An Essential Guide: High Volume Hiring for Your Organization
4min read / 23 Dec 2022
What Is High-volume Hiring
High-volume hiring refers to the process of bulk hiring in a set time period. Typically, employers conduct high-volume recruitment to support quick business growth or staff a new department. Besides, seasonal drives or graduate recruitment may also call for high-volume hiring.
As per research, 73% of giant organizations choose this form of hiring, and often high-volume hiring calls for a different hiring strategy and approach than conventional small-scale recruitment.
High-volume Hiring Challenges
High-volume hiring can be challenging because of the number of roles hiring managers need to fill. Some common challenges that most organizations encounter when conducting volume hiring include the following:
Usually, HR managers need help reaching out to qualified candidates searching for suitable job roles. For instance, when they declare a job opening on their official website, they need to retrieve the data of the candidates that use other channels for searching for jobs.
To overcome this challenge, hiring managers must develop a multi-channel recruitment strategy. It will help them to connect with job seekers across platforms. The hiring managers can use sourcing channels like job boards, social media, referrals, job marketplaces, classified ads, etc.
Time and Scheduling
When carrying out high-volume recruiting, HR managers may need help managing time and schedule efficiently. While the front-level HR team completes the screening process and interviews, operation managers typically interview the candidates and make the final selection.
Scheduling time in a manner that fits well for the hiring members and candidates may take time to complete numerous interviews in a stipulated timeline. Hiring managers can combat this challenge by automating the entire scheduling, leveraging an integrated scheduling tool.
A comprehensive automation system may help recruiters wrap up things quicker. Besides reducing the span to hire candidates, incorporating advanced technology into the hiring strategy may help reduce marketing expenses, achieve a better quality of candidates, and improve candidate communication.
A result-driven hiring strategy should always focus on diversity. The diversity horizon should be widespread – everything must be sorted from the hiring team and candidate pool to the sourcing channel. However, most employers need help achieving diversity within a stipulated timeline. To overcome this challenge, recruiters turn to different hiring platforms as they allow access to different demographics.
Organizing is crucial when employers screen numerous candidates. However, in most cases, recruitment officials collect applications via email and store them in the drive. It may lead to a solid mess. Instead, employers should centralize applications and communication to keep things organized. Companies may also consider an applicant tracking system to keep hiring data streamlined and accessible.
5 High Volume Hiring Strategies You Can Use in 2023
For effective bulk hiring, organizations can follow high-volume recruiting best practices. They may include the following.
Automate Manual Processes and Tasks
Bulk hiring can be a tedious process where technology can act as a boon to ease it. Recent data claims that approximately 55% of HR professionals have turned to technology in 2022, and 49% believe that automation may help reduce biases. Automation allows recruiters to wrap up the job quickly and efficiently. Leveraging automation, employers can streamline different recruiting jobs, and besides high-volume recruitment, organizations can use it for regular hiring.
Leverage Data and Analytics
Employers can leverage hiring data and recruiting matrix when conducting high-volume hiring. Besides helping organizations optimize the hiring process, analytics and data allow them to figure out areas of improvement. When checking out recruiting analytics, recruiters should consider data points, including candidate diversity, sourcing effectiveness, conversion rate, etc.
Talent Rediscovery and Returnship
Organizations can check out their old database and find candidates who have appeared for the interview before but couldn’t crack the job. This process is called talent rediscovery. Besides, recruiters can leverage returnship by reaching out to employees not associated with the organization anymore but are open to returning.
Develop a Candidate-First Application Process
Often, candidates will avoid a job application form that takes way longer to complete. Developing a well-managed and candidate-centric application process guarantees a fine-tuned interview experience. Moreover, it allows organizations to seamlessly hire at a large scale without overlooking the interest of suitable applicants.
Take Advantage of Networks
Organizations can use their networks to retain the right candidates. For example, organizations can request their Twitter or LinkedIn connections to share their job posting on their networks. Slack channels or other online communities can also be used but organizations have to keep in mind the branding aspect.
How Can Automation Help With High-Volume Hiring
When organizations leverage automation for setting up high-volume recruitment strategies, they can efficiently reduce the hiring time. Besides, recruiters can wrap up the entire process with added efficiency and enhanced flexibility. Leveraging automation, recruiters can manage email communications, schedule interviews, evaluate scorecards, and collaborate reports seamlessly.
With Oorwin’s efficient AI-enabled talent acquisition platform, organizations can source and hire talent smartly and rapidly.
Frequently Asked Questions
What Do You Mean by Volume Hiring?
Volume hiring refers to hiring numerous candidates in a short span. Usually, companies conduct volume hiring to facilitate business growth, fulfill seasonal drives, graduate recruitments, etc.
What Is Considered High Volume in Recruiting?
When an organization hires thousands of candidates quickly, it is considered high-volume in recruiting.
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