Hiring a large number of people in a short period of time is difficult, and understandably, many hiring teams have difficulties when dealing with high-volume hiring.
Most businesses’ ordinary recruitment strategy doesn’t include mass hiring, so their teams aren’t equipt to handle it. However, with the right strategy and tools, high-volume hiring can be managed effectively and efficiently.
Prioritize the Candidate’s Experience
Providing an exceptional applicant experience is an unavoidable challenge in high-volume recruiting. It’s no simple task when you’re evaluating hundreds of prospects at once, but it’s an important aspect of your recruitment process to focus on.
You’ll need to focus on candidate experience when recruiting in big quantities, from automating chores and customizing outreach to ensuring you’re keeping applicants up to date on applications and more.
Understand the Pros and Cons of ATS
An applicant tracking system, or ATS, is a piece of software that assists firms in managing their recruiting operations. An ATS, like a customer relationship management (CRM) system, assists businesses in tracking and optimizing their interactions with consumers.
The main advantage of applicant tracking systems is that it simplifies tasks, saves time, and cuts expenses.
It should come as no surprise that the main drawbacks of applicant tracking systems are the same as those of other systems like ChatGBT; it’s not human. Computerized screening eliminates great candidates. When reviewing resumes, an ATS will generally stay within the parameters you set for it. These rigid boundaries will inevitably cut the volume of candidates.
Streamline Screening
Screening candidates can be a time-consuming process in high-volume hiring. However, with the right strategy and tools, it can be streamlined to save time and resources. Running a short window for the full recruiting process increases the likelihood of poor recruits. Due to the rush to fill positions, there is a danger of inadequate vetting procedures and hiring people who are not a good fit.
You can use screening questions to filter out candidates who do not meet the necessary qualifications. Additionally, you can use pre-employment tests to assess candidates’ skills and abilities.
Don’t Depend on In-House Hiring Teams
Your team may have to go through hundreds of resumes before arriving at a big list of qualified applicants. Following that, you must screen and schedule interviews with each of them. This implies more time off for key management team members.
When it comes to recruiting, companies have two options: they can either use an internal recruiting team or hire an external recruitment firm. While both options have their advantages, hiring an external recruitment firm can offer several benefits.
One of the most significant benefits of hiring an external recruitment firm is that they have access to a wider talent pool than an internal team. Firms have vast networks of potential candidates that they can tap into and are experienced in sifting through a high volume of candidates.
Another benefit of hiring an external recruitment firm is that it can provide an objective and impartial perspective on the hiring process. Internal recruiting teams may be influenced by personal biases and preferences, which can lead to hiring decisions that are not in the best interest of the company. Recruitment firms, on the other hand, are objective and impartial, ensuring that the best candidate is selected for the job.
Outsourcing to a recruitment firm can widen the talent pool and increase your hiring speed. At JDI, we offer quality candidates after just 3 business days. Ready to fix your hiring process? We are ranked by Forbes as one of the best. Reach out to one of our recruiters here.