High-volume recruiting provides added challenges to the recruitment process. Recruiters facing this unique situation have to complete all of the typical tasks of TA professionals but in mass. This has lead to an increase in recruiting problems as the candidate’s expectations, such as communication, company culture and candidate experience, remain the same.

High-volume recruiting is challenging even for the most experienced of talent acquisition pros. It combines the common talent acquisition troubles of building the right recruiting strategy, maintaining employer branding values and providing a great candidate experience with additional unique struggles. Things like candidate management and understanding the specifics of roles can be hard to scale, but hold just as much weight in reputation and engaging talent.

Creating a global high-volume recruitment strategy is tricky. On top of trying to fill a plethora of positions in what can sometimes seem like unrealistic deadlines, your recruiters are also working with different types of people, cultures and expectations. Although you’re sure to recognize the benefits that diversity can bring to the company, accounting for the differences of each geolocation is critical. To do that, we’ve gathered the best pointers on how to build a comprehensive, automated global high-volume recruitment strategy.

Before the interference of technology, recruiting used to be much “simpler.” Simpler in that there weren’t a ton of choices in technology, tools or tactics, so employers used all the same or only slightly varied approaches.

As of recent, the term “Candidate Experience” has become a bit of a buzzword in the wonderful world of HR. After all, it’s a candidate’s world, and we’re just working in it. As we see the job market shift in the candidate’s favor, we, as employers, need to dive deep into our recruiting process to make sure that they are enjoying their experience with the company from the very beginning.

A personal assistant who costs less, can help your recruiters slash their recruiting time in half, cut out repetitive tasks, create a better candidate experience and increase your quality hires? Seems too good to be true, but it’s exactly what AI recruiting is doing, so your team can take the reins and focus on the more imperative tasks at hand. Now, don’t get us wrong, there is still plenty of time for human contact between you and your candidates, but why waste time, money and effort on the administrative tasks when AI can do that for you and actually do it faster and cheaper than anyone on your team?