The Complete Guide to High Volume Recruiting

Finding and hiring the best candidates for your organization is essential, but what if you have to deal with hundreds or even thousands of applications? How can you efficiently manage a high volume recruiting process without missing out on any potential talent? This is a common challenge that many recruiters face, especially when they have to fill mu0ltiple positions in a short time. It can be easy to get overwhelmed and frustrated by the sheer number of candidates, and end up making mistakes or settling for less than ideal hires. But don’t worry, there is a solution. You can simplify and streamline your high volume recruiting process with the right tool that can help you handle every step of the process with ease and confidence. That’s why we have created this guide for you, where we will share with you valuable insights, expert tips, and proven strategies for managing high volume candidates. By following our guide, you will be able to attract, evaluate, and successfully hire the best talent for your organization, ensuring its long-term success and growth.

What is High Volume Recruiting

High volume recruiting, also known as mass hiring, is the practice of hiring a large number of employees within a limited time frame. This is often necessary for companies that are experiencing rapid growth, opening new locations, or have increased labor demands during certain seasons. High volume recruiting is very common in industries such as retail, restaurants, and large manufacturing facilities with thousands of employees.

To accomplish this, HR professionals will advertise job openings to a large pool of candidates and review numerous applications to find the most qualified employees. Some companies may also partner with recruiting agencies to expedite the process of finding potential employees.

If done right, high volume recruiting can help companies find quality candidates who may choose to work with the company for many years potentially saving time and money.

Challenges in High Volume Recruiting

• Attracting the right candidates: High volume recruiting is not just about getting a large number of applications, but about attracting candidates who are a good fit for the company and the role. This can be difficult when there are many positions to fill and a limited pool of qualified candidates. You may need to use creative strategies like social media, employee referrals, and targeted advertising to attract the right candidates.
• Talent sourcing: Finding a large number of qualified candidates in a short period is not easy. You might struggle to source enough talent to meet your hiring needs and it gets even harder when recruiting for specialized roles or in competitive job markets. To overcome this challenge, you may need to expand your talent-sourcing efforts, using social media strategies and recruitment agencies to find qualified candidates.
• Time constraints: High volume recruiting often comes with tight deadlines. Your companies need to recruit a large team and recruiters have to review a large number of applications and conduct interviews within a limited timeframe. This might become a problem for recruiters since there is a large volume of candidates to consider. However, recruiters might still be able to find a way around this through effective strategies such as pre-employment assessments and structured interviews, to quickly identify the most promising candidates.
• Scaling up: When hiring for a large number of positions, the recruitment team may need to scale up quickly. However, there could be a problem if the resources are limited. To prevent this, you need to invest in additional recruitment staff or outsource some recruitment tasks to external agencies. You may also need to provide training and support to ensure that the recruitment team is able to handle the increased workload.
• Keeping the cost per hire low: With high-volume recruiting, it’s important to keep the cost per hire low. Every company wants to minimize costs when recruiting, but since they are dealing with a relatively high number of candidates, it can become difficult. To keep costs under control, you need to use efficient recruitment methods, such as direct advertising and online job posting. You may also need to negotiate favorable terms with recruitment agencies and other service providers.

How to Tackle High Volume Recruiting

• Leveraging Marketing Channels: One strategy used by recruiters and HR professionals to attract high volume candidates is using various platforms such as talent pool databases, direct advertising,  social media, employee referrals and job boards to advertise open positions. This broadens the reach of your recruitment efforts, attracting a larger pool of qualified candidates. In addition, you can check the company’s existing talent database to identify potential candidates who have previously applied for positions.
• Utilizing Candidate Selection Platforms: To manage the influx of applications during high volume recruiting, recruiters often use candidate selection platforms like Indeed, LinkedIn, and so on. These platforms streamline the evaluation process, allowing you to quickly identify promising candidates through pre-employment assessments and structured interviews.
• In addition to that, recruiters also leverage tools like Applicant Tracking System (ATS) to screen through a large amount of resumes. Some ATS comes with the ability to automate the resume screening process. Within a few clicks, ATS will receive resumes and automatically create candidate profiles for you, making sure that no candidates are left behind.
• Engaging with Candidates: Recruiters maintain clear communication with candidates throughout the recruitment process. By providing timely updates and constructive feedback, they ensure a positive candidate experience which can enhance the company’s employer brand. Additionally, recruiters also communicate the company’s values and culture to potential candidates. This helps attract individuals who align with the company’s mission and vision, ensuring a good fit between the candidate and the organization.
• Tracking Recruiting Success: Recruiters monitor key metrics such as time-to-hire and cost-per-hire to measure the effectiveness of their high-volume recruiting practices. This data-driven approach allows you to continuously improve your strategies and achieve better results over time.

Tools for High Volume Recruiting

High volume recruitment can be a challenging task, but with the right tools, you can manage the process more efficiently. Here are five tools you should know about.

Applicant Tracking System (ATS)

An ATS is a software platform that streamlines the recruitment process. It automates tasks such as posting job openings, tracking candidate progress, screening resumes, and scheduling interviews. This allows you to manage a large number of applications efficiently, freeing up your time to focus on other important tasks. An example of a reliable ATS is Manatal, a cloud-based hiring solution that is packed with innovative features designed to streamline your hiring process from end to end. With features like mass emailing, integrated job boards, AI Recommendations, resume parsing, and a customizable pipeline, you’ll be able to manage your high volume recruiting with less effort and a better result.

Start 14-day free trial with Manatal today to discover more of its features and see how it can help smoothen your high volume recruiting within a few clicks.

Video Interviewing Software

With the rise of remote work and global recruitment, video interviewing software has become an essential tool. It allows you to conduct interviews with candidates regardless of their geographical location. This not only saves time and resources but also widens the talent pool by removing geographical barriers. You can learn more about video interview software and how you can choose the right one for you from our complete guide to video interview software.

Communication and Collaboration Tools

Efficient communication and collaboration are crucial in high volume recruitment. Tools that provide real-time messaging, file sharing, and video conferencing capabilities enable seamless collaboration within the hiring team. This ensures that everyone is on the same page, leading to a more efficient recruitment process.

Important Performance Metrics for High Volume Recruiting

In high-volume recruitment, it’s crucial to track performance metrics to measure the effectiveness of your recruitment efforts. Here are five important performance metrics to measure.

• Qualified Candidates per Hire: By measuring the number of candidates who made it past the first stage of your hiring process, you’ll be provided with an indication of the quality of your applicant pool. It can help you understand how many candidates you need to screen to find a suitable hire. You’ll also be able to identify areas for improvement in your candidate sourcing and screening processes.
• Source of Hire (SoH): Tracking the source of hire will help you distribute your hiring resources to the most effective recruiting channels. It can help you identify which sources are providing the most qualified candidates. This metric can easily help you optimize your recruitment marketing efforts to attract the best candidates for your company.
• Time to Fill (TTF): Time to Fill counts the number of days from when a job opening is officially announced to when a candidate is hired. A shorter time to fill can indicate a more efficient recruitment process. As a recruiter, tracking this metric will help you identify bottlenecks in the recruitment process and make necessary changes to speed up your hiring efforts.
• Offer Acceptance Rate: This metric measures how many job offers are accepted by candidates. A high offer acceptance rate can point out that your company is seen as a desirable place to work. By monitoring this metric, you can gain insights into your employer’s brand and make necessary improvements to attract top talent.
• Interview to Hire Ratio: You can use this metric to compare the number of interviews conducted to the number of hires made. It can help you understand how effective your interviews are at identifying suitable candidates. This metric can also help optimize your interview process to ensure that you hire the best candidates for your company.

Conclusion

This guide provides valuable insights and strategies for companies looking to quickly fill a large number of positions. From attracting the right candidates to managing time constraints, recruiters must navigate a range of obstacles to successfully hire multiple employees using fast-paced and efficient methods. By leveraging the right tools and strategies, you can streamline the recruitment process, saving time and effort while ensuring that they hire the best candidates for their company.