Strategies to Make Your High-Volume Hiring a Success

Soaring demand for services has necessitated the mass hiring of employees across different industries. Hiring the right individuals, and doing it at scale, is a massive challenge. It takes a lot of effort to filter numerous resumes and make screening calls, making the process expensive, time-consuming, and frustrating for everyone involved. Here are some strategies you can adopt to make your high-volume hiring a success.

Automate the Recruitment Process

Recruiters are often overwhelmed by the abundance of candidates in high-volume hiring. Automating repetitive but essential tasks can speed up and increase the efficiency of your hiring process. Automation optimizes the whole process, lowers hiring expenses, and advances qualified candidates through the pipeline.

Hiring assessment tools like Applicant Tracking System (ATS) will help you by automating job notifications, screening resumes, shortlisting candidates, and improving candidate engagement. Candidate assessment tools can help evaluate the domain knowledge as well as the hard and soft skills of applicants. Chatbots can be used for communicating with applicants and sending automated responses. Interviews can be scheduled automatically using interview scheduling software.

Use Analytics to Streamline the Hiring Pipeline

A data-driven approach is vital for successful mass recruitment. Leveraging data and analytics can help identify concerns regarding cost, quality and candidate experience. This can also help determine what has to be done differently to successfully hire at a high volume.

You can determine which paid and organic sourcing campaigns are providing the best results using data analytics. Analyzing conversion rates for each role can help decide where you might need to cut any needless processes and expenses. Some key metrics to track in high-volume recruitment are time to hire, cost per hire, source channel cost, and offer acceptance rate.

Improve the Candidate Experience

Delivering a positive and smooth experience for candidates can be difficult to accomplish during high-volume hiring. Candidates can feel a lack of individual attention, feedback, and communication from recruiters. As a recruiter, you will have to address these and a variety of other factors, including scheduling timely interviews, conducting pre-hiring assessments, and much more.

Develop a detailed structure for your mass recruitment and allocate extended windows of time for particular tasks to ensure that candidates are always attended to. You can use hiring assessment tools such as autoresponders to constantly keep in touch with your candidates. Interview scheduling software can help effectively organize interviews. Use an online assessment tool that makes registering for and taking exams a breeze for candidates. At the end of the assessment, collect feedback from candidates, so you can improve the experience with every new assessment.

Consider Previous Applicants

Talent rediscovery can be a useful strategy during mass recruitment. It involves finding potential hires for a new role from candidates who have applied previously to your organization. Talent rediscovery can optimize the candidate screening process and reduce the time and cost per hire.

Talent assessment tools like ATS can help look into your database of existing resumes and rediscover top candidates. Consider candidates who performed well in assessments but were outperformed by eventual hires. Look at applicants who previously accepted other offers or couldn’t join your organization due to some other reasons. There could also be candidates who might not have been a good fit for your previous openings but possess the necessary qualifications for the current one.

Improve Your Branding

Branding can be influential in attracting new hires to your organization as candidates are more attracted to well-known, reputed companies. High-volume hiring marketing costs can be significantly cut down if people are already interested in working for you. So do focus on building a strong brand and culture that resonates with employees and perspective candidates.

Position yourself in a way that showcases your true strengths, which any employee, past or present, can attest to. Earn the goodwill of your present and former employees and candidates by maintaining a good relationship with them. Share your work culture, office events, and employee success stories on your website and social media.

Make Effective Use of Referrals

Employee referrals can help source quality candidates during high-volume hiring. Looking into the networks of your current employees is more practical than posting ads and hoping for the best. Doing so can considerably reduce the cost to hire and time it takes to fill open positions.  

Integrate your referral scheme with your overall recruitment strategy. Make the whole process of referring easy for your employees. Ensure that your employees are aware of the requirements of the role. Incentivize the referral scheme and motivate your employees with an employee referral bonus program.