PrincePerelson & Associates

5 Ways to Improve Your High Volume Recruiting Outcomes

Finding and hiring an excellent candidate to join your team is a challenge under the best circumstances. When the number of open positions grows to multiple dozens or even hundreds, the task becomes daunting. Out of necessity, the time devoted to screening and interviewing each applicant must be shorter. Yet, for a company to be successful moving forward, professional job recruiters must maintain the quality of each hire. It is a balancing act requiring hiring managers to walk a fine line between quality and quantity.

Volume hiring needs arise due to various factors, including company or department expansion, opening a new location, company restructuring, seasonal increase in business, or significant employee turnover. While always challenging, the task is never insurmountable. Armed with the right tools and recruitment approach, hiring at volume is approachable and can have highly profitable results.

1. Leverage Past Contacts

How many applications do you typically receive for an open position? Five? Ten? More? Now multiply that by the number of open positions you need to fill. While the true number of candidates you need will vary greatly depending on the skills required and your industry, the fact remains that you will need to attract a large number of job seekers to apply for each position. A great place to start is with your current pool of candidates.

Your pool may include current employees who may be open to a change or seeking opportunities to expand their skills. It also includes candidates who applied for a different position within the company but did not get an offer. While hiring someone who didn’t make the cut may seem counterintuitive, it is wise to consider why the individual did not get the position. Were they the runner-up? Are they better qualified for a different position? Did they lack experience at the time but have since gained more experience?

Individuals who have expressed interest in working for the company may be a good fit for an open position. As you weed through all incoming resumes and candidates, keep a record of noteworthy applicants. They could be a great resource down the road.

2. Use an Applicant Tracking System

An applicant tracking system (ATS) provides a centralized location for information related to recruitment efforts. It can serve as a database of applicant information and help streamline processes. While this type of system has long been a tool for parsing resumes and identifying the candidates most likely to be a good fit, some systems are now integrating AI to improve performance and outcomes.

ATS can help reduce the workload associated with high volume hiring and allow recruiters to focus their time and effort on interacting with candidates likely to join the organization.

3. Gather Data

As Francis Bacon once said, “Knowledge is power.” The more you know and understand about how each step of your recruitment practices influences the hiring outcomes, the better you will be able to refine your process to yield excellent results even at scale. Keep an eye on key metrics, including:

  • Conversion Rate – Are you able to fill open positions quickly and maintain a low vacancy rate?
  • Time to Hire – How long does it take to fill an open position within the organization?
  • Cost per Hire – How much does the organization invest in recruiting each individual?
  • Offer Acceptance Rate – What percentage of job offers are accepted by the applicant?
  • Diversity – Are you meeting organizational goals for diversity and inclusion?
  • Applicant Sources – Are there job boards, recruitment fairs, or other applicant sources that regularly return high-quality applicants?

4. Use Automation

Every step of the hiring process that is manual, eats away at the limited number of hours in the day your recruiting team has to dedicate to hiring. Look for ways to use technology to remove smaller tasks from their plate without removing the personalized interactions that potential employees may be looking for from their future employer. Here are some common areas where companies successfully automate.

  • Scheduling – Provide candidates with the ability to schedule and reschedule as needed on a digital calendar.
  • Virtual Interviews – Initial interviews can weed out unqualified candidates quickly. Allow candidates to record a video of themselves answering a round of questions. Doing so will save you time and provide additional flexibility to candidates.
  • Screening Questions – Decide early what skills and knowledge are must-haves for the position. Ask about these non-negotiables upfront. If they are absent, you can rule out a candidate before you invest too much time into vetting them further.
  • Communication – Leveraging a tool which allows you to send personalized emails and messages to applicants will save you the time spent in crafting routine communications and updates for every individual.

5. Focus on the Candidate’s Experience

While it may often feel like the job you have to offer is the prize to be won, a broader perspective reveals that the real reward is a skilled professional on your team. Thus, your goal needs to be providing candidates with the best possible recruitment experience. With experienced professionals in short supply in many fields, they often have a choice when it comes to choosing an employer. What influences their decision?

The first time they read the job description, they are already forming an opinion about the company. As they begin to fill out the application, do they become disinterested because of its length? Clear communication with your company from the beginning to the end of the recruiting process is essential to leaving all applicants with a favorable impression of the company. Look for ways to make the process easy and keep applicants informed along the way. Remember, automation can help make these steps easier for you when hiring at volume.

High volume recruitment puts even the most seasoned experts to the test. If you are standing on the threshold of your first volume hiring event, consider consulting with a seasoned professional. Salt Lake City volume recruiters know how to streamline the hiring process to find you the most qualified candidates quickly. They have a network of vetted and skilled individuals they can leverage for your benefit. Working with a professional can remove much of the uncertainty out of volume recruitment.