to fall behind your competitors in the talent market. If your recruiters are only looking for talent through external resources like job boards, you’re likely to miss out on the great candidates who are already in your network. Plus, these candidates are easier and less expensive to bring in than those found externally — so what are you waiting for?
High-volume recruiting is no easy task to begin with, and there are always improvements to be made. Be sure to regularly take time to reevaluate your strategy and incorporate the latest trends and processes that could help take it to the next level.
Finding the right talent fast depends on letting recruiters do what they do best: making human-to-human connections. Give the recruiters on your team the ability to focus on that by implementing advanced technologies that can automate away the more mundane administrative aspects of high-volume recruiting.
A version of this article originally appeared on the Oleeo blog.
Jeanette Maister is managing director of the Americas for Oleeo.