Best practices to implement for high-volume hiring

Companies that hire in high volumes often have to deal with large numbers of applicants, multiple locations, managers who double as recruiters, and tech stacks that aren't suitable for such a high volume.

It leads to a time-consuming, inefficient hiring process for your recruitment team and candidate. This can result in poor candidate experiences, high employee turnover, and unpredictable quality of hires.

1. Understanding the big picture

Recruiting for volume hiring requires managing large quantities of candidates and data simultaneously. Understanding this journey for hiring managers and candidates will help you design the best-recruiting strategy.

2. Focus on the end-goal

You will probably have a few goals, like improving process efficiency, reducing time-to-hire, and attracting higher-quality candidates, which will lower attrition and boost profits. If driving profits is your ultimate goal, you will work backwards to determine how to accomplish this.

3. Take a holistic approach to hiring

Any actions your recruiter takes or experiences on the inner side of your hiring process will impact your candidates externally. Applicants are your customers. Innovative companies drive a candidate-centric recruitment strategy. Being aware of this relationship is vital because one will always affect the other.

4. Analyze your data architecture

If you're planning to implement a new tool or adjust your tech stack, it's crucial to consider your existing data architecture. What data are you collecting now? What is the process for storing, arranging, and integrating it with your current system? Data is your greatest asset when hiring in volume, but you can only make sense of it if you can act on it.?

5. Make all possible efforts to automate

Technology evolves rapidly, but do you leverage it in your hiring strategy? Technology has gradually replaced monotonous human actions in the hiring process to streamline the process and save talent teams a great deal of time, which they can spend on more challenging tasks. Rather than relying on human input for every aspect of your talent acquisition strategy, why not automate some of it?

When your recruitment process is digitized and updated, your team will save endless hours manually sorting through applications. Your recruiters will not need to manually input any information about qualified candidates if they apply for a job outside of working hours to schedule an interview.