How to use technology for high volume hiring

In simple terms, it indicates hiring a high number of employees in a short period. Depending upon the organization and the role, the number can run into thousands. It could stem from a new strategy or a role that has high demand in the market.

High-volume hiring is more common in the retail, IT, and financial sectors. As the role is in high demand, the applicant pool is also fairly large in mass recruitment. A survey reports that one such position can attract 250 applicants. Handling such tremendous numbers of applications and closing the positions is the biggest challenge in volume hiring. To manage such tremendous numbers, recruiters have to spend most of their time screening the resumes.

It is easy to slip up when you are hiring for such large numbers. However,  recruiters can prepare in advance for a smooth and effective process. It can start by identifying the challenges and then progressing to the ideal solutions.

Here are some difficulties that can make volume-hiring a daunting task.

• Time – The main problem in high-volume hiring is the number of applications. Imagine receiving 250 applications for a thousand positions. It is almost impossible to scan and screen every application. If made to do manually, recruiters may not get time for anything else.
• Quality – Recruiters need to maintain a delicate balance between time and quality of hire. Although they need to act fast, they cannot compromise on quality. A bad hire can cost more in the long run. Well-known recruiter Jorgen Sundberg estimates this cost to be to the tune of $240,000 per person.
• Budget – Recruiters use the metrics of cost per hire to finalize a recruitment budget. When hiring in large numbers, the actual expenses can exceed the estimated budget. The recruitment function needs a solution to optimize the expenses without any compromises.
• Candidate experience – Hiring experience is like a preview of the working environment. If candidates are not satisfied with the hiring experience, they may not join. Moreover, it is a crucial feature of building a strong employer brand. Candidates expect a personalized and tight hiring process.
• Status tracking – It is easier for a recruiter to keep track of a few open positions. However, volume hiring needs a streamlined process for tracking the progress of each candidate. Apart from organizing recruitment, it can also help in faster turnaround times.

1. Easy job application

A survey noted that lengthy applications might dissuade the candidates. The study found that 60% of candidates quit the application process if it is too long or complicated.

The objective should be to create a simple and short application process. Firstly, try to reach candidates where they are instead of calling them to you. For instance, increase your presence on social media to attract top talent. Secondly, make the application as short as possible. It will be best if you have a one-click submission process. Candidates may lose interest if they have to fill pages after pages. Tools that allow parsing of resumes can help here. Such products can auto-populate the fields and make it easier for candidates to apply.

Lastly, ensure that your application process is mobile-optimized. It should allow the candidates to upload their resumes and apply using their cellphones.

2. Using the existing database

Do your recruiters outsource the positions by default? If yes, you could be incurring huge expenses for hiring employees. The costs can inflate immensely in the case of high-volume hiring. Besides, using old records can also reduce the time and effort of hiring.

Although it may be hard to do this manually, technology can make it a lot simpler. A simple ATS may not allow this functionality. However, you can use algorithm-based systems to use existing records. You can fill out the job description, and the system will throw the most suitable candidates.

Another way to speed up the process is by using analytics. You can run metrics on previous records to identify effective sources. For instance, you may find the consultants or job boards that have given excellent results in the past.

3. Screening candidates

Mass recruitment invites a lot of unfit applications. Manually scanning all such resumes may result in hundreds of wasted hours. The recruiters need an efficient and faster method of screening the applications.

AI-powered tools can efficiently resolve this problem. These tools can evaluate the applications on certain criteria and rank them. One efficient way to do this is by using chatbots. It can automate conversations with the candidates and also interview them. Based on the answers, the chatbots can compare and rank the candidates.

Impress works closely with organizations to customize chatbots for their specific requirements. For instance, Impress collaborated with DBS bank to develop JIM (Jobs Intelligence Maestro) to assess candidates in the pre-screening stage of the recruitment process. JIM helped shorten the screening time from 32 minutes per candidate to 8 minutes per candidate.

4. Using video interviews for shortlisted candidates

The main problem in high-volume hiring is meeting every candidate. Video interviews can effectively resolve this situation. Apart from fast-tracking hiring, it can also ensure that every candidate gets a fair chance.

Automated video interviewing tools allow the recruiters to customize the questions. Candidates can appear for the interview at a place and time of their convenience. A few tools can also evaluate the candidate’s body language. Based on the answers, the software can assess the candidates and rank them. Moreover, these tools can identify candidates who are the right cultural fit and organizational fit for higher efficiency. Lastly, the results are unbiased which can be a major bottleneck for some organizations.

impress.ai is a shortlisting solution that can integrate with other video interview platforms.

5. Drive decisions with analytics

Budget is always a constraint and high volume hiring can be costly. Recruitment functions can contain these costs by analyzing past data. By identifying the best practices, recruiters can fast-track their volume of hiring.

Analytics can help HR functions to make data-driven decisions. For instance, it can indicate which sources have given high performers in the past. Recruiters can also analyze candidate feedback to improve the hiring process.

6. Engaging candidates interactively

Sharing hiring status is a crucial step in engaging the candidates. A study by LinkedIn noted that 94% of candidates would like to know the interview feedback but only 41% get it. In the case of volume hiring, recruiters may not inform every candidate about the progress. At times, there could be a delay that can result in candidates losing their interest.

Hiring functions can effectively resolve this situation by using technology. For instance, chatbots can engage the candidates and also keep them updated about their status.

Chatbots are also effective in answering candidate questions. Recruiters can program the chatbots to handle sensitive and relevant candidate queries. Work-life balance, organizational culture, and values are a few such subjects. The candidates will feel much more engaged if they can find satisfactory answers.

High-volume hiring can be a task for recruiters. It demands a high level of efficiency and competence. However, technology can simplify and smoothen the process. With deeper insights and valuable analytics, recruiters can take the right actions. AI-powered tools can take on operational tasks and recruiters can focus on strategic aspects.