3 Most Effective High-Volume Recruiting Strategies
May 5, 2021 12:37:59 AM
High-volume recruiting is tough and can even seem impossible with a smaller recruiting team. When you’re trying to hire hundreds to thousands of employees at once, you need the resources to support these initiatives.
Recruiting software can improve and make your talent acquisition strategy more efficient by automating certain tasks in the hiring process. This dramatically cuts down on the time your recruiters need to spend on the earlier stages of recruiting, and instead, allocates it to more important touchpoints that require recruiter-to-candidate interaction.
Let’s dive into some high-volume recruiting challenges and discuss three effective ways your team can overcome them.
What is high-volume hiring?
High-volume recruiting is a process that requires recruiting teams to hire a large number of employees within a short amount of time. It is typically needed when a company is growing, during holidays, or when opening a new business location or office.
High-volume recruiting is subjective depending on the company and its hiring needs and allotted time.
Challenges of high-volume recruitment
High-volume recruitment is a great way to mass hire qualified candidates, but it poses many challenges that recruiting teams may find hard to get around. Some of them include:
A. Time constraints
One of the most constrictive aspects of high-volume recruitment is time. Sifting through many potential candidates at once is extremely time-consuming.
Considering there are many different stages of the recruitment process including creating job descriptions, screening candidates, scheduling, and interviews, it’s impossible for recruiters to get it all done on time with so many candidates to connect with.
This makes traditional recruiting impossible to work with.
B. High costs
If you’re going with the traditional recruiting route, you’re going to have to scale up your recruiting team. That means more hiring more recruiters to meet the high influx of new candidates. This puts a huge financial burden on your company, and may even be inefficient in the long run.
Increasing staffing won’t necessarily solve this issue, especially if you’re looking to hire in the hundreds to thousands. It’s not practical and won’t be viable if your company’s working with a smaller budget.
C. Maintaining organization
When dealing with a large talent pool within a short time frame, your team needs to be on top of every single applicant to ensure that no one gets overlooked. Without a good organizational system, it can be chaotic and hard to track.
D. Keeping up a positive candidate experience
In certain scenarios, high-volume recruiting can make it harder for your team to keep up a positive candidate experience.
With so many job seekers in line to meet with recruiters, it’s not always possible for each stage to be completed in a timely manner. Recruiters can get caught up with different tasks, causing there to be delays in response times and updates — resulting in less of a positive candidate experience.
On a bad day, a candidate may drop off and opt out from continuing with the recruiting process. This is an opportunity lost from finding the right candidate for your organization.
Effective strategies for high-volume recruitment
Despite the challenges of high-volume recruiting, there are many ways you can get around them by adopting these strategies.
Create a seamless application process
Candidates are 365% more likely to drop out of your job application process if it takes more than 15 minutes to complete. If you’re looking to hire thousands of candidates, you risk the chance of losing top talent by making your application process too long and tedious.
To create a streamlined application process, meet your candidates halfway. You can leverage Text Recruiting software or Text-to-Apply to help candidates start the application process on their mobile devices from any location. This enables them to express their interest in a job opening via a unique keyword or QR code that immediately transitions them into answering pre-screening questions with a chatbot. Any contact information or work experience can automatically be added as a new candidate profile in your applicant tracking system (ATS).
This means less work for both recruiters and candidates, resulting in a faster and more efficient hiring process. It makes a world of a difference in high-volume recruiting.
Make use of chatbots
Chatbots are one of the most useful recruiting tools in the talent acquisition space. You can use them to automate most stages of the recruiting process, saving your team lots of time and money. We briefly mentioned the use of chatbots in the screening stage, but you can use them at other touchpoints, too.
You can use chatbots for job advertising. With a good recruiting software platform, you can build out SMS or email campaigns that can be sent out to promote open positions. Text templates are also available for you to build out and reuse, which is a great feature especially in high-volume recruiting.
This is an efficient and low-cost way to get the attention of passive candidates or gauge the interest of new candidates.
Interview scheduling is an area that can greatly improve with the use of chatbots. It doesn’t require a recruiter-to-candidate interaction, so automation can be used to streamline your hiring strategy here. Automated Interview Scheduling leverages AI to generate a list of a recruiter’s availability using their calendar. Candidates can then select the best date and time from the list with the option to reschedule or opt-out at any time. This makes it
Chatbots can also be used to help new hires with onboarding. Recruiters can set up chatbot workflows to help answer questions or inform candidates of important information or documents they may need for their first day of work. They can also collect any additional information to complete forms that recruiters may need to complete the onboarding process. This is especially helpful in high-volume recruiting where recruiters may not have the time and resources to onboard every new employee, one by one.
Leverage Virtual Career Fairs
Virtual Career Fairs are a great high-volume sourcing tool that can benefit teams looking to fill many job roles in a short amount of time. These all-digital career fairs enable recruiting teams to build different virtual job booths that candidates can visit and apply to. Candidates from any location can participate on any device and at any time.
Virtual Career Fairs make high-volume recruiting easier by providing a designated platform that job seekers can use to connect with recruiters, browse and apply to jobs, and even start their screening or interview process.
It’s also a great way to promote your employer brand to a large audience as candidates can easily see your company culture and values through your virtual career fair pages. Recruiting software platforms like XOR enables teams to build their own landing pages according to their branding and theme.
After the career fair, recruiters can easily track and view their recruiting metrics. These results can be used to analyze the event performance and tailor future recruitment strategies.
You don’t have to sacrifice quality candidates for the sake of achieving your high-volume recruiting goals. It’s more than possible to hire the best talent even with a large number of applications to review. With the right recruiting software, you can leverage chatbot technology to help your team automate repetitive tasks — so you can hire the best candidates, faster.
To learn how XOR fits into your current recruiting strategy, schedule a demo with us!