Introduction  

Hiring qualified individuals, or doing so on a large scale, can take time and effort. Achieving success with high volume hiring frequently comes at the expense of tedious, manual outreach operations, untidy spreadsheets, messy data, and difficulty recruiting for returnships for many hiring teams. This can be a significant barrier to entry for many hiring teams.  

Nevertheless, if they have the correct tactics in place, talent acquisition leaders and recruiters may win at high-volume hiring in a simplified and completely automated way.  

Five tips for achieving success Volume hiring for skills  

Whether you’re just starting with high-volume hiring or about to embark on your umpteenth round of hiring at scale, it’s crucial to remember that the most effective high-volume hiring takes place when you have strategies in place to support the efforts of your hiring team.  

Let’s look at five key tactics you can harness in your high-volume hiring to help you hire the talent you require without compromising on the quality of the role or the candidates. 

1. Make manual procedures and duties automated 

High-volume hiring is a difficult task that can easily consume time, resources, and energy. How can you minimize the time wasted on laborious or manual recruiting tasks? Leverage automation.   

When it comes to optimizing most recruiting procedures, automation is nothing new, and it’s just as useful for high-volume hiring as it is for regular hiring requirements. You can hire more swiftly, effectively, and with less biases, by using tools and solutions that automate these procedures. This year, 55% of HR professionals plan to increase their investment in HR technology, and 49% think technology can help them avoid biases in their hiring procedures.  

When your team makes large-scale hiring decisions, seeing your complete candidate funnel and automating a variety of formerly manual recruitment procedures can help you save time and make the most of your available resources.  

Automation technologies can also aid in minimizing prejudice in your volume hiring, ensuring that you maintain fair diversity hiring practices even when hiring on a large scale.  

2. Use analytics and data to improve your hiring pipeline 

You can’t know what you don’t know, so learning from hiring data and recruiting analytics are essential when making many hires. These statistics can not only be used to optimize your entire hiring process, but they can also show you where your weaknesses are and what you need to work on to hire many people at once successfully.  

Your recruiting data can assist you in finding methods to optimize and enhance. For instance, if you saw during your most recent volume hiring that it took your team too long to screen candidates or fill vacancies, using hiring-related analytics will be helpful in finding a scalable solution.  

You may want to monitor the following variables using your recruitment data:  

• • Know which paid, organic sourcing strategies produce the most return on investment. You might discover, for instance, that some job sites generate greater interest in and applications for your available positions, whereas paid job advertisements are only effective for particular jobs.  
  • Conversion rate: Paying close attention to your conversion rates for each position can help you identify any needless processes in your hiring process and explain why you should get rid of them. For instance, you can have too many steps in your interview process, wasting both recruiters’ and candidates’ time.  
  • Look closely at the facts regarding the diversity of your candidate pipeline to ensure you promote diversity in recruiting. Utilizing tools like EEO dashboards, candidate questionnaires, hiring feedback, and more, you may collect this data and measure this indicator.  
  • Like the source of hire, sourcing effectiveness can help you identify the channels producing the most return on your recruiting investments. This metric allows you to track conversions by channel.  

Using recruiting data can help you better understand how successful your high-volume hiring efforts are over time and where you can make adjustments. Additionally, you’ll discover that keeping an eye on essential hiring data will assist you in creating a better candidate experience. 

3. Boost productivity via returnship and talent rediscovery 

Talent rediscovery and returnship are concepts you’ve heard about before. Both are essential to leverage when it comes to significant volume recruiting.  

Using your applicant database to find prior candidates for current new roles is known as talent rediscovery. Returnship operates similarly in that former employees may be interested in returning. Your hiring staff can leverage rediscovery and returnship to fill open positions in both situations.  

You might be asking why would I consider recruiting candidates that had been rejected in a previous instance. When making a high volume of hires, there are a lot of reasons you should think about doing this:  

• • You had more applicants than positions available in prior hiring cycles, so you “left some qualified individuals on the table”  
  • Midway through your hiring process, a few former applicants accepted positions at other businesses (i.e., they received other offers)  
  • Although candidates were only sometimes the best fit for some of your prior positions, they have the qualifications for the open positions you have right now 

 

          4. Create a candidate-first, streamlined application process. 

Creating an efficient, candidate-focused application process takes a lot of work. As a recruiter, you must examine various factors, including how you will conduct structured interviews, the best ways to write job descriptions, and much more.  

However, if you want to hire at scale while still attracting the interest of the best prospects, a candidate-first application process is essential. Please consider that most applicants are less likely to finish a job application that takes 20 minutes or more and that 64% of applicants will tell others about their horrible application experiences.  

You must ensure you’re drawing in the correct individuals and motivating them to pursue and finish an application.  

• • Create detailed, comprehensive job descriptions  
  • Be precise about job descriptions, duties, and pay  
  • Draw attention to your company’s onboarding procedure  
  • Make it simple for applicants to submit applications from multiple devices  

To increase the effectiveness of your high volume hiring, consider posting jobs and drawing attention to vacant positions on all of your platforms, including your company website and other outlets, as well as job boards.  

5. Leverage your networks to find the most incredible talent  

While you may (and should) use social media to assist in disseminating job ads, the most excellent method for volume hiring isn’t just to post open positions on Facebook or LinkedIn and hope for the best. Instead, think about using your personal networks and even that of your team to find talent.  

For instance, send a brief, direct message to contacts you have on LinkedIn or Twitter and ask them if they’d be willing to share job posts with their networks or recommend candidates they think would be a good fit for the open positions.  

Similarly, find out whether other team members at your organization are willing to share the open roles and if they will participate in networking.