October 03, 2018 4:11 AM

High Volume Recruiting Best Practices

There comes a time in every recruiter’s career when the need for numbers seemingly outweighs the desire for high-quality hires. Yes, we’re talking high volume recruiting, and despite what you may think, you don’t have to compromise on quality.

For many people, the very concept of high volume or large quantities of anything be it a product, or in this case, potential employees means accepting that a certain percentage will be of a lower standard than the rest. And while this may be true if we’re discussing shipping containers full of apples, candidates are a very different matter.

You see, it’s entirely possible to recruit on a massive scale and still maintain your high standards. All it takes is a little focus, great preparation, and some clearly defined processes. But before we get to our best practices let’s first take a quick refresher course in the power of employer branding.

 

Brand, brand, brand

While brand recognition may be everything when it comes to sales and marketing, it’s brand reputation that rocks a candidate’s world. Did you know that according to a Glassdoor survey, 84% of candidates feel that brand reputation is important?

And when it comes to high volume recruitment, keeping that 84% onside with a positive employer brand will be a huge step in the right direction. We know we sound like a broken record, but it’s worth repeating that investing in employer branding should always be the first step in any company’s efforts to attract the best talent.

So what about those best practices?

 

Keep it simple

workplace mental healthCandidate experience is important, but you probably knew this already.

As many as 60% of applicants abandon an application if it’s taking too long and if you’re looking to hire en masse, those figures are really going to hurt your end result. So make the application process as painless and easy to complete as possible by removing any superfluous copy and unnecessary requests for information. You should really be doing this already in all of your campaigns but if not, then now is the time to start.

But sticking to a simple and straightforward application process isn’t just about keeping those candidates happy and engaged. A simple process also allows you and your team to set things up quickly and keep a close eye on how every step of the funnel is performing.

 

Make it mobile

texting-recruitment-talent-acquisition-vsourceThe time to embrace mobile recruitment as a new method of talent sourcing has passed. The truth is that we are already fully immersed in a mobile world, and if it’s not part of your recruitment strategy at this stage, then you’re missing out in a very big way.

89% of candidates and job seekers say that their smartphone or tablet is an important tool for job searching and that means that if you want high-quality hires in numbers, then you simply have to think mobile.

Make that application process a piece of cake to navigate even on the slowest of mobile devices. And ensure that uploading a resume or any other documents is also easy to do.

 

Automate as much as possible

It’s inevitable that with high volume recruitment, there will be a lot more work for you and your team to get through. From screening right through to interviews, there’s a seemingly endless flow of tasks to see to. And while keeping the application process simple will help alleviate some of that pressure, allowing software and AI to manage some of the work will help a whole lot more.

Consider automating your screening process to cut down on the number of unqualified candidates your team has to deal with. You can also use software to schedule calls and interviews further reducing the long hours spent on monotonous tasks.

At this stage, many recruiters are already fully on board with using tech for the two processes we just mentioned but what about talent rediscovery? Over the years your company has likely amassed an impressive database of talented potential candidates many of whom could be an ideal fit. AI software designed specifically for locating those ‘lost’ candidates could help you tap into that veritable goldmine of data you have in your ATS.

 

Know your metrics

You should already have a considerable amount of data at your fingertips, and now it’s time to use it. Check previous campaigns to identify the weak spots in your recruitment funnel. You can then choose to either abandon these steps completely or rework them for your current campaign.

You should also measure and analyze your current processes to see where you should focus your efforts. For example, if advertising on one platform is yielding higher quality candidates and a better conversion rate then you can double down and spend more of your budget there.

Another example would be to identify common data for successful candidates that make it to the final interview stage. You can then feed this data to your screening software allowing only those candidates who are a match to make it through the initial screening stage.

 

Ask for help

The best recruiter knows when to use technology to lighten the workload. Not only that, but they also know how to manage their team and set achievable goals, and in this regard, they know when it’s time to ask for help.

If it looks like your high volume recruitment campaign is too much for your team (and AI) to handle, then consider outsourcing certain tasks. Tasks like sourcing those potential candidates for example. And if you haven’t guessed by now, sourcing is our bread and butter here at vsource, and high volume candidate sourcing is one of the many things we do very well. Yes, we’re bragging, but it’s true. With a database of over 250 million candidates (that’s not a typo!), we’re in a unique position to work on your behalf locating the very best talent in large numbers.

Ready to try it out? Then click below and request your free consultation today.

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