High-volume recruitment may not be a standard need for every business or industry. For those businesses that do undertake frequent high-volume hiring drives, it can involve significant resources, time, and effort. As with most sound talent acquisition strategies, employers are not simply intent on hiring new talent, but on hiring as efficiently as possible.
With the larger number of applicants and candidates in high-volume recruitment, this becomes much more challenging. This blog explores four innovative ways that businesses can explore to make their high-volume recruitment more efficient and successful. Read on to learn more.
Table of Contents
Make Candidate Screening More Efficient
Recruiters, like any other class of business professionals, need to make the most efficient use of their time. The hiring process in which they are involved is comprised of several stages, including sourcing, screening, and interviewing, all before a worker is hired.
Each stage involves a significant degree of time and effort. This can become very hard to manage when recruiting in higher volumes and can result in inefficient use of time on the part of the recruiter.
To overcome this challenge, high-volume recruitment drives should place an emphasis on pre-screening and screening of applicants – a step taken prior to selecting viable candidates.
This ensures a better outcome in terms of eliminating unsuitable applicants and it allows recruiters to focus on more suitable fits for a given role. Ultimately, it delivers a much higher success rate and a much lower chance of a bad hire slipping through a pool of candidates.
Use Centralized Applicant Management Platforms
Applicant management platforms are an extremely useful hiring tool, especially within the context of large volume hires. The biggest challenge with this approach is dealing with a large number of incoming applications, amplifying the challenges that a recruiter would face when hiring a single candidate.
However, applicant management platforms can assist recruiters in managing candidates, screening and ranking them, communicating with them, and building an automated pipeline in parallel.
These platforms can be automated to a large degree, including the posting of open roles on multiple boards, communicating with candidates for better engagement, and prioritizing those candidates t best suited to the requirements of a given role. Overall, the platform can make large-volume hiring more efficient relative to businesses operating without automation.
Work with Third-Party Staffing Partners
Working with a third-party recruiter, like a specialized staffing agency, is often a key aspect of any successful hiring drive. This is especially true of high-volume recruitment. These staffing service providers have a great deal of expertise and depth of understanding when it comes to recruiting in larger volumes.
More importantly, they are invested in results, since their resulting fees are contingent on the number of successful placements they produce. Therefore, a manufacturing company recruiting workers in large numbers will see greater success if it partners with a firm offering manufacturing staffing solutions.
Focus on Developing Stronger Pipelines
Building talent pipelines is an efficient way for recruiters to achieve greater hiring success for future job openings. These pipelines consist of candidates that recruiters already pre-qualified for a role but were ultimately not the final hiring choice. This does not mean the candidates in the pipeline are fallback choices, but simply that someone else was hired for the role.
However, they may still prove valuable. A talent pipeline allows recruiters to quickly dive in and look for suitable candidates that they have already screened, instead of beginning the entire process from scratch. It can help reduce hiring timelines while allowing recruiters to efficiently source the right candidates for the job.
Professional high-volume recruiters understand the importance of having a good pipeline. Therefore, they often invest a lot of time and effort in building one that contains high-quality candidates that have already been deemed suitable for a similar role in the past. When a larger number of new hires becomes a key business need, all these recruiters have to do is touch base with the candidates in the pipeline and evaluate the best ones to call upon for an interview.
Takeaway
Hiring continues to grow more competitive, and business recruiters cannot afford to be inefficient when sourcing new talent. High-volume recruitment can often be extremely challenging and involve more variables compared to recruiting for a single role.
However, using the four key tips above, a business may be able to navigate many of the obstacles conventionally associated with high-volume hiring drives. In fact, they can improve the speed and efficiency of their hiring, along with better hiring success rates. Conversely, neglecting to do so could result in failure and inefficiency.
