High-Volume Recruitment: All You Need To Know To Get Started
From the past few years, I am observing that high-volume hiring is a challenging task. Most of the organization recruiting is relatively straightforward: the hiring manager gets a budget to add headcount to their team. Managers work with recruiters to create a perfect job description and search for the perfect candidate to fill the role.
However, high-volume recruiting, on the other hand, is a whole different game.
In this blog, I am sharing a few high volume recruiting best practices that you can implement in your recruiting process. Trust this will drive the quantity and the quality of applicants you need.
1. Define Your Ideal Candidate: A key to high-volume recruiting is to have a clearly defined picture of candidates you are looking for. Arrange a team meeting with your hiring team and map out the ideal candidate for the role, years of experience, the special skill required, etc. Having a candidate persona will enable recruiters to implement a more effective process for screening. Recruiters can even use screening tools like a resume parser, which helps in extracting resumes/jobs data directly into ATS/CRM. This will help you to screen a quality candidate as per your requirement.
2. Keep Quality of Hire in Your Mind: Even when an organization is hiring during a high-volume recruiting drive, you should never compromise on the quality of hire. The right interview questions will help recruiters to spot the qualified candidates easily. Remember that if some candidates do not have your specific hard skills, it doesn’t mean they aren’t fit for the role. Skills can be taught accordingly.
3. Big Wins Require Big Talent Pool: During high volume recruitment, sourcing effectively is crucial in getting the right number of applicants into your pipeline. Thanks to ATS, it allows recruiters to automatically post jobs to the job board, job aggregators, social platforms, etc. ATS also allows recruiters to save candidates’ history who have applied to one of your openings but, for some reason, not hired. Recruiters can also use these candidates’ data to prepare their pipelines. Don’t count these applicants out. After all, they were interested enough to work for your organization at some point in the past. Open your employment doors again to them and send an invitation to apply for your new role.
Technology advancement has made the connection between recruiters and applications faster and more accessible. With the help of technology and best-recruiting practices, recruiters can make high volume recruitment possible within a short period.