Want to discover the best tips and tricks to crush your high volume hiring strategy? Our guide right here is for you!
Grace Lau is the Director of Growth Content at Dialpad, a secure video conferencing and AI-powered cloud-hosted communications system for better and easier team collaboration.
What’s the most valuable asset of a company? Ask any successful business leader, and they’ll respond with “the workforce”. Of course, products, services, and customers are other essential aspects for long-term success. Ultimately, though, success stems from how skilled, engaged, and productive your employees are.
This alone should be a good enough reason to keep investing in talent acquisition. After all, hiring and developing the best professionals holds the key to a thriving business.
But, while most of the time recruitment simply means looking for the right candidate to fill a vacant role or cover temporary leave, in some specific circumstances high volume hiring is required.
To find out more about this recruitment process and how to approach it in your organization, keep reading our comprehensive guide.
As a recruiter, you might have come across the expression “high volume hiring”, but perhaps weren’t involved in the process directly. Also called “mass hiring”, high volume hiring simply refers to the need to recruit many people for your company in a limited timeframe.
It’s easy to imagine how much pressure HR teams are under when they deal with high volume hiring. However, you can make the process easier by using specific software tools as well as AI in the workplace solutions.
But before we move forward, let’s examine the most common situations that would typically require a company to opt for high volume hiring.
There are three main reasons why a company would go down the high volume hiring route:
Here are five top tips for mastering mass hiring.
Simplify and streamline your hiring pipeline during high volume hiring with the right software tools.
They will give you something highly valuable when dealing with a huge applicant pool: automation. With the right tech, you can wave goodbye to spending entire days sifting through thousands of job applications. You also won't need to grapple with the intricacies of interview scheduling, or feel frustrated when coming across unqualified applicants.
As if all this wasn’t enough, recruitment software also helps to cut recruitment bias. You can use tools that anonymize the hiring process and let you focus on a candidate’s core skills.
When you are hiring large numbers of candidates, you may not want to adopt a candidate-first approach. You may feel like this is going to raise costs and add significant and unnecessary complication to the task.
You must, though, stay focused on your goal: hiring the best people for the job. And this only happens if you foster a positive and empowering culture throughout the entire application process.
Start by crafting clear, comprehensive, and enticing job descriptions. Next, remember to always give feedback to every candidate on their application. To help you streamline this process, send out automated emails to all the unsuitable candidates.
Yes, this lacks a little personal touch. At least, though, it keeps them informed of their application status and allows them to move on to the next opportunity.
As an HR recruiter, the chances are that you have a wide network of business acquaintances and take part in events and meetings. After all, you are a people person, right? Then, why not harness this all-important skill to find the right talent within your network?
For example, you may consider any of the following, or even a combination of them to boost your high-volume hiring process:
If your entire team gets on board, the chances of success will skyrocket.
As with any other type of recruitment, high volume hiring is only as effective as the metrics you use to measure it. This means that if you want to figure out whether you are doing it right, you need to know exactly what to keep an eye on.
In this specific case, you may want to look at recruitment metrics such as:
To ensure enduring success, it's important to give special attention to metrics that help to retain talent. You can monitor key indicators such as employee turnover rates and post-hiring performance to gain valuable insights into how effectively your high volume hiring efforts contribute to retaining quality employees over time.
Screening applications is one of the most time-consuming parts of any type of recruitment process, but it becomes even more daunting if you are tasked with hiring dozens of people within a very limited period.
The name of the game, once again, is automation. First, find a good resume parsing tool that can help you divide your applicant pool between suitable and unsuitable candidates. This will immediately help you to rule out a good chunk of poor-quality or irrelevant resumes and leave you to focus solely on those that matter.
After resume parsing has left only a handful of interesting candidate profiles on your desk, it’s time to delve a bit deeper into this cohort. Depending on the specific job vacancy that you’ll want to fill, you may choose to do any of the following:
Having said all that, it’s still helpful to get to know individual applicants better through a more standard interview, whether you are recruiting ten new people to increase your call center efficiency or hiring a much larger pool of global freelancers. Naturally, this will depend on how many people you have been asked to recruit, how much time you have available, and how many resources you can allocate to this task.
Additionally, consider utilizing recruitment CRM software to manage and track candidate interactions effectively throughout the high volume hiring process. This software can help you maintain organized candidate profiles, communication logs, and automate follow-up tasks, ensuring a streamlined and efficient recruitment workflow.
At some point in your HR career, you may be asked to manage the very specific type of recruitment process known as high volume hiring. While it may sound overwhelming, the truth is that there are lots of different strategies you can put in place to help you turn it into a fast, smooth, and successful endeavour.
By following our five top tips, you will be in a much better position to handle all the challenges that high volume hiring might throw at you – such as huge lists of potential candidates, around-the-clock monitoring of recruitment metrics, rigid time restrictions or scant resources.
And once you have found the best people for the job, you’ll finally be able to tell yourself: I have mastered the art of high volume hiring!
Grace Lau is the Director of Growth Content at Dialpad, a secure video conferencing and AI-powered cloud-hosted communications system for better and easier team collaboration. She has over 10 years of experience in content writing and strategy. Currently, she is responsible for leading branded and editorial content strategies, partnering with SEO and Ops teams to build and nurture content. Grace has also written for other domains such as Upcity and WooRank. Here is her LinkedIn.