Everyone in charge of the recruiting and hiring process knows how exhausting it is to deal with a large volume of candidates. Reviewing thousands of applications, communicating with a large number of job candidates, maintaining disorganised information and complex databases, mass mailing, and other labor-intensive tasks are sometimes required to complete this daunting process.
Also, the tendency to employ talent in large quantities has grown substantially as a result of the ever-shifting market. So exactly what does high-volume candidate hiring mean?
What is High-Volume Candidate Hiring?
The term "high-volume candidate hiring" or “mass recruitment” describes the process of recruiting and employing a large number of individuals in a short time. Also, hiring many people for different positions or a large number of people for a single position is also known as high-volume candidate hiring. Organisations engage in mass hiring process for the following reasons:
- Company restructuring
- Establishment of another branch in a new location
- High market demand for a particular service a company offers
- Creation of new departments to enhance productivity
- Creation of talent pools for future needs.
Strategies for High-Volume Candidate Hiring in 2024
- Use applicant tracking systems (ATS) for hiring.
Hiring a large number of candidates at once is a hard and time-consuming process. To make high-volume candidate hiring a breeze, there are a plethora of AI-powered recruitment and ATS solutions accessible online nowadays. Recruiters and HR departments have had it easier with these technologies and software for hiring. Tech1M is one example of software that implements recruitment automation capabilities to simplify the hiring process.
2. Pre-employment evaluations:
It is important to determine whether a candidate possesses the essential abilities and credentials for the position while conducting pre-employment evaluations. Evaluate them based on their degree, years of experience, certificates, and specific skills related to the job opening.
3. Create candidate-centric content:
Content is king. The marketing team has to work closely with the HR department to share compelling infographic templates and upload content like these to attract new employees. They need to create material that is focused on candidates. As a result, luring additional prospects into the recruitment channel will be easy. Another thing that recruiters and HRs can do to attract a more varied pool of candidates is to write engaging job ads and detailed job descriptions, thereby creating an easy hiring process.
4. Use AI software to screen applicants.
Recruiters often get a large number of resumes after applicants submit their applications. When a position is posted, AI software like Tech1M will find the most qualified applicants, filter applicants based on their match scores, and pick the top candidates to be reviewed by the employer for approval. It also monitors the whole experience down to the final stage, which is employment.
5. Build a powerful reputation and network:
In order to locate and employ the most qualified individual, it is necessary to cultivate a robust network by attending events. It benefits employers by reducing employee turnover, quicker recruiting, and providing access to qualified applicants. Therefore, employers must cultivate a strong reputation, actively seek out opportunities to expand their network and maintain consistent communication. As a result, they are able to fill open positions in the recruitment pipeline with more qualified individuals.
6. Allow interviewees to pick their interview time:
The next step, after candidates have been screened, is to have them select from the available multiple interview timeslots in the applicant tracking system (ATS). With an applicant tracking system (ATS) that’s connected to either Google Workspace or Microsoft Teams, you can offer candidates multiple choices and have the system send them a tailored email or text message with the right content, thereby making it easy hiring.
7. Invest in candidate experience and employer branding.
The most important thing for a successful employer brand, an enjoyable applicant experience, and a greater offer acceptance rate is to communicate with applicants effectively and consistently. A survey by CareerBuilder stated that job seekers who have a bad candidate experience—42% of them—would never apply to that company again and 22% said they would tell other candidates not to work at that company.
8. Use a mass operation system:
In order to save time and reduce redundancy, make use of a mass operating system that allows you to perform the same function for multiple candidates, pass information to multiple candidates at once and also sort out the responses from candidates individually. This wouldn’t just make high-volume candidate hiring fast; it would also make it a very easy hiring process.
Challenges of High-Volume hiring process
Because of the large number of applicants that must be considered in a short period of time, high-volume hiring presents many unique difficulties. Some of which are:
- Time constraint:Dealing with a high volume of applications in a short period of time can be rather demanding. Finding the best applicants quickly calls for effective screening and tedious procedures.
- Sourcing candidates: It can be challenging to find a large pool of suitable workers, particularly in businesses that are highly competitive or when the unemployment rate is low.
- Retention challenges: Because of the potential preference for short-term satisfaction rather than long-term compatibility, high-volume hiring practises may occasionally increase turnover rates.
- Candidate quality over quantity: Balancing the need for speed with the necessity to hire quality candidates can be challenging. Sometimes, in the rush to fill positions, the focus might shift from finding the right fit to simply filling seats.
- Consistency in evaluation: When working with a large number of candidates, it might be challenging to ensure uniformity in the evaluation process. It gets harder to keep things fair and consistent.
- Candidate experience: Making sure every candidate has a good experience is challenging when there are a lot of candidates to deal with. In high-volume situations, it might be difficult to give timely feedback and communication, despite how important it is.
Companies nowadays are expanding and changing at an incredible pace. Therefore, in order to stay relevant in a fiercely competitive market, always be on the lookout for latest technology, software and data that will help you attract, evaluate and hire skilled candidates faster. Visit tech1m.com to get one of such services to streamline your hiring process
