Creative Methods for High-Volume Hiring
Hiring for many available positions in a short period is known as high volume hiring. This number might range from a few hundred to tens of thousands per year.
Large numbers of new hires are frequently required in sectors like retail and hospitality due to seasonal employment, store openings, or quick organizational expansion. that while job advertising typically draws fewer than 50 people, a high volume hiring typically draws more than 250 applicants.
4 creative methods to improve high-volume hiring
1) Establish a “candidate-first” hiring process
According to a survey by Indeed, 42% of job searchers deemed the application process’ long applications to be the most annoying aspect. For high-volume hiring, best practices for a “candidate-first” job application include.
1. Go where your candidates are already
Talent intelligence can pinpoint the regions and job roles where your best candidates are found.
2. Ensure that your application is mobile-optimized
65% of job seekers, according to Indeed, utilize mobile devices to search for employment for high-volume hiring. For hourly workers who might not have access to a desktop computer, the ability to apply on mobile is very crucial. A job application site that is mobile-optimized enables job seekers to upload their resumes using their phones and is mobile-friendly.
3. Keep it brief
If at all feasible, make the application procedure as simple as 1-click. If you can’t get that to work, try keeping your qualification questions to a manageable number (five or fewer), allowing social profiles to be used in the application, and pre-populating text boxes as much as you can.
2) Quicken your talent discovery process
Use talent rediscovery to uncover past applicants for open positions to speed up your sourcing. Talent rediscovery is the technique of searching your current resume database. The main complaint employers have with recruiters is that they don’t look at the candidates in their database. made with this kind of internal search functionality in mind.
Usually, the outcomes are constrained and prone to errors. As a result, unless you’re utilizing a specialized talent rediscovery tool, it becomes challenging or even impossible to match prior candidates to an open position. In today’s volatile labor market, this kind of HR technology is very helpful. To fill open job openings, many high-volume hiring firms are concentrating on reskilling and growing internal talent.
3) Use technology to automate the screening of resumes
On average, 75% of the resumes that are submitted in response to a typical high-volume job advertisement are deemed unqualified. This adds up to hundreds of hours spent per year when hiring for thousands of open positions and scanning through unqualified applicants. AI makes sense for high-volume hiring since it needs a lot of data to be accurate. Organizations like retailers have cut the time it takes to hire new employees in half by automating the manual resume screening process.
4) Find shortcuts by using recruiting metrics
Scale issues, as well as time and money optimization, are involved with high volume employment. Reduce your manual work burden while maintaining awareness of every applicant moving through the various stages of the interview high volume hiring process. Recruiters may devote more of their time to high-volume hiring, and strategic tasks by automating processes like screening and launching evaluations.
To identify areas where process improvements are required and to support investments in certain recruiting roles, recruiting metrics are crucial. You can uncover efficiency gains in your high-volume hiring by using a variety of recruiting indicators.
1. Monitor the source of employment to maximize your advertising budget
According to Silkroad’s research, 31% of hires come through job boards and aggregators. Get specific by identifying the job boards and aggregators that result in the most hires and allocating more resources to them while discontinuing underperforming sources.
2. Monitor conversion rates to cut out extra steps
The first interview was a phone screen with a recruiter who graded prospects on a scale of 1-3. 2. Track conversion rates to cut out extra stages. They decided not to conduct a second interview with candidates who received a 3 on their phone screen because their statistics revealed that 90% of these individuals advanced to the final interview round.
3. Specify diversity objectives at each stage of the hiring procedure
Unconscious bias permeates the manual resume screening process in many ways. By eliminating bias during screening via blind shortlisting, you may increase your talent pool for the interview stage. Set internal diversity targets for the proportion of members of underrepresented racial and ethnic groups who are contacted for interviews, offered job offers, and eventually hired.
4. Use patterns of engagement to locate the drop-off point
Find the candidate’s experience at your particular company’s weak points. Finding these weak places is a crucial step in improving your hiring process, whether it calls for a more dynamic careers website, more contact between the recruiter and prospect, or a quicker time to offer to compete with other offers.
In conclusion
Data is essential to your organization’s digital transformation of the high-volume hiring process and will help you improve the candidate experience. Creating excellent hires rapidly is necessary for large-scale recruitment, which begins with developing a potential talent pool. With the help of talent intelligence, broaden the scope of your search for excellent candidates in your high-volume hiring process.
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