Essential High Volume Recruiting Tactics in 2021
One of the most difficult things for any company looking to hire top talent is finding and vetting candidates. With a large backlog, many companies now rely on high-volume recruiters who can identify quality applicants in bulk orders that are more quickly vetted than if done one at a time.
The day of a high-volume recruiter is hectic, to say the least. They must find and evaluate numerous candidates for several jobs on any given day which can lead them to feel overwhelmed at times. It’s important not only that they stay focused but also have consistent results in order to meet their daily goals; without this consistency it may be hard for recruiters like these ones if hiring rates are low or there’s an increase in demand from clients with no time left over between jobs. While finding good talent isn’t always easy, having defined processes and utilizing helpful tools will make things much easier!
Tips to Get You Started
Effective high volume hiring starts with doing your research. Recruiters have to be researchers in order for this process to work effectively. Conventional methods like job boards will not yield the quantity of quality candidates you’re looking for when it comes down to recruiting at a higher rate, which is what we are talking about here today. Unemployed websites, industry-specific job boards and college outreach pages are all great places recruiters should expand their search; but effective research requires knowing exactly what they want as well as an understanding of geographic regions and intelligence on competitors’ recruitment tactics so that one can keep up with them competitively while simultaneously staying ahead or even finding new strategies altogether!
It’s important to remember that employee referrals can help you with your hiring needs. By leveraging them, you will be able to quickly widen and diversify the candidate pool while also saving time by not having follow all of those steps in recruitment processes like writing a job description, posting an ad, collecting resumes for screening purposes as well as more.
Recruiters and hiring managers who work together, job descriptions that speak to the qualities you are looking for in a candidate and connecting with desirable candidates as soon as possible are all important elements of high volume recruiting success.
Use Automation to Scale Hiring
AI recruitment tools are revolutionizing the hiring process. For example, SmartAssistant is a recruiting AI service that not only streamlines your job search by matching you with jobs according to skills and experience but also identifies candidates from within your workplace who would be great fits for open positions.
SmartJobs is a programmatic job advertising and optimization platform, which helps agency recruiters automate the process of posting their open positions and desired qualifications across multiple platforms.
Smart Assistant is one of several features in our talent acquisition suite that enables over 4,000 companies to streamline workflows by automating myriad workflow steps so recruiter can focus on finding best candidates for hiring them as timely fashion possible.
Use the Right Metrics to Track Performance
When employing software for high-volume recruiting, it is also important to track performance metrics that give you an idea of how well your marketing dollars are spent. For instance, relying solely on cost-per hire isn’t a wise strategy because the difficulty with hiring niche roles and needs to spend more money acquiring top talent cannot be ignored. To make sure this doesn’t happen use a hiring scorecard–the first step in creating one would survey both the potential manager’s reaction as well as if they think their new employee fits into what will be required of them.
When using any technology or process intended for higher volume recruitment like HR software there are many different factors which should always be monitored such as performance metrics—both those from within your company
Recruiters are always looking for the best way to fill jobs, and it can be hard when you’re faced with large amounts of negative responses. What differentiates a high-volume recruiter from an average one is how they handle these tough situations. If your hiring budget percentage is low and your hiring velocity should be higher because of rapid turnover rates in certain positions but there’s too much work on hand to complete all tasks within a timely manner then sometimes improving that net hire score will have no effect without making changes first .
Doing what you can during this difficult time by tweaking those three metrics based on needs–hiring budget as % total payroll; Hire Velocity (jobs filled/time); Net Hiring Score (%positive vs%)
CVS: A Case Study in High-Volume Recruiting Success
In an effort to quickly hire 50,000 new employees CVS set a goal of hiring 25% more than their current workforce. Two months into the process they have hired 60, 000 applicants or are in the recruitment process with over 1 million applications submitted by potential candidates and still counting! This is six times as productive than any other month on record for employee recruiting according to one spokesperson from inside company.
When the COVID-19 pandemic popped up, CVS realized that they had to rethink their hiring process. They began posting open positions on a virtual bulletin board and interviewing applicants using video chat messages instead of in person or over the phone interviews. Their new hires were able to start work quickly because there was no physical waiting period for clearance from human resources; moreover, by pivoting fully into an entirely virtual recruitment strategy during this time it allowed them not only more velocity but also ensured that all their employees’ skillsets matched with what needed doing at these particular points in time. One clever way they managed this feat is when companies who have recently furloughed workers reached out asking if any openings existed within other departments (CVS) – those
The hiring process can be a time-consuming, frustrating and expensive endeavor. Companies who want to save money on interviewing candidates by avoiding the need for interviews altogether would do well to examine CVS’s strategy in doing so. By using their best strategies such as evaluating your own talent pool with a scorecard before making any hires is surefire way of saving yourself from wasting time or money on unqualified candidates.
Conclusion
In today’s competitive job market, organizations are always looking for ways to recruit more people while still maintaining quality. This article will show you how by doing your research ahead of time and leveraging the resources at your disposal (including utilizing cutting-edge technology), recruiting can be a high volume success!
High volume recruitment presents an interesting challenge to most companies–how do we significantly increase our hiring numbers without compromising employee skill levels? The key is in preparation: researching candidates before they even come across our radar; using metrics that track performance rather than simply headcounts; adapting quickly when things don’t go according to plan so as not miss out on opportunities elsewhere. As long as these strategies are applied with creativity, dedication and top notch innovation from all departments
