The Ultimate Guide to Acing High Volume Hiring
How many employees, on average, do you onboard every month?
While there may be enough to hire one to five individuals, organizations may need to hire high-volume and double these quantities. This phrase describes the process of searching for lots of individuals at once.
More than 40% of American workers are looking for work or intend to do so soon.
When Should High-Volume Hiring Be Used?
A company may require several applicants for a variety of reasons, including:
- In a different place, to establish a new office
- Seasonal expectations, such as the requirement to locate customer support professionals in the online store before “Black Friday” and “Cyber Monday”
- The expansion of the business and the creation of additional sections
- After corporate reorganization, process optimization, and high turnover
Whatever the cause, recruiters and HR specialists must manage the heavier workloads. The ideal approaches to handling high-volume recruiting will be discussed in this article.Everyone interested in talent acquisition will benefit from these pointers.
Step #1: Design Your Recruitment Process Around Candidates
For extensive scale recruitment, a candidate-first strategy is crucial. Why? Because you need to make sure that the best candidates can apply easily.
The recruitment process will be streamlined with more qualified candidates willing to use your company’s resources. Write a detailed job description first. Include the position title, prerequisites, duties, and daily work list. You have to consider the essay from the perspective of the contenders.
Why should customers choose your company above the competition? Indicate any bonuses or benefits you accept, if the employment is temporary or permanent, and whether you allow remote work. Candidates should know whether they will work a set schedule, in shifts, part- or full-time.
Nearly 50% of American CEOs (49% ) reported that their company had had higher or significantly higher turnover than usual over the last six months.
Step #2: Investigate Different Platforms and Improve Content Quality
Large-scale recruiting necessitates looking for candidates on many platforms.
The source may be a company career site, job boards, social media, etc. Wherever you anticipate your potential candidates to spend their time, follow them and offer a job. They’ll probably visit your website to look at your staff, services, and blog. This is where website SEO may help.
Examine the website’s responsiveness on mobile devices and make the necessary changes. The webpage should load quickly with all components appropriately aligned. Users shouldn’t squeeze the screen when using a mobile device to visit the website. There shouldn’t be a lot of fields to fill out throughout the application process.
They should complete the assignment in less than twenty minutes with only one click. Statistics show that 64% of candidates would complain to others about their unsuccessful application experiences, turning away potential employees for the business. In June 2022, the number and rate of hires were little changed at6.4 million and 4.2% , respectively.
Step #3: Browse Your Database to Speed Up Your Search
This section deals with people you’ve already rejected, dismissed, or lost in your database.
You may have placed specific prospects on hold for a variety of reasons. Perhaps there were more roles available at the time for you to pick from. They could have accepted a job offer from another organization after receiving one. Or their knowledge and experience were insufficient compared to what they have now.
Investigate your talent pool/database for the people you already questioned while keeping this in mind. Some people may be looking for work right now that suits your company’s demands. In this approach, you may utilize current information to accelerate high-volume hiring.
Your present and past workers are an additional source of potential applicants, especially since employees don’t require as much time to onboard because they are already familiar with corporate policies.
Large and global scale recruiting needs smarter decisions, and retaining existing employees or reaching out to past employees is one trick that’ll work in your favor.
Step #4: Utilize Modern Technology to Expedite High-Volume Hiring
Reviewing tens of thousands of resumes, entering information into specialized tools, and determining if prospects are ideal matches are all part of active talent acquisition. Recruiters invest considerable time in reviewing standard resumes. This procedure turns into a significant load, resulting in exhaustion, annoyance, and blunders made by people.
How do you approach these problems?
Automate hiring processes and use artificial intelligence (AI). It completes monotonous chores, freeing people to handle duties like conducting interviews and making choices.
Tools with AI scan resumes in a matter of seconds. They evaluate if a person possesses the relevant abilities and credentials by extracting keywords from their resume. The lack of candidates is one reason given by half of the organizations (51% ), scarcity of individuals with the necessary job experience (50%) , and competition from other employers (49%) as explanations for why it’s tough for them to fill their open positions.
You can use the following strategies for making the most of AI in high-volume hiring:
- Application tracking systems (ATS) scan to handle massive data chunks fast and discover patterns
- Assessing body language, reactions, tone of voice, etc. during video interviews
- Communicating and delivering automatic answers to potential prospects, creating an effective job ad
Step #5: Assess How Efficient High Volume Recruiting Is for Your Hiring Process
Performance analysis is still another crucial element. How quickly do job seekers submit applications? Where can you discover the necessary experts who work for you? Remove weak spots and concentrate on practical techniques, recruiting KPIs, and analytics to help you optimize the hiring process. They draw attention to both the company’s strengths and flaws at the same time.
You can eliminate them to draw in additional talent and enhance working circumstances for current employees. A few of them are:
Expense per Hire
It serves as a measure of how much you spend on each individual. You may get through by dividing overall expenditures (everything paid, from advertising to onboarding) by the number of recruits. By utilizing large-scale recruitment solutions created to automate operations, you may cut expenses.
One-half of HR professionals report that over the past 12 months, their training budgets have remained the same. Meanwhile, 39% say their budgets have increased, and 11% say their budgets have decreased.
Rate of Offer Acceptance
This measure shows the proportion of accepted offers versus offers made. Nobody wants to spend their efforts in vain and end up with nothing, right? Obtain information from prospects about the reasons they reject your request. Perhaps the suggested compensation or other terms are to blame.
You can add other metrics to this list to use more data over time. You may improve your organization overall as well as handle high-volume hiring with the aid of detailed reports.
High-volume recruiting is essential now more than ever.
People are less willing to put up with dire working circumstances, lower earnings, and a lack of a work-life balance. People leave their jobs in record numbers as they look for new opportunities. Therefore, you must reevaluate your strategies, keep personnel, foster employee loyalty, and address excessive turnover rates.
This is where Recruiter.com can help you. Get in touch with us today if you want to ace high-volume hiring. We can tap into our global network of recruitment specialists to get the best candidates your way.
Get the top recruiting news and insights delivered to your inbox every week. Sign up for the Recruiter Today newsletter.