In an era of mass layoffs, mass employment is difficult when employees are quitting their jobs at record speeds. Let’s take a look at the greatest tactics for acquiring a large number of staff.
What is high volume hiring?
So, high Volume Hiring means hiring many vacancies within a specific time frame. The number of posts available every year might range from hundreds to thousands. A suitable recruitment agency software for your company can help you with high volume hiring.
Strategy 1: Make a “candidate-first” application process
The ideal practices for many position “candidate priority” applications are:
- Whether it’s Snapchat, TikTok, or LinkedIn, you’re already in the place where the candidate is. Top candidates can be categorised by job or location using Talent Intelligence.
- Make certain that your application is mobile-friendly. As per Indeed, 65 percent of job searchers search for employment using mobile devices. The ability to utilize while on the road is especially useful for hourly employees that may not have accessibility to desktop computers. Mobile optimization includes a mobile-friendly application page (no need to pinch the screen) and allows job seekers to upload resumes from their mobile phones.
- Shorten: If possible, create a one-click application process to reduce candidate friction. If that doesn’t work, minimise the questions you’re interested in (for example, 5 or less), enable the Social Profiles application, and pre-fill the text fields as much as possible.
- What’s in it for them: Instead of creating a wishlist of ideal candidates, create job listings from a candidate’s perspective. So what were the advantages of this system for your organisation? How do they expect to be rewarded for their efforts? What are the primary responsibilities that a candidate must perform in order to be successful in this role?
Strategy 2: Speed up sourcing via talent rediscovery
Rediscovering talent means sifting through an existing resume database to find candidates for previous job openings. This form of HR technology is extremely valuable in today’s volatile labour market. Many organisations focus on re-skilling and training their internal talent to meet open job requirements. Use talent intelligence to gain a deeper understanding of your employees and understand the skills in your current talent pool.
Strategy 3: Using technology to automate resume screening
On average, 75% of resumes that receive many general job listings are considered unqualified.
Each year, posting thousands of job listings wastes hundreds of hours sieving unqualified resumes. Screening hundreds of applications might be time-consuming for company that seeks, but this is precisely the type of pattern identification that AI was created for.
Strategy 4: Using recruitment analytics to identify time-saving opportunities
Recruitment metrics that you can use to find mass recruitment shortcuts include:
Tracking Recruiting Sources for Optimising Advertising Costs: According to Silkroad data, the most common recruiting sources are job boards and aggregators, which account for 31% of recruitment. It’s fine-grained by assessing which job boards and aggregators are promoting more employment and investing more money while excluding sources of poor performance. Track conversion rates to avoid unnecessary steps.
Previously, the LinkedIn structured interview for client service agents included three interviews. The very first interview was a telephonic screen with a recruiter who graded prospects on a scale of 1 to 13. When the data showed that 90% of the candidates who scored 3 points on the phone screen had reached the final round of the interview, they eliminated their second interview. Set diversity goals at every step in the recruitment process. Unconscious prejudice is present in the manually resume screening process. Expand your talent pool during the interview phase by reducing bias during the screening of the blind candidate list. Set internal diversity targets for the amount of underrepresented groups who are interviewed, applied for employment, and eventually hired.
Find the limit according to the engagement pattern. Find issues with the candidate’s experience in a particular organisation. Identify these issues even if you need a more interactive career site, more touchpoints between recruiters and candidates, or faster quotes to stay competitive with other opportunities. Doing is an important part of streamlining the hiring process.
So, data is important to digitally transform the hiring process and enable organisations to create better candidate experiences. Hence, large-scale recruitment requires the rapid development of quality employees. This begins with developing a potential talent pool. Therefore, expand your search and use talent intelligence to find talent in the high volume recruiting process.
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