You have a lot of seats on the bus to fill. This requires the intense focus of a high-volume recruiting effort. To reach your hiring goals, you must have the right approach and the right tools to pull this off. Here’s how to do it.
Tips for High Volume Recruiting
Start with your applicant tracking system. Look for an ATS that can do it all, from placing your ads across multiple job boards to automating basic tasks during the sourcing and recruiting process. These tools should the entire candidate hiring process, from managing pre-employment assessments to sending offer letters. Look for ATS platforms that:
- Handle a high applicant volume.
- Helps you organize the online assessment experience.
- Allows you to set hiring benchmarks.
- Automates candidate communications.
Your ATS can help you work on ways to engage your candidates—no matter how many you actually have. The latest data shows candidates are more than happy to engage with chatbots, which is another way for you to automate candidate contacts to work a little smarter.
You should also create a more transparent and welcoming candidate experience. This could include:
- Communicating your hiring steps and timeline. Never leave a candidate in the dark about where they stand with your company.
- Alert all candidates as to the outcome of the search. This is where your ATS can help communicate details clearly. The research shows 60% of hiring teams do not let candidates know they didn’t make the cut—even after they’ve spent time actually meeting the candidate face-to-face.
Even during a high-volume recruiting push, you should always strive for the highest quality candidate you can find. Don’t compromise on the quality of your hire. You can ensure this by using online assessments and good-quality interview questions as part of your process.
Also, look for transferable skills during this process. Ask yourself if some of the specific hard skills in your ad are unrealistic. Then consider whether a candidate with strong, soft skills and the wiliness to learn is enough. Look for candidates who are great troubleshooters, well organized, and good communicators. Hard skills can be taught.
Finally, track your time to hire. Use your ATS to spot any bottlenecks in your processes. Time to hire is always one of the key metrics that will help you increase your recruiting efficiency. It also is an indicator of the candidate experience; the longer the hiring process, the worse the experience. On average, the time to hire is around 36-days for most positions. But the latest research shows some jobs take a lot longer to fill. For example, engineering takes around 49 days and business development roles 46 days. Watching these numbers, along with tracking which job boards seem to yield the highest volume of candidates, can help you chip away at the high volume of jobs on your list.
Successful high-volume recruiting starts with a better ATS.
Exelare has one of the best platforms that help recruiters tasked with high job volumes. Please find out how our tool can help you reach your goals. Click here for a demo today.
