High volume hiring is a tell-tale sign of a growing and successful organisation. It may indicate that an organisation is expanding and is on the path to progress. In other instances, it can mean that the company has roles with a high turnover rate.
Volume recruiting is a challenging task for recruiters. Firstly, it means more work and fewer chances for errors. The recruitment function needs to come up with an efficient strategy to hire a significant number of employees in a short period. Moreover, the recruiters need to be on the same page and follow a consistent process for a higher rate of success.
An automated solution may seem to be the right answer for high volume hiring. However, there are a few aspects that need to be considered. For instance, automation should not become impersonal. Engaging candidates through personal conversations is essential. It is common knowledge that disengaged candidates may not join at the last moment.
Organisations need a practical solution when it comes to volume hiring strategy. Hiring the best people in a short frame of time means higher efficiency and speed. Besides, they also have to ensure positive employer branding throughout the hiring process. To enable this, the recruiters have to move past CV screening and scheduling interviews.
Technology can offer highly effective solutions when it comes to volume recruiting. It can help organisations in attracting and hiring candidates more intelligently. With the right tools, recruiters can work efficiently in hiring the right candidates at the right time.
What is high volume hiring?
In simple terms, it indicates hiring a high number of employees in a short period. Depending upon the organisation and the role, the number can run into thousands. It could stem from a new strategy or a role that has high demand in the market.
High volume hiring is more common in retail, IT and financial sectors. As the role is in high demand, the applicant pool is also fairly large in mass recruitment. A survey reports that one such position can attract 250 applicants. Handling such tremendous numbers of applications and closing the positions is the biggest challenge in volume hiring. To manage such tremendous numbers, recruiters have to spend most of their time screening the resumes.
What are the challenges of high volume hiring?
It is easy to slip up when you are hiring for such large numbers. However, recruiters can prepare in advance for a smooth and effective process. It can start by identifying the challenges and then progressing to the ideal solutions.
Here are some difficulties that can make volume-hiring a daunting task.
- Time – The main problem in high volume hiring is the number of applications. Imagine receiving 250 applications for a thousand positions. It is almost impossible to scan and screen every application. If made to do manually, recruiters may not get time for anything else.
- Quality – Recruiters need to maintain a delicate balance between time and quality of hire. Although they need to act fast, they cannot compromise on quality. A bad hire can cost more in the long run. Well-known recruiter Jorgen Sundberg estimates this cost to be to the tune of $240,000 per person.
- Budget – Recruiters use the metrics of cost per hire to finalise a recruitment budget. When hiring in large numbers, the actual expenses can exceed the estimated budget. The recruitment function needs a solution to optimise the expenses without any compromises.
- Candidate experience – Hiring experience is like a preview of the working environment. If candidates are not satisfied with the hiring experience, they may not join. Moreover, it is a crucial feature of building a strong employer brand. Candidates expect a personalised and tight hiring process.
- Status tracking – It is easier for a recruiter to keep track of a few open positions. However, volume hiring needs a streamlined process for tracking the progress of each candidate. Apart from organising recruitment, it can also help in faster turnaround times.
How can you use technology for simplifying high volume hiring?
1. Easy job application
A survey noted that lengthy applications might dissuade the candidates. The study found that 60% of candidates quit the application process if it is too long or complicated.
The objective should be to create a simple and short application process. Firstly, try to reach candidates where they are instead of calling them to you. For instance, increase your presence on social media to attract the top talent. Secondly, make the application as short as possible. It will be best if you have a one-click submission process. Candidates may lose interest if they have to fill pages after pages. Tools that allows parsing of resumes can help here. Such products can auto-populate the fields and make it easier for candidates to apply.
Lastly, ensure that your application process is mobile-optimised. It should allow the candidates to upload the resume and apply using their cellphones.
2. Using the existing database
Do your recruiters outsource the positions by default? If yes, you could be incurring huge expenses for hiring employees. The costs can inflate immensely in the case of high volume hiring. Besides, using old records can also reduce the time and effort of hiring.
Although it may be hard to do this manually, technology can make it a lot simpler. A simple ATS may not allow this functionality. However, you can use algorithm-based systems to use existing records. You can fill the job description, and the system will throw the most suitable candidates.
Another way to speed up the process is by using analytics. You can run metrics on previous records to identify effective sources. For instance, you may find the consultants or job-boards that have given excellent results in the past.
3. Screening candidates
Mass recruitment invites a lot of unfit applications. Manually scanning all such resumes may result in hundreds of wasted hours. The recruiters need an efficient and faster method of screening the applications.
AI-powered tools can efficiently resolve this problem. These tools can evaluate the applications on certain criteria and rank them. One efficient way to do this is by using chatbots. It can automate conversations with the candidates and also interview them. Based on the answers, the chatbots can compare and rank the candidates.
Impress works closely with organisations to customise chatbots for their specific requirements. For instance, Impress collaborated with DBS bank to develop JIM (Jobs Intelligence Maestro) to assess candidates in the pre screening stage of the recruitment process. JIM helped shorten the screening time from 32 minutes per candidate to 8 minutes per candidate.
4. Using video interviews for shortlisting candidates
The main problem in high volume hiring is meeting every candidate. Video interviews can effectively resolve this situation. Apart from fast-tracking hiring, it can also ensure that every candidate gets a fair chance.
Automated video interviewing tools allow the recruiters to customise the questions. Candidates can appear for the interview at a place and time of their convenience. A few tools can also evaluate the candidate’s body language. Based on the answers, the software can assess the candidates and rank them. Moreover, these tools can identify candidates who are the right cultural fit and organisational fit for higher efficiency. Lastly, the results are unbiased which can be a major bottleneck for some organisations.
Impress is a shortlisting solution that can integrate with other video interview platforms.
5. Drive decisions with analytics
Budget is always a constraint and high volume hiring can be costly. Recruitment functions can contain these costs by analysing past data. By identifying the best practices, recruiters can fast-track their volume hiring.
Analytics can help HR functions to make data-driven decisions. For instance, it can indicate which sources have given high performers in the past. Recruiters can also analyse candidate feedback to improve the hiring process.
6. Engaging candidates interactively
Sharing hiring status is a crucial step in engaging the candidates. A study by LinkedIn noted that 94% of candidates would like to know the interview feedback but only 41% get it. In the case of volume hiring, recruiters may not inform every candidate about the progress. At times, there could be a delay that can result in candidates losing their interest.
Hiring functions can effectively resolve this situation by using technology. For instance, chatbots can engage the candidates and also keep them updated about the status.
Chatbots are also effective in answering candidate questions. Recruiters can program the chatbots to handle sensitive and relevant candidate queries. Work-life balance, organisational culture and values are a few such subjects. The candidates will feel much more engaged if they can find satisfactory answers.
High volume hiring can be a task for recruiters. It demands a high level of efficiency and competence. However, technology can simplify and smoothen the process. With deeper insights and valuable analytics, recruiters can take the right actions. AI-powered tools can take on operational tasks and recruiters can focus on strategic aspects.
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