Strategies to Achieve Success in High-Volume Hiring
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Hiring the right candidates for different roles can be difficult when recruiting on a large scale, but with the use of the right strategies, hiring managers can achieve success.
This comprehensive article shares key strategies to achieve success in high-volume hiring and discusses the main challenges that may hinder the process to help you streamline the process and select the most appropriate talent for your organization.
What is High Volume Hiring?
Companies hire several candidates for different job roles to achieve business objectives. Such a hiring process is known as high-volume hiring. High-volume hiring is usually done in retail, customer service, hospitality, and seasonal jobs, where several positions are required to be filled to ensure satisfactory operational demands with a focus on employee benefits.
It entails optimized recruitment processes and the use of technologies such as applicant tracking systems and automation tools to manage a high number of applications. It may encompass mass recruitment events, job fairs, and online job portals to attract a huge number of applicants.
Key Challenges
High-volume hiring is essential for a range of companies but it presents some tough challenges. As per a report from Jobvite, nearly 65% of recruiters state that mass hiring is more stressful for them in today’s market.
The common high-volume hiring challenges include:
1. Timely Screening and Selection
The high volume of applications presents a significant challenge to organizations finding the right fit for the job. Companies receive hundreds (if not thousands) of applications to review within a short period. This may result in compromised quality of the recruitment process. Keeping up with the timely screening and selection process is a challenge to the hiring teams.
2. Finding Qualified Candidates
Another challenge hiring managers come across with high-volume hiring is ensuring that they are finding quality applicants in the large chunk of applications they receive. The focus on volume may lead to a rushed process and lack of attention to detail, resulting in the hiring of undeserving candidates.
The hiring teams therefore must find ways to screen, interview, and assess candidates as early as possible.
Recruitment teams may use AI-powered technology to interview and provide offer letters faster.
3. Delivering an On-Brand Candidate Experience
High-volume hiring can deter the brand in various ways, including:
- Posting frequent openings may give the impression that they have high attrition rates, resulting in a negative candidate experience.
- A personalized experience for each applicant is difficult in a high-volume hiring process because of the large volume of applications.
- The quick hiring may lead to increased turnover rates, as it may hire many undeserving candidates for the job.
All the examples mentioned above can result in poor candidate experience, impacting the company’s reputation and making it more difficult to attract global talent.
Companies can get rid of these issues by using various online tools, such as video assessments, to ensure a great first impression. It saves time for hiring managers and candidates alike. It allows them to record the interview, get tools, and take the interview from the comfort of their home, ensuring a low-stressed yet personalized way for candidates to present themselves to the recruiters.
High Volume Hiring Strategies & Best Practices
Organizations can employ several strategies to recruit and onboard quality candidates through a high-volume hiring process. Some proven strategies include:
1. Technology
According to a report, nearly 82% of companies use pre-recruitment assessments.
These assessments not only help in managing the high volume of applications but also offer resume parsing, and communication automation and reduce the time and effort significantly to match manual screening and coordination and improve the quality of hire.
2. Streamlined Application Process
A simple application process can reduce the barriers for candidates and improve the candidate experience. Companies can minimize the number of steps required to apply on the online portals and ensure that the applications can be filled quickly and easily across a range of devices, including mobile phones, and tablets. Businesses can use the following strategies to ensure a streamlined application process, including:
- Reduce form fields: Companies can limit the number of required fields in the application form to expedite the process and reduce candidate dropout rates.
- Implement one-click applications: One-click application improves the candidate experience and eliminates the need for manual data entry.
- Use progressive profiling: Companies can use profiling techniques to collect information gradually as candidates progress through the application process.
- Provide clear instructions: The businesses can provide concise and clear instructions to make the application process easy and guide candidates effectively.
3. Mass Recruitment Events
Conducting mass hiring events such as job fairs, open houses, and virtual hiring can easily appeal to and attract a talent pool. Such events present ample opportunities for companies to flaunt their brand and culture and opportunities to screen and interview the right fit candidates for the jobs.
4. Pre-Employment Assessments
The pre-employment assessments can help companies evaluate candidates for specific job roles. These assessments can offer support in screening, interviewing, and making more informed hiring decisions.
Companies can achieve multiple benefits by incorporating such assessments into the hiring process, including:
- More accuracy: These assessments can improve accuracy by getting objective data that complements traditional resume reviews and interviews.
- Lesser time-to-hire: Pre-employment assessments allow companies to screen candidates efficiently and reduce time-to-hire significantly.
- Unbiased Selection: These assessments help mitigate biases in the recruitment process by considering the skills of the candidates rather than their demographics or personal connections.
5. Employee Referral Programs
Employee referral programs have helped companies achieve the objectives of bulk hiring. It has emerged as a cornerstone of hiring strategies for many companies, leveraging the power of employee networking to attract talent pools.
Companies can ensure higher-quality hires and faster hiring cycles with referral programs. According to an ATTO report, employee referrals account for nearly 30–50% of all hires in the United States. The same report reveals that 45% of referral hires stay longer than four years, as compared to 25% of job board hires.
6. Flexible Scheduling
Companies seek to adapt to the diverse needs and preferences of candidates by adopting flexible scheduling in the recruitment process. A flexible schedule helps candidates adjust to the pre-fixed schedules and commitments. Flexible hiring schedules allow companies to cater to a diverse range of candidates while meeting their requirements and making them interested in the company and job profile.
It includes:
- Virtual Interviews: Interviews via video conferencing and other digital mediums help candidates participate from remote locations, with no need to travel to the geographic location of the company, and save cost and effort.
- Flexible Assessment: Companies offer convenient timing to complete the assessment tests to the candidates at their convenience to enable them to manage their time without any pressure.
7. Collaboration with Temporary Staffing Agencies
Global HR teams collaborate with staffing companies to augment their in-house hiring efforts and tap into additional talent pools. It results in valuable support in candidate sourcing, screening, interviewing, and onboarding quickly for high-volume hiring.
Approximately 2.4 million temporary and contract employees work for America’s staffing companies during an average week in 2024, according to the American Staffing Association. Nearly 76% of offices are in the temporary and contract sectors of the industry.
These figures illustrate the role that temporary staffing agencies play in meeting workforce needs across industries and sectors.
Use Global Expansion’s Expertise to Perform High Volume Hiring
High-volume hiring creates unique problems for organizations, but with the correct tactics and approaches, it is possible to locate the best people for the job efficiently.
High-volume hiring presents unique challenges for organizations, but the right kind of strategies can efficiently resolve the issues and locate the best talent for the job.
Global Expansion (GX) can help you with its one-of-a-kind global workforce management tool. We're not just an award-winning tech platform. Our expert support is included from onboarding to termination.
Talk to us today about hassle-free global hiring.
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