High volume hiring is that the practice of hiring for an outsized number of opens positions during a given time-frame. This can range from hundreds to thousands of positions a year. Common in industries like retail and hospitality, the necessity for an outsized volume of latest employees are often thanks to seasonal hiring, new store openings, or rapid climb in the organization. High volume hiring attracts more than 250 applicants. This means the most challenge for top volume hiring is that the time spent screening and shortlisting candidates. Keeping your high volume hiring process short and sweet – for both candidates and recruiters – is that the name of the sport
Indeed found 42% of job seekers found lengthy applications the foremost frustrating a part of the appliance process. Best practices for a “candidate-first” application for top volume hiring include: Be where your candidates already are: Whether that’s Snapchat, Reddit, or LinkedIn.
We Make sure your application is mobile-optimized: consistent with Indeed, 65% of job seekers use their mobile devices to seem for jobs. The ability to apply on mobile is especially important for hourly workers who might not have access to a desktop computer. Being mobile-optimized includes a job application site that’s mobile-friendly (no more pinching the screen!) and allows job seekers to upload their resume using their phone.
Keep it short: If possible, reduce candidate friction by creating a 1-click application process. If that doesn’t work for you, keep your qualification questions to a minimum (e.g., five and less), enable social profile application, and pre-populate text boxes as much as possible.
A BizStaffing survey found that one of the biggest complaints employers have about their recruiters is the failure to look at candidates in their own database. This complaint may be a bit unfair once you consider that a typical ATS just wasn’t designed to possess this sort of internal search functionality.
Although your ATS may allow you to use keywords and Boolean strings to look through existing resumes, the results are usually limited and error-prone. This makes it difficult or even impossible to match previous applicants to an open req unless you’re using a dedicated talent rediscovery tool.
On average, 75% of the resumes a typical high volume job posting receives are considered unqualified. When you’re hiring for thousands of open positions a year, this adds up to hundreds of wasted hours skimming through unqualified resumes. While screening many resumes is often mind-numbing for human recruiters, it’s precisely the sort of pattern matching AI was designed for. Software that uses AI to screen resumes analyzes the resumes of existing employees to find out the qualifications of employment then ranks and grades new candidates who fit the criteria (e.g., from A to D). Using AI for top volume hiring is sensible because AI requires tons of knowledge to be accurate. By automating manual resume screening, organizations like retailers have reduced their time to rent by 75%.
High volume hiring may be a problem of scale so you would like to make certain you’re optimizing some time and spend where you’ll. Recruiting metrics are essential for understanding where process improvements are needed and justifying investments into specific recruiting functions.Some recruiting metrics you'll use to seek out shortcuts in your high volume hiring include:Create multipliers where possible: Efficiency is crucial for top volume hiring. Multipliers During the recruiting process include asking candidates to apply with their friends and conducting in-person interviews in groups.
