Volume hiring on a tight timeline can strike fear into even the most experienced recruiter! More often than not the fallout of failing to hire enough people causes real pain to the business, managers, and you.
Here are our pro tips.
High volume hiring is recruiting for many positions (50 or more) concurrently or in a very limited period of time. Often the 50+ roles will be of the same job type. It also implies high volumes of applicants coming through for recruiter’s review.
Volume hiring in recruitment is common in retail and hospitality, where many people have to be hired quickly for busy periods, events, and new store or restaurant openings. Graduate recruitment in large organisations is often high volume recruitment, as is hiring for nurses, other health workers and call centre staff.
During C-19 we saw the emergence of surge hiring – again, another form of high-volume where thousands of people are needed in-store or in the contact-centre within days.
Apart from the sheer logistical challenges, there are five major high volume recruiting challenges organisations face.
Roles filled by high volume recruitment often have a highly sensitive empty chair impact. A restaurant with too few servers, a shop with too few attendants, a call centre with too few people answering the phone, or a hospital ward with too few nurses, both are nightmarish scenarios.
In a perfect world, recruitment requirements can be anticipated and planned for, but that’s not always the case. That’s why a scaleable, repeatable high volume recruiting strategy is essential.
When you’re attracting, screening, selecting and hiring 250+ people at once, it’s not just timelines that can blow out.
The cost can easily go over budget too. This is where scalable processes, talent pooling and technology tools are your friends.
In many industries that need high volume recruitment, your candidate is also your customer. Often people are applying for a position because they love your brand. If they have a bad experience, you’ll not only probably lose them as a customer, they’ll tell their friends and family too.
Getting the candidate experience right at scale isn’t easy, but it’s essential. Otherwise, your marketing department will be asking some serious questions, and you’ll find it much harder to find good applicants in future.
Speaking of reputation, your employer brand and employee value proposition play a huge role in attracting the right candidates. You may also find that candidates in certain industries (like retail and hospitality) are easily swayed to join a competitor who tells a better story.
Sometimes a candidate’s decision whether or not to take a role is related to their hourly rate. But more and more often, candidates want to work for a company that aligns with their values and offers learning and development opportunities. Make sure you articulate your EVP well. Your competitors will be using their EVP to try and snaffle your candidates.
Hiring for diversity when you’re under time and cost pressure can feel overwhelming. But it’s essential that you embed diverse hiring practices in all of the hiring you do. Building a diverse team will result in better decision making, better customer service and a healthier bottom line.
Now you know the major high volume recruiting challenges, it’s time to put together the right volume hiring strategies to help you overcome the challenges, and attract and hire the best people.
Bulk hiring techniques have come a long way over the years, from Applicant Tracking Systems scanning and scoring CVs, to the explosion of recruitment Ai now available. Let’s take a look at the volume hiring best practices you can use to make each stage of the bulk recruitment process scaleable, fast and fair.
There are six major milestones in the bulk-hiring process. Discover, engage, assess, interview, decide and validate. Each stage is equally important, and most stages of the bulk-hiring process can be streamlined so that they’re highly scalable. (The Interview and Decide stages are the most time and resource-intensive, but they’re well worth the investment.)
Ensuring the right potential applicants find you is the first step in getting volume hiring in recruitment right.
Once you’ve got an applicant’s attention, you need to make sure they stay interested.
Now you’ve got a pool of candidates; you need to assess them.
Once you have the results of Ai chat assessments, you’ll want to interview the candidates whose scores and profiles appear to match your requirements.
Now you’ve got a list of fantastic candidates, you’ve met them, and you’re ready to invite some of them to join you.
To ensure your process is working, it’s essential to measure your success.
This will come from surveys sent to all candidates. It’s built into PredictiveHire and most other recruitment software.
The elapsed between when a candidate is first contacted (in these volume hiring strategies, the assess stage) and when they’re hired.
Technology is your friend when it comes to building scalable volume hiring strategies. Here are four key pieces of technology to consider. There are plenty of tools out there, so this is by no means an exhaustive list.
Your ATS will help you post ads, screen resumes, bulk communicate with applicants and collect data. You should also use it to build talent pools and pipelines for future roles.
An Ai assessment like PredictiveHire means you can give every single applicant a conversational chat interview. The quickest payback you will get on volume hiring is an investment in interview automation. Interview automation can truly enhance your high-volume recruitment process and help you make it more efficient (and pleasant) for everyone involved. This will help you get your time-back quickly, and release the budget for automation in other areas of recruiting.
Predictive Hire meets the needs that challenge many of my clients today – how do they manage high volume recruitment processes in a streamlined and cost-effective way. while still delivering a great candidate experience and quality hiring decisions. With PredictiveHire you leverage the latest in data analytics and tech to maximize efficiency & effectiveness; and the candidate experience is fresh and engaging, with great feedback! The product is great and constantly evolving!
It’s worth considering a candidate engagement survey. In this survey you can ask questions to reveal how well your EVP is resonating. Then you can compare candidate engagement scores with new employee engagement scores and exit interviews to understand if you’re delivering on your EVP.
Integrating your onboarding software with your ATS (or choosing one with onboarding included) allows you to start onboarding and engaging candidates as soon as they sign their (automated) contract. This is a dream for getting workplace health and safety and even procedural training done before a new employee walks in the door.
It’s easy to feel overwhelmed when you’re doing high volume hiring in an environment where there’s elevated unemployment or other challenging factors. The good news is that as much as the world may be getting more complicated, and as much as candidate expectations are soaring, the technology to support recruiters has never been faster, fairer or more scaleable.
Establish your own volume hiring best practices and keep optimising your volume hiring strategies. It takes some time to set up, but the rewards are well worth the effort.
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