High-volume recruiting refers to making a large number of hires in a short period of time.
Common scenarios that call for it include:
- A seasonal change like the holidays in which workers are suddenly needed
- An employer that has a lot of high-turnover and roles that need to be refilled
- A period of rapid growth and permanent expansion for an employer; or
- A staffing, personnel, or professional recruiting company that’s constantly hiring
No matter what the case, recruiters who have high-volume goals are notoriously put under a lot of pressure. They typically deal with a large number of openings per person, and as a result, need to be strategic with their time and resources.
If you’re one of them – the good news is you aren’t alone!
There are thousands of other talent acquisition leaders out there testing new approaches and lots of companies building amazing recruiting software built specifically for this purpose.
Here are six tips we put together to make your high-volume recruiting a little easier:
1) Make it easy to find your jobs
It may seem obvious that making it easy for a job seeker to show interest in your job openings is key to making more hires, but it’s easy to overlook.
One good first step is to test out the search capabilities on your careers site. If a job seeker makes a common spelling error or uses the wrong word for the job title will they still be able to find what they’re looking for?
Be sure that your roles are categorized and that you’re using a search technology that’s customized for your jobs so job seekers can find them
Small fixes like this can have huge results when it comes to getting more conversions on your careers site and reaching high-volume recruiting goals.
2) Automation is your friend
When it comes to hiring for a new role a great place to start is with all the candidates who visited your jobs in the past but never applied.
Trying to do this manually for high-volume roles is nearly impossible though.
Tools like Dalia catches job seekers before they abandon your job applications, and engages them with your newest jobs and helpful content which encourages them to apply.
Candidate nurturing can be one of the most efficient strategies for high-volume recruitment.
3) Don’t ignore candidate experience
You don’t see candidate experience mentioned in the same breath as high-volume recruiting often, but in reality, its importance cannot be stressed enough.
Giving timely feedback throughout the hiring process, replying to questions, being straightforward and honest, and sharing helpful resources with your candidates go a long way in building relationships.
If you’re finding yourself spending more and more budget on job board clicks and recruitment advertising, consider investing those resources to connect with job seekers already interested in working for you for a higher ROI.
4) Use SMS
Text messaging is a great channel for communicating about high-volume roles because it has almost 3x the response rate of email.
Whenever we help our customers reach out to candidates about new jobs we include an SMS notification as well.
High-volume job seekers typically respond well to text messages because their level of urgency in finding or switching jobs tends to be higher.
While texting is a great way to share your latest job openings, it’s usually not the best for content so save your job seeker resources and other content for the email inbox.
5) Exclude or build resumes
Many people who want to apply for hourly jobs don’t have resumes, which can be a problem because most careers sites require a resume by default.
So, how do you keep these job seekers from immediately leaving?
Remove the resume requirement or offer a resume builder that they can use to apply for your jobs and other jobs. This will make you stand out from other employers as a company that actually wants to help.
It will also give them everything they need to apply to your jobs.
6) Put the candidate first
Let’s say that for whatever reason your recruiting gets put on hold. Your search may be paused, but that doesn’t mean that your candidates aren’t still trying to find a job.
Don’t get stuck on the sidelines.
Dalia customers share other companies’ job openings with their candidates because they know that even if that person goes to work somewhere else – they can still leave a positive impression.
Actively helping people with their job search drives more engagement, leads to more qualified applicants, and reflects well on your employer brand.
Other ways you can put the candidate first include regularly updating them on their status for the role, and if you do reject them offering feedback on what they can improve in the future. Offer them free resources and tools that will help guide their search.
Putting the candidate first leaves a lasting mark, and the next time that person is on the hunt for a job your company will be the first place they look.
About Dalia and how we can help
Dalia makes it easier for people to find jobs and for employers to hire more efficiently. Employers use our candidate experience platform to automate talent nurturing and connect with job seekers faster. We hear firsthand from job seekers about the ups and downs of their search and use that feedback to keep making it easier for them to find a job. If you’re searching for a job – sign up, and if you’re hiring – get a tour.