High-volume recruitment is the process of hiring a large number of people for your organization in a short time frame. It is also known as 'mass hiring' or 'bulk hiring', and is typically needed when a company is growing rapidly and needs to hire many applicants in a limited time period. It is not part of the everyday recruiting process and occurs only when a company finds an immediate need to fill multiple job positions.
In order to hire qualified candidates in a short time period, the company needs to understand that the most efficient high-volume recruitment occurs only when you have plans and strategies to support your hiring team’s efforts.
Use the right tools, strategies, methods, and practices to boost the high-volume hiring process. Following are a few tips to elevate your high-volume hiring:
Choosing the right platform for a high-volume recruitment process, manages a large number of applicants, making the process efficient and smother, additionally, it automates the whole process and provides a better candidate experience. These tools increase the effectiveness of the overall hiring process which can lead to better hiring outcomes.
The right platform makes it easier for applicants to apply and you'll get a large number of applications eventually.
Depending upon the needs of the company and the nature of the open job role, organizations choose one or more types of the following platforms to increase the efficiency of their high-volume recruitment process:
It is very important to know your audience and which specific platform you need to opt for high-volume recruitment. There are multiple job boards, such as Indeed, Glassdoor, LinkedIn, ZipRecruiter, CareerBuilder and etc with plenty of different features to help you discover a diverse pool of applicants, that can increase your recruitment efficiency.
Every job board attracts a different type of audience, depending upon the open job positions, so it is important to wisely choose job boards that fit the job and company requirements and make sure you reach them in the right place.
Social media has billions of active users, and when it comes to high-volume hiring, they can be used as the most powerful tool to attract and reach a large number of suitable candidates. Hiring managers use the following social media tools to interact with the top talent:
1. LinkedIn
Linkedin is the most commonly used 'Networking platform', specifically designed for recruitment purposes. the advanced features of LinkedIn help recruiters find and reach out to potential candidates and on the other hand, also connect applicants with industry professionals.
2. Facebook:
There are several online Facebook groups to help recruiters or hiring managers find perfect candidates for open positions. Facebook allows companies to create their own profile, where they can post job openings directly on their page and provide a link or a way for candidates to discover and apply for the open jobs. As Facebook is used by the majority of people, it helps employers conveniently attract a large number of top candidates.
3. Twitter:
Twitter is a great platform for finding quality candidates, as there are multiple features such as keyword search, filters, hashtags, tweets, and much more. These features can be useful for finding applicants that are actively searching for job opportunities and industry-related trends. You can also showcase your company culture, aims, and values to keep potential candidates engaged.
4. Youtube:
Youtube is a platform where you can highlight your company culture, discuss top industry trends or topics, guide applicants about the recruitment process, and much more, by posting videos or using the power of youtube ads.
High-volume hiring can be sometimes difficult and burdensome if every task is done manually, this is where an Applicant Tracking System (ATS) comes in to automate the whole high-volume hiring. The large number of features of an ATS, manages, plans, and organizes the whole process from sourcing, screening, and selecting to onboarding multiple applicants in a short time period. It has multiple advanced features such as application forms, resume parsing, career site, employee referral, candidate's profile, emails, searches, activity logs, interview scheduling, scorecards, team notes, and much more to optimize high-volume hiring.
When you are hiring for multiple open positions that require several candidates, it becomes difficult and challenging to manage and keep them engaged simultaneously, often requiring the involvement of multiple employers. This is where AI recruiting software, such as chatbots can come in handy to answer candidate queries, guide them and keep them engaged throughout the recruitment process.
Resume screeners can also help hr professionals analyze the resumes and CVs of applicants by finding the required skills, education, and experience for the open position. Different AI algorithms can be used, that enable the recruiters to quickly screen and filter out candidates depending on the required criteria.
Employer branding plays the most crucial part in the high-volume recruiting process, as it differentiates you from other employers and helps attract top-quality candidates.
Enhance your employer branding by showcasing why is your organization different from other organizations, and what are its aims and values, also highlight your company's culture by posting videos, pictures, articles, and other relevant content on different social media channels. This will help you attract a large pool of top talent, who are eager to work for your company, leading you to a positive reputation and growth.
A planned, organized, and structured hiring process saves a lot of company time and recruitment efforts. If every step of the recruitment process such as the application, interview, and selection process is well managed, it will affect the whole hiring process.
As high-volume hiring typically involves handling multiple candidates at the same time, streamlining every phase of the hiring process assists hiring managers and recruiters manage a large number of candidates within a shorter time period, enabling them to fill positions quickly and effectively.
Application, interview, and selection process
Build an excellent application, interview, and selection process, that ensures a positive candidate experience by keeping candidates engaged, guiding, and motivating them throughout the process.
Build a strong employer brand, reach out to potential candidates, and answer their queries, so that you attract and gather a pool of the best talent from the market. Take every single step into consideration, cover your weak point in the process, and analyze and look at what needs to be improved.
Avoid discrimination or biases in the application process, consider candidates irrespective of their color, caste, religion, or any personal information. Provide a fair chance to each candidate and refrain from supporting one individual or group over the other.
Your tone in the interview process should be positive, and ask questions relevant to the field or the topic only. At the end of the process, ask candidates about their overall experience of the process and what needs improvement.
After assessing and evaluating the applicants, comes the selection process. The selection process should be fair in selecting potential candidates and should consider candidate skills, education, and qualification that exactly match the job description. A well-designed and planned selection process that selects the candidates with all the necessary experience, cultural fit, education, and other relevant qualities from a large pool of applicants, enhances your employer brand, provides encouraging feedback, and leads your company to a positive reputation.
The aim of hiring a large pool is not to just hire several potential candidates, but it is about people who will stay and help the company grow.
High volume hiring process tends to hire multiple candidates in a short period of time, due to this large number of hires, there might be an increased turnover rate if retention strategies are not in place.
Keep the employees engaged after they have been hired through a high-volume-recruiting process. Help them understand new responsibilities, guide them whenever the need arises, and make them familiar with other employees and the company culture. Regular check-ins, meetings, feedbacks, or reviews are the most important aspect to make the employees feel supported and valued, decreasing the chances of them leaving the company.
The goal of high-volume recruiting is not to just fill open positions with multiple candidates but to hire candidates that are technically and potentially fit the job role, as well as culturally fit for the organization.
Sometimes, in order to fill vacant positions quickly, recruiters or HR overlook the quality of the applicants, risking and compromising the future of the company.
It is important to ensure that quality is never compromised over quantity, and the process should be efficient enough to properly verify, evaluate and then select the candidate for the open positions. Conduct proper background and reference checks, and evaluate and asses each candidate through pre-defined criteria, to make sure that a large number of top candidates are hired only.
Your hiring process has some weak points or turns out to be a little inefficient, but how do you know what went wrong, how will you improve or solve the drawbacks if you don't know the problem? That is why it is essential to analyze each and every phase of the recruiting process and to note down all the relevant details. Analyze your data, look for shortcomings, and finds ways to improve and optimize them. Examine all the recruiting metrics such as time to hire, quality of hire and etc to help you measure and understand how to make your high-volume hiring process effective and efficient.
High-volume hiring involves handling and hiring a large number of candidates within a short period of time. This is not an easy task and sometimes becomes challenging for recruiters and other hiring team members. Here are a few challenges that many organizations face while conducting high-volume hiring:
With high-volume hiring comes a large number of applicants. It can become difficult and burdensome for the hiring team to manage and engage all these applicants at the same time. Candidates get frustrated if they are not properly guided or informed about the next steps.
A large number of applications are received in the process, each candidate needs to be considered and evaluated properly. Recruiters should devise strategies to minimize their burden by automating as much as possible and keeping candidates motivated throughout the process.
Poor candidate engagement leads to poor candidate experience, ultimately leaving a bad impact on the reputation of the company. As recruiters have to manage a large pool of candidates, they sometimes overlook the most important aspects of the process, which leaves a negative impact on the candidate about the company.
HR should keep candidates informed about their application status, other necessary steps of the process, what is expected of them, and what they can expect from the role or the company.
Each candidate should be treated equally, regardless of age, gender, race, or color. It is a good practice to inform candidates about their rejection through email or any other medium, in a polite and motivating manner, to help them understand their points of improvement.
Recruiters should keep in mind the aim of high-volume recruiting, which is to hire a large number of quality candidates in a short time period, this clearly means that the quality of candidates and their fit for the role should never be compromised. But sometimes recruiters overlook this factor and focus on filling open positions as quickly as possible. This will have a very bad impact on the reputation of the company, in the long run.
Keeping applicants engaged throughout the high-volume recruiting process is the most crucial step as it greatly impacts the reputation of a company. A few ways to keep them engaged are the following:
1. Engage them in the process and keep them informed about their status through messages or calls.
2. Write a well-crafted email informing and guiding them about the next steps of the process.
3. Provide them feedback about their performance in the last stage and ask them about their overall experience of the process.
Talent rediscovery is a method of identifying and reconnecting with past candidates who were not selected for a specific job role, due to some reasons. It involves revisiting the talent pipeline, reviewing past resumes, and reassessing their skills, education, qualifications, and fit for current or future job openings.
Talent rediscovery can be helpful when hiring a large number of potential candidates in a short time frame, as you can consider existing employees before you even start your application process. It also includes searching your past employee's database, to see whether they qualify for the current position or not. This helps minimize a lot of the recruiter's effort, saving the time required to find the best candidates.
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
Hirecinch is one of the best applicant tracking system I have used ever, literally my my job easier
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