Introduction

High volumes are all about efficiently managing a vast pool of candidates and providing a positive experience. Unfortunately, this can be challenging for many organizations.

Job seekers need more time, and poor application experiences can drive them away to other companies. To help with this, here are some effective strategies for mastering high-volume recruiting.

Focus on the candidate’s experience

When focusing on a candidate’s experience, it is essential to communicate, respect the candidate’s time, and ensure a smooth application process. High volume recruiting involves filling many positions and dealing with many applicants and requires efficient and organized processes to ensure a positive candidate experience. This can be achieved by incorporating best practices such as defining categories of roles, streamlining the application and screening process, and utilizing automated tools to effectively manage the high volume of applications. Organizations can attract and retain top talent by prioritizing the candidate’s experience and implementing strategies to handle many applicants, even in high-volume recruiting.

Make it easy for candidates to apply

Sifting through a large number of applications can take time and effort. To save time, it may be a good idea to include some of the most essential qualifications in your job advert and then screen candidates against this. This will make it easy for your recruiters to process and shortlist applicants quickly.

It’s also important to let all applicants know the outcome, regardless of whether they were successful or unsuccessful. This will prevent disengagement and encourage applicants to apply for similar roles.

Finally, consider using programmatic job advertising to speed up your recruitment process. This can help you reach a wider audience and find talented candidates who might not have otherwise applied. It can also reduce the required manual work, freeing up your recruiters’ time to focus on improving candidate experience and delivering targeted brand messaging.

Partner with colleges and universities

High-volume recruiting requires hiring numerous candidates in a short time frame. This type of hiring is often required due to seasonal business demands, rapid growth, or company expansion into new markets and regions.

To attract and screen high volumes of candidates, recruiters must create clear job descriptions and offer a candidate-centric application process. They can also use targeted social media ads and niche online publications to reach a focused audience.

Partnering with colleges and universities can be another effective way to find high-quality candidates quickly. Employers can host recruitment events on campus and hold assessments in assessment centers that creatively reflect their brand and employer culture. By tracking key metrics such as time to hire, recruiters can measure the effectiveness of their recruiting strategies and make improvements when needed.

Encourage employee referrals

When sourcing talent in high volume, it’s essential to utilize your existing candidate database to identify past leads who may be interested in new roles. This is known as talent rediscovery or returnship programs.

Employee referrals are typically cheaper and faster to hire than traditional candidates, and they’re more likely to stay at the company longer. Therefore, it’s essential to encourage your employees to use word-of-mouth to bring in quality candidates.

One way to do this is by rewarding your employees for their efforts. This could be monetary compensation or tiers based on the number of referrals they make. Also, quickly move qualified referred candidates through the interview process. Otherwise, they might lose interest in your company and find another opportunity.

Utilize social media

High-volume recruiting involves filling many job openings quickly. Social media is a powerful tool for finding candidates, but a strong employer brand is crucial. Engage with potential hires and analyze metrics to evaluate your social media recruitment efforts. Once complete, analyze and report on the success of your high-volume recruitment.

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