© 2023 NLB Services. All Rights Reserved.
Hiring the right talent and scaling it up is a challenge in itself. For many hiring managers and hiring teams, achieving success with a high volume comes with tedious expenses and outreach activities, messy spreadsheets, disorganized and unmanageable data, and several recruitment difficulties.
However, with the right recruitment strategies in place, recruiters and talent acquisition leaders can win at high-volume hiring that is streamlined and perfectly automated.
Here are some ways and strategies that can be followed to scale up the recruitment process and efforts to bring in the right hire to the organization:
Let us dive deeper into exploring the bulk hiring strategies and how to scale up the recruitment game and make it voluminous.
As the term itself suggests, high-volume hiring refers to hiring many people in an organization in a stipulated time period. While it differs from traditional recruitment processes, through data analytics and automation, bulk hiring has become very convenient. Many recruiters are adopting them to complete a voluminous hiring process.
High-volume hiring or ‘mass hiring’ or ‘high volume recruitment’ is not something companies do regularly. It is done to meet certain recruitment needs at a particular time and for particular project requirements. High-volume hiring applies to your organization’s size, business objectives, and growth trajectory.
Having multiple roles open at once can often lead the recruiter to confusion and result in creating chaos among hiring teams. When the timelines are tight and recruitment requirements are urgent and in bulk, strategizing around how to make it efficient is something that the recruitment team needs to follow. Strategizing proactively can solve the issue of recruiting for a large number of roles at a single time.
In high-volume recruitment, a recruiter receives hundreds of CVs at the same time. Going through and reviewing lots of received CVs may tend to the exhaustion of valuable time. Closing one particular position involves a lot of time, and a typical job opening itself receives loads of applications. It can be a challenge to manage numerous openings at the same time. Imagine having to cope with numerous such open positions simultaneously. As the quantity of job applications is huge, it becomes impossible to deny the time loss that recruiters face in closing a position.
The struggle is very high during bulk hiring. And it is difficult for companies to provide top-notch recruitment experience to the candidates.
While bulk hiring processes are tedious, paying attention to the minutest details is also very difficult. No matter how automated the process is, during bulk hiring it becomes difficult to address every candidate’s issues. Which can also sometimes be difficult to promote the employer brand.
Volume hiring involves recruiting multiple people for similar roles. Mainly for entry-level roles with a low barrier to entry. The process involves a large number of applications for the same positions in the market.. However, there is no specific number of positions or vacancies that open up in a year; the typical yearly applicant volumes range from 5,000 up to 320,000 and beyond in volume hiring. Volume hiring is the best way to hire for multiple positions.
In regular recruitment, recruiters generally hire an individual required to fill one open role. It is completely a manual process that starts with identifying the position till finding and finishing the onboarding in the company. Regular recruitment is manual, labor-intensive, and involves many rounds of interviews to hire one person for the role. In the entire process, multiple screenings are done and it involves many stages of the recruitment process. It is partially automated (depending upon the company), and more human interactions are involved to get a position closed.
Recruitment metrics help organizations make informed and data-driven strategic decisions. The data and valuable insights from your recruitment team can be processed and used to find resources effectively and increase the ROI. Recruitment metrics also allow you to measure the success of your hiring goals and track internal progress benchmarks of your company.
Quality of Hire may also be measured through the metrics. The recruitment metric determines the percentage of applications received and the recruiting function submits. The interview ratio indicates the strength of the shortlisting process and helps to maintain the overall effectiveness of the organization.
Which medium the application has been received from? Whether online or offline.
Time to hire refers to the period of time it took to close a position. Metrics help to determine the time between a candidate applying for the position and acceptance of the job offer. This recruitment metric measures how fast each step of your recruitment process moves, zeroing in on bottlenecks and inefficiencies that create slowdowns.
Ask the existing employees to speak about your organization on Linkedin. It helps to create more visibility for other candidates who wish to apply to your organization. Not just pictures, but a small video of the workplace can also be included on the platforms to give an insight into the work culture your company holds.
Follow the recruitment trends and update the talent data that your company has.
Keep the job form crisp and to the point to avoid unnecessary hassles. Only ask questions pertaining to the job requirements.
When recruitment is getting automated, try to automate the recruiting process through AI and automation. Closely monitor the types of applications being received. Do a deep analysis before lining-up candidates for an interview.
As companies begin to adopt a hybrid work model, adopting a tech-driven recruitment process is imperative to make hiring easy and swift through automation. Subscribe to recruitment tools that help to streamline and automate specific tasks, so your team can focus on other aspects of the recruitment process.
Hiring freshers can never go wrong as students are keener to learn. Students early in their careers want to gain professional experience through internship programs. Hire and train them. They have a huge potential to fit in full-time roles in the future.
After IJPs it is better to onboard the referred candidates to speed up hiring and place the best talents in your organization.
Target competitors’ keywords and optimize candidate-centric content on social media, websites, or job portals for higher visibility.
Though high-volume recruiting is pretty challenging, it can be accomplished, especially with proper tactics and techniques. By clarifying the criteria for open positions, being up-to-date, polishing your brand, getting granular with data, right recruiting tools, and keeping precise professional relationships with your candidates, you can be on your way to creating a fool-proof mass hiring strategy.
© 2023 NLB Services. All Rights Reserved.