Bulk Hiring

Use this guide to help your hiring team be prepared for high-volume hiring.

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Bulk Hiring

Many companies that experience sudden growth or high turnover rates often need hundreds of new employees to meet demands. However, this poses a challenge that can easily overwhelm hiring teams. As such, these companies must familiarize themselves with bulk hiring and how to do it effectively.

Bulk hiring is the practice of hiring large volumes of applicants at once. As such, this practice requires you to build a recruiting process capable of handling the sourcing, screening, and onboarding of potentially hundreds of candidates. That is why it typically involves designing, maintaining, and adopting the right tools for rapid screening.  

To build a bulk hiring system, we first need to look at the key high-volume recruiting metrics, which we can use to judge the efficiency of a bulk-hiring approach.

  • Time-to-hire - Across all industries, the average time-to-hire stands at 3-4 weeks. By tracking this metric and comparing it against this average, and remember, bulk-hiring means getting candidates through the process as quickly as possible.
  • Candidate Sourcing - To screen a larger candidate pool, you need access to a large candidate pool. Pay attention to where you source your candidates, and remember that although some channels can provide large candidate pools, only a few will yield qualified candidates.
  • Cost-per-hire - This metric ties back into the time-to-hire. A cost-per-hire allows you to see how much each new hire will cost in recruitment time, tech to support that hire, and any marketing strategies it takes to bring that candidate to you.

Recruitment Process

If you’re going to handle bulk hiring, you’ll need an intimate understanding of the recruitment process. There are many out there under the misconception that the recruitment process is simply sourcing, screening, and hiring. However, the recruitment and selection process is far more than that.

In fact, there are seven key steps in the recruitment process.

  1. Planning - Planning is the first step in every recruitment process. Consider the number of applicants you need to attract, assess how your employer brand can appeal to the best candidate, and determine the tools your teams will need.

  2. Analysis - From here, you will determine what qualities you’re looking for in your ideal candidate. What does the role demand?

  3. Sourcing - Now, take the information from the planning and analysis stages of the process, and apply them to sourcing. Choose relevant platforms to engage potential candidates.  

  4. Screening - Screening in the recruitment process is your biggest hurdle. There are hundreds of candidates and a single recruiter can only handle so many in a day. Figure out where to automate and find the best tools.

  5. Engagement - After candidates clear your screening phase, it’s time to keep them engaged. Do more than simply have the hiring manager speak with them directly, use email and SMS outreach to keep canddiates engaged.

  6. Selection - Once a candidate has reached this point, it’s time for a review. Compare the performance of each candidate at this stage, and determine which is most desirable for the role. Team collaboration is key here.

  7. Onboarding - Finally, it’s time to bring your new hire onto the team. Be sure to implement a strong onboarding strategy for better employee retention.

We found that 43% of job candidates prefer to interview outside of typical business hours. Read the study here.

End-to-End Recruitment Process

The end-to-end recruitment process refers to the entire hiring process from start to finish. However, what differentiates it from other standard hiring processes is that recruiters handle the entire process. The stages are similar to what we’ve discussed. However, it’s built to be overseen by a single person.

Who this person is, depends on the size of the business. For many businesses, this will be a single HR generalist put in charge of the full cycle of recruiting. For larger companies, this could be an individual member of a hiring team. Regardless, end-to-end recruitment can benefit companies of all sizes.

It also provides a myriad of benefits. This includes accountability. As a single person becomes responsible for the entire cycle, no time is wasted passing candidates from one desk to another. That means it also improves workflow efficiency in the process.

That’s not even to mention the benefit it brings to the candidate experience. Rather than an applicant passing from one recruiter to another, they get a more personalized experience with the same recruiter to take them through the hiring process.

High-Volume Recruitment

High-volume recruitment requires a keen strategy, a streamlined process, and the right tools. Although this sounds daunting, hiring managers across industries do it every year — recruit hundreds or thousands of candidates at a time. Although the average job posting rarely attracts more than 50 applications, high-volume hiring brings in hundreds.

Hiring in this way is great for filling large volumes of vacant positions with qualified candidates. However, the caveat is that hundreds to thousands of applications mean recruiters will have to shift through numerous unqualified candidates. Again, this is why recruiters need the most efficient tools and strategies to make high-volume recruiting work.

Without the correct approach, recruiters run the risk of falling victim to the most common bottlenecks and shortcomings of the hiring process such as scheduling interviews. According to Glassdoor, scheduling phone interviews add 6.8 to 8.2 days to your hiring process. With hundreds of applicants to screen, recruiters simply don’t have that kind of time.

Thankfully, there are tools like Qualifi that are perfect for high-volume recruiting as it can invite hundreds of applicants into the screening process with on-demand interviews at once. This allows recruiters to eliminate the most time-consuming part of the hiring process: scheduling.

How to Recruit Effectively

Again, the key to any bulk-hiring drive is to create an efficient hiring process. That’s why we’re going to take a look at how to recruit effectively for high-volume hiring. Beyond methods like end-to-end recruiting, you’ll need the right tools.

For one, you’ll need a solution to handle bulk interviews. These are the biggest time sink in the hiring process. Many recruiters even report interviews taking up three-quarters of their total hiring time. As such, it’s the perfect place to start optimizing your hiring process.

Asynchronous phone screening lets you eliminate scheduling entirely. A recruiter simply records their end of the interview, and that recording is delivered to candidates en masse. These candidates can in turn respond to these self-guided interviews on their own time. As such, the candidate experience improves and frees the recruiter from performing these interviews individually.

Best Recruiting Tools

Naturally, you’ll want the best-recruiting tools lined up before hiring begins. However, that can be hard. A lot of mass hiring tools out there claim to be the best. They say they’ll fit every company size and industry.

But picking the right tool is more than consulting a top 10 recruiting tools list. It’s about finding the recruitment tools and techniques that work best for your business. Consider the on-demand phone interview vs. the video interview. Both promise the benefits of asynchronous interviews, but only one truly delivers an accessible and time-saving solution — the phone interview.

If you want to check out the benefits of the on-demand phone interview for you and your hiring process, start your pilot with Qualifi today to help you handle your bulk-recruiting needs.

Additional Resources