Employee expectations for higher pay, an enhanced benefits package, and a positive company culture are causing recruiters to think from different angles to onboard talent quickly and effectively. Companies needing to conduct mass recruiting in a short time frame need a high-volume hiring strategy. They could need more recruits quickly due to seasonal demand, company growth, or expansion to one or more new locations.
This article discusses 7 ways to improve your high-volume recruiting for when it’s time to onboard multiple talented professionals simultaneously. We include tactics that help hasten and improve the hiring process without compromising candidate quality.
What Culminates a High-Volume Hiring Strategy?
A high-volume hiring strategy is scalable, efficient, and features the most advanced recruitment technologies. With limited time and a need to mass-hire many professionals at once, refining this strategy with practical methods is essential for success.
1. Streamline Job Postings
High-volume recruiting measures first start with streamlined job postings. The language should be clear and concise to reach the posting’s target audience accordingly. One of the most suggested tactics is to not use technical jargon that can confuse a field’s newcomers. Not everyone knows technical jargon, so it’s best to use simple, thorough language understandable for everyone regardless of skill set in the industry.
Ensure job descriptions are short and to the point but also thorough enough for candidates to understand the role and its implicated tasks. Clear job postings invite a broader applicant pool with enhanced candidate quality to reduce how many mismatched individuals enter the pool. This strategic method will improve the recruitment process by reducing procedural bottlenecks.
Outline the most essential duties while incorporating bullet points to enhance readability. This can help candidates quickly scan the job description to discover whether or not they meet the requisition’s qualifications before moving on in their job search.
2. Utilize Screening Automation
Automated screening techniques speed up the hiring process without causing an administrative burden for recruitment personnel or HR managers who would otherwise have to conduct manual tasks. AI-driven resume parsing can analyze every applicant’s resume, compare them to their applications, and ensure they are placed into the appropriate candidate pools based on their skills, educational backgrounds, and past job experience.
Automation can streamline various tasks taking place throughout the recruitment funnel. From pre-screening employment applications to automatically scheduling interviews by candidates selecting from predetermined times via the recruitment team, companies can reduce administrative burdens while hiring. This can save recruitment and HR many hours of handling mundane tasks so they can turn their focus on improving the candidate experience.
3. Build a Talent Pool
Building a talent pool is the key to a successful high-volume hiring strategy. Whether you decide to post open requisitions as positions become available in your organization or keep evergreen job descriptions posted on your company’s website, it’s essential to build a broadened talent pool of interested and qualified candidates to keep time-to-fill and time-to-hire metrics low.
Analyzing and picking candidates from this talent pool helps recruiters to quickly move through the hiring process without starting from scratch by posting a new requisition. Take a day to reach out to candidates in the pool to see whether or not they are still interested in the requisition they applied for. If so, ask them about their weekly availability and when they would like to start with the company.
4. Simplify the Application Process
They say sometimes simpler is the better route. Complex application processes can increase candidate drop-off rates. Ensure the application takes no more than 20 minutes or so to fill out. Auto-apply features that some job boards like Indeed have are essential for a quick and seamless application process which can sometimes take minutes to achieve. Job searches are challenging for all candidates, so don’t waste their time with lengthy application processes.
Asking for some pertinent personal information, a resume, and a small cover letter would be a better application experience than asking a candidate to manually fill out all their job experience in the virtual application. Another way to reduce the administrative burden on candidates is to have an auto-fill function in the job experience section of the application where an uploaded resume can pre-fill those areas. Optimize your company website for mobile-friendly access so job seekers can complete applications on their mobile devices.
5. Implement Video Interviewing
Video interviewing is a modernized hiring approach where recruiters and applicants can meet on a high-quality video call to discuss an open requisition’s role, their experience, and questions about the company and the available job. Cadient’s video interview platform is partnered with Spark Hire to stream a high-quality video conference call for the recruiter and interviewee to meet virtually.
Virtual interviews reduce commute time and save gas money for the interviewee. Plus, recruiters can interview a mass amount of people in a shorter time frame with video interviews rather than taking the extra time to schedule in-person interviews that could have differing availability. Overall, video interviewing refines time-to-fill and time-to-hire metrics.
6. Leverage Employee Referrals
Implementing an employee referral program, if your company does not already have one, can hasten time-to-fill since you will be accessing a list of suggested candidates from your internal crew members. It’s a great addition to a high-volume hiring strategy because 40% of hires from an employee referral program are more likely to stay with the company after a year onboard than non-referred candidates.
Plus, Jobvite’s 2022 Aptitude Research report showcases that 62% of companies lowered their time-to-hire metrics among referred employees. Employee referral programs build trust between the company, the referring employee, and the referred candidate. This trusting bond creates a sense of community with a shared investment in the organization’s success. As more successfully referred employees join a company, current employees may be more willing to suggest potential candidates to keep the hiring advancements going.
7. Utilize Data Analytics To Refine Recruitment
Analyzing recruitment data regularly ensures recruiters evaluate which sections of the recruitment process are effective while identifying the lesser-performing areas to make improvements as needed. For instance, a high cost-per-hire metric could mean that candidate sourcing should be improved by removing a few channels unsupportive of the company’s recruitment procedure.
By optimizing job ads, refining screening criteria, and assessing candidate sourcing performance, recruiters can gain the necessary insights on how to utilize data analytics to enhance the company’s hiring process. Hence, a high-volume hiring strategy should also be refined to fit the current industry and internal company trends to keep up with recruitment demand.
