High-volume recruitment is the process in which a business experiences a time of extreme growth. This can be because of many different reasons such as seasonal and graduate intake, company expansion, new global office locations or a large organisation with many roles to fill at any given time.
Recruiting on a mass scale is a common practice amongst most employers. Almost 65% of companies experience high-volume recruitment in their lifespan. Organisations have to have the right volume hiring practices in place to keep up with the workload.
Traditionally, high-volume recruitment has always been a tricky area of recruitment to manage. The sheer volume of job applications and vacancies to fill, quickly becomes difficult to manage. There are several different reasons for this but the main culprits burdening high-volume recruitment are time restraints, inconsistent hiring processes, ineffective communication and of course the risk of unconscious bias seeping into the hiring process. To completely minimise high volume inefficiencies, it’s important to know what recruitment methods can be causing them.
Let’s take a closer look at which high-volume recruitment techniques aren’t as effective as they once were.
1. New job vacancy distribution
To scale effectively, distribute job openings via different outlets. Having only a single route to application limits talent variation and can massively affect organisation inclusivity. For external positions look towards a variety of advertising spaces such as job boards, social media, the company careers page, as well as in-person job fairs – which are particularly beneficial in graduate recruitment. As this will maximise job intake from a range of different candidates whilst also being a good opportunity to increase brand exposure and build a positive reputation.
2. Managing unmatched job applications
Once the job applications start rolling in, it’s a top priority to ensure you find the right candidate for each role. Wading through hundreds (or even thousands) of applicants for each vacancy means a lot of candidates won’t make the cut. Usually, this would mean that these applicants are placed to the side and their hiring journey ends. But isn’t it much more efficient to rescreen these candidates against all other open job vacancies and look for a match there? They’ve already shown a keen interest in their initial application so why not maximise the opportunity and reroute them to another job that they may be better suited for.
This can be done with the help of screening technology to make use of every application you receive and give candidates a second chance with a brand new job opportunity.
3. Screening beyond specific skills and experience
Many organisations will experience high-volume recruitment for entry-level, seasonal intake and campus recruitment. But screening for these types of roles doesn’t always mean looking for a specific skill set or type of experience. Instead, it’s important to focus on candidate competency and assess candidate values and behaviour.
Competency-based job applications require a screening method to analyse evidence-based examples. Assessing a wide variation of competencies such as communication, leadership, teamwork and problem-solving skills to determine job fit. By doing so you can predict key indicators of functional work suitability.
4. Ignoring key data
High-volume recruitment generates a lot of data that you won’t want to miss out on. Inside this data lies lots of important statistics and information you can review and take on board to help shape your next mass recruiting drive.
Looks for key metrics such as:
- Number of job applications
- Applicants per opening
- Applicant response time
- Time to hire
- Cost to hire
- Routes to apply
- Candidate sourcing time
Understand which roles have gained the most attraction and analyse the type of talent it did. This can help you to identify areas for improvement and where in the recruiting process you can use a helping hand to manage high-volume intake.
Now we’ve covered how to overcome common high-volume recruiting mistakes but what about things you SHOULD do?
Well, we’ve covered that too. In this post we have some different techniques for handling mass hiring, check them out here: “how to handle high volume recruitment” as well as managing job applications surges, “how to manage a surge in job applications”.
So that’s everything! We want to hear your thoughts, so let us know in the comments.