From managing to retaining thousands of applicants, there’s an urgent need for you to increase the speed and accuracy of your high-volume hiring efforts.
Due to the great resignation, 1.68 million workers are missing from the labour force compared to 2020. This has affected high-volume hiring because industries have more available jobs than workers to fill the vacancies.
This is why you need the right high-volume hiring strategies to help you scale your efforts and increase your success rate. With these strategies, you can avoid overstraining your resources and making hasty judgments while ensuring candidate quality.
Here, you’ll find 6 high-volume recruitment strategies to help you and your team enhance efficiency.
Let’s take a look!
What is high-volume hiring?
High-volume hiring involves filling a large number of roles within a short time. It differs from regular hiring, which follows a slower pace and allows for a longer time with candidates individually.
Dee Dee Whitmire, Recruitment and Engagement Manager at Focus People Staffing, gives a broader overview of high-volume hiring.
Although it is usually associated with hourly and gig employees, it now encompasses numerous industries, as 65% of companies today have high-volume recruitment needs.
Numerous scenarios require different companies to implement high-volume recruitment, and the most common ones include:
- Seasonal business needs, such as restaurants or hotels during festive periods
- Onboarding for new locations or company branches
- Healthcare staff
- Sudden growth and urgency to scale
- Customer service and sales representatives
- Data statisticians and specialists
High-volume hiring aims to attract good fits quickly to address growing customer and company needs.
Industries such as retail, eCommerce companies, manufacturing organizations, and hospitality establishments usually need more high-volume recruitment. However, aerospace, technology, defense and financial services also need mass hiring.
6 high-volume hiring strategies to implement in 2024
When dealing with the demands of C-suite executives, you need clear-cut strategies that can produce tangible results for your team. We compiled these proven strategies to help you minimize trial and error.
- Automate recruitment processes to save time
Automation impacts the business by making the experience so much more frictionless and seamless, and it gets to the parts people want- JP Elliot, Chief People Officer at WilliamsMarston LLC.
Since recruiters waste up to 30 hours weekly on administrative tasks that distract them from the candidates, automation is necessary. Numerous tasks such as sourcing candidates, interviewing, application review, screening and even the offer process steal a candidate’s time.
When you automate recruitment processes, it allows you and your team to focus on the aspects that matter most without any hitches. This is where an all-in-one ATS system such as Kula plays a significant role.
Here are various automation features you can enjoy by using Kula ATS for high-volume hiring:
- Candidate assessments can be configured per workflow step to trigger when new candidates are added automatically.
- Configure notifications to be sent based on role and workflow steps when candidates reach certain stages in the hiring process.
- Send automated interview reminders beforehand, including the schedule, scorecard, candidate profile and resume.
- Alert users of stagnated actions via warning notifications to drive immediate action.
- Automate job posting using Kula’s visual builder.
- Reject candidates with easily customisable messages.
- Build a solid employer brand that arrives before you
Over 750,000 people apply for jobs at McDonalds annually in the UK alone. Although this company has been around for many years, it constantly tries to retain a strong employer brand to keep applicants interested.
If candidates find it difficult to trust your company and envision themselves working with you, then you’re getting employer branding all wrong. This will negatively impact the number of applicants you’ll get and their retention rate.
Beyond highlighting the benefits of working with your company, employee advocacy plays a major role in giving candidates an insight into your company. With the combined efforts of management and employees, your company can attract more high-quality applicants in the long run.
McDonald's CEO Chris Kempczinski takes to social media with insightful, personable video content that allows applicants to understand the company's values.
Here are some practical ways that Kula ATS helps you amplify your employer brand:
- Customizable career portal: With this portal, you can show your company’s brand identity and reflect your brand values to attract ideal candidates. It offers design elements and messaging options that help you achieve an immersive experience.
- Employee referral program: Kula ATS helps you enhance your referral program by providing a dashboard to track top referrers and candidate sources. This way, you can measure the impact of your employees on helping you get new hires faster.
- Optimize your using powerful analytics and reports
Relying on anecdotes or intuition alone when hiring in volume is a risky approach that affects the effectiveness of your hiring efforts. With precise data, you can quickly adapt to market changes and make better decisions to secure your organization’s future.
82% of companies admit that data plays a crucial role in talent acquisition, although only 50% measure the effectiveness of their recruiting efforts. With analytics, you can speed up your high-volume hiring process, eliminate hiring bias and gain a competitive advantage.
Nisha Hegde, Talent Acquisition Manager at Mott MacDonald, shared:
Data analytics can provide insights about the candidate’s qualifications, potential, and performance. However, it cannot consider the candidate's behavioral and personality aspects, which are equally critical when identifying the right resource for your organization.
Combining data analytics in recruitment with your perception of a candidate can increase your chances of attracting more quality hires. It also helps you take a more organized approach toward hiring despite the volume of candidates you plan to onboard.
Here are some analytic features that Kula ATS provides:
- Analytics shows the time it takes to hire candidates, including the time between their hire and start date. It also shows the number of hires that start on time.
- Filterable dashboards to track historic, sourcing, and hiring plan metrics
- Built-in analytics to compare different sourcing channels
- In-built analytics that shows the number of candidates in each step of the hiring pipeline
- Identify best sources for applicant referrals through analytics.
- Improve administrative experience to streamline processes
73% of recruiting and hiring leaders experience burnout directly related to their daily activities in the workplace which has made up to 61% of them consider quitting their jobs. This only gets more intense with high-volume hiring.
With technology that can help recruiters streamline their processes, recruiters can increase their output without getting burnt out quickly. Since nearly 95% of all recruiters who quit attribute it to a lack of quality technology, you can gain better results by improving your experience.
Here are different ways Kula ATS can help you improve your administrative experience:
For recruiters:
- View multiple calendars simultaneously to schedule interviews for the hiring team based on availability.
- Use custom email templates to message candidates in bulk or individually within the platform.
- Configure auto-replies set notifications and reminders for easy candidate follow-up.
- Search talent databases using candidate filters such as source type, job titles, company name, etc.
For hiring managers:
- Plan headcount and track the hiring team’s performance against set targets.
- Share notes, resumes, and candidate profiles within the platform to centralize communication.
With Kula ATS, hiring teams can have a more seamless experience when collaborating to fill vacant roles quickly.
- Leverage an applicant tracking system with AI capabilities.
Using spreadsheets for high-volume hiring can be overwhelming, but an applicant tracking system can help you organize your data quickly.
Even so, the traditional applicant tracking system with AI capabilities still needs to catch up when faced with the demands of mass hiring. You must use an ATS with AI capabilities to make your work easier.
Instead of juggling between multiple platforms, an ATS gives you a holistic view of all your recruitment activities. The best approach to choosing an applicant tracking system is to settle for user-friendly software with features that are easy for your team to understand.
You can manage all your activities across social media platforms, job boards, and emails using only Kula ATS. This all-in-one ATS tool helps you save time on repetitive tasks to focus on the ideal candidates for your organization.
Here are potent benefits you get to access while using Kula ATS:
- AI candidate scoring that helps you screen applicants based on predetermined criteria programmed into the system
- In-built interview notetaker powered by AI that helps you transcribe interviews in real time to enhance team collaboration
- Kula has a free AI job description generator that allows you to tailor content based on role, company and tone.
- Automatic parsing of candidate resumes, whether uploaded individually or in bulk
- Customize the application process based on specific job roles and departments and configure screening questions.
- Take bulk actions on applicants, including messaging, rejecting, adding, setting reminders and internal sharing.
With an applicant tracking system that uses AI and machine learning, you can scale your high-volume hiring activities faster without sacrificing accuracy.
- Personalize candidate experience to attract top talents
Ty Abernethy, co-founder and CEO of Grayscale, asserts that “candidates know they’re in a candidate-driven market, in high demand, and they take advantage of that in many cases.”
Recruiters can quickly reduce the candidate experience to reach many applicants, which is one reason high-volume hiring is considered challenging.
However, candidates need to be more informed by your need to meet your hiring target; they only care about how you treat them, even if their role is 1 in 1000. Since candidates are advised to apply for 10-15 jobs weekly, recruiters must convince candidates that choosing their organization is a great option.
Here are ways Kula ATS helps you create a personalized customer experience:
- Use a portal dedicated to each candidate to build transparency throughout the hiring process. This portal allows candidates to stay informed about their progress, which builds trust.
- Candidates can use numerous devices to apply for jobs, upload resumes and view job ads.
Scale your high-volume recruitment process with the right tool
Mass hiring can be a nerve-racking experience even for the best recruiters. The overwhelming amount of candidate data that awaits you daily to fill thousands of vacant roles can take a lot of work. Since high-volume hiring is a numbers game, the pressure to perform is higher.
However, with a comprehensive recruitment tool like Kula ATS, you can scale and automate your hiring process. This way, you can achieve your desired results faster, collaborate more efficiently and focus better on the crucial parts of the hiring process.
