Tactical Guide to High-Volume Hiring
Use these 5 steps to improve your high-volume hiring strategies
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The world of recruiting and hiring is constantly changing, and new techniques are constantly emerging to help hiring teams stay ahead of their competitors. As such, there are more and more options for recruiting strategies available to modern businesses.
As a company grows, so do its hiring demands. Larger enterprise hiring efforts can see hundreds, if not thousands, of candidates apply to a handful of positions, which can easily overwhelm unprepared teams of recruiters. It is essential to prepare for high-volume recruiting. High-volume hiring takes care of strategic planning and the right tools.
High-volume recruiting requires a different approach than typical recruiting. Unlike normal periods of recruiting, high-volume recruiting requires recruiters to hire large numbers of candidates at once. Rather than identifying a singular talent that fits a role best, they’re looking for numerous highly-qualified candidates to hire.
High-volume hiring is a method of recruiting that is used by many companies, especially large corporations and call centers that experience high turnover rates. As a result, there are many strategies to address the dilemmas posed by high-volume recruiting.
That’s why today we’re going to look at a quick high-volume recruiting guide. We’re going to explore tips for high-volume recruiting — including how to track your hiring process. We will also outline how you can identify high-volume hiring tools to feed your candidate pipeline.
Finding the right high-volume recruiting strategy for your business allows you to improve your ROI and reduce the time positions remain vacant in the company.
So, what exactly is high-volume recruiting? Sometimes called mass recruiting, high-volume hiring is when companies recruit large numbers of candidates in a short amount of time. As we mentioned before, this is a common practice for high-turnover industries that struggle to keep positions filled.
For the average recruiting process, the average job posting may receive 50 or so applicants. However, this number often spikes towards 250 applicants beyond with high-volume hiring. Unfortunately, many of these applicants are wholly unqualified for the position for which they applied. This leaves recruiters sifting through mountains of resumes, missing out on the qualified talent they’re looking for to begin with. It is more important than ever for recruiters to find the right high-volume recruiting tools to maintain this level of recruitment demands without either burning out their recruiters or sacrificing efficiency.
When considering your high-volume recruiting strategy, it’s useful to have a guide to help dictate how to approach a problem. To that end, you may find it helpful to reference this list when planning your next recruitment drive.
With any strategy, not just high-volume recruiting strategies, it’s important to consider the measurable effects of your approach. Look at the high-volume recruiting metrics surrounding your recruiting efforts. How long is your speed to offer? What is your applicant drop-off rate?
Being able to answer these questions provides you with powerful insights into your recruitment funnel and allows you to adjust your strategy to achieve better recruitment ROI.
One of the biggest problems with high-volume, to no surprise, is the volume of candidates. With so many applying at once, recruiters can easily fall behind their recruiting goals as they struggle to interview every candidate and screen every interview. Thankfully, some tools allow recruiters to automate the interview process.
By automating the interview process, recruiters can focus on screening candidates. Rather than spending half an hour to two hours to schedule a phone interview, and then taking at least thirty minutes to conduct it, recruiters can use automated interview to speed up the slowest part of the hiring cycle — interviews. Utilizing automated tools like Qualifi can eliminate interview scheduling time and cut screening down to a 3-5 minute process.
Utilizing automated interview tools such as Qualifi’s on-demand phone platform allows recruiters to interview hundreds of candidates overnight, 24/7. Your recruiters simply record their side of the interview, and send it out to candidates at the push of a button. In turn, candidates can answer these one-way interviews at a time of their convenience.
After all, there are 128 hours in the week outside of typical interview hours. Is it any surprise that almost half of all candidates prefer to interview during these times? Qualifi found that offering asynchronous interviews to cover these non-traditional hours brought in significantly more responses than traditional phone interviews.
When hiring for many roles, you first need to achieve a large number of applicants. Therefore, you need a constant stream of candidates feeding into your pipeline. Without accounting for this as part of your high-volume hiring strategy, you’ll quickly find yourself out of qualified candidates.
Rather, pursue alternative sourcing strategies to diversify where your candidates are coming from. These alternatives could include options such as employee referral, mining your existing sources, or even revisiting past candidates.
Above all, identify tools that work with your tech stack. The world is full of hiring software solutions promising to be the fit-all problem solver for any recruiting team. Unfortunately, this is not true. To achieve an effective recruitment strategy, you’ll need to dig deep to understand the needs of your team before committing to any old software.
You need tools that work for you at any time, regardless if you’re looking at a drive of high-volume recruitment or trying to fill a single position.
As we mentioned before, high-volume recruiting challenges come in many forms.
High-volume recruiting, for example, can quickly lead to burnout in recruiters. This is especially true if they are a small team facing a massive drive in recruitment. But why does this occur? The answer is rather simple. Traditional phone interviews and scheduling take much out of a recruiter’s day, to the point that many recruiters report the interview process dominating two-thirds of the total hiring time.
A second challenge created by high-volume recruiting is the effect on the speed to offer. By attracting large numbers of unqualified candidates, recruiters are forced to spend more time sifting through the unqualified to find their diamonds, which worsens both the candidate's experience and the time-to-fill for a position.
Consequently, poorly managed high-volume recruitment efforts lead to a decrease in recruitment ROI and prevent recruiters from acquiring the best talent available.
Thankfully, there are tools to answer these challenges. Qualifi’s on-demand interview platform allows recruiters to easily handle masses of candidates at once. Plus, it cuts down on screening time so recruiters spend less time per candidate without sacrificing quality.
Try Qualifi for free today to prepare you and your team for high-volume recruitment.
