Navigating the Calm During Low Volume Hiring

Low hiring volume periods can be a double-edged sword for HR and recruiting teams.?While it offers a welcome respite from the relentless pace of high-volume hiring,?it also presents unique challenges.?Here,?we'll explore strategies for hiring leaders and teams to not only survive but thrive during these periods.

Embracing the Strategic Shift - A low hiring volume period signifies a shift in focus.?Here's how to adapt:

• From Reactive to Proactive:?Move from constantly filling open roles to a more strategic approach.?Focus on long-term talent needs,?developing a talent pipeline,?and strengthening your employer brand.
• Invest in Upskilling and Reskilling:?Use this time to identify skill gaps within your existing workforce and invest in training programs to enhance their capabilities.?This prepares them for future opportunities and increases employee engagement.
• Refine Your Recruitment Process:?Take a step back and analyze your current recruitment practices.?Identify areas for improvement,?streamline processes,?and explore new talent acquisition strategies.

Even with fewer open positions,?effective recruitment is essential.?Here are some optimization tips:

• Target High-Potential Candidates
• Refine Your Job Postings
• Leverage Your Network
• Develop a Strong Employer Brand.
• Utilize Technology

"If a country wants to avoid war, it must be prepared to win it." - Sam Manekshaw

Let’s look at 1 such aspect that companies should focus on in today’s era where every recruiter is faced with the problem of plenty.

Leveraging Technology for Proactive Screening:

Low hiring volume periods are an excellent time to leverage the capabilities of your Applicant Tracking System (ATS) for proactive screening of existing resumes in your database.?It’s the perfect time for Hiring leaders to engage with technology solution providers that help enhance their existing ATS capabilities with “contextual screening” plug ins. Looking at how the world no longer wants or needs keyword match based screening features it is in these times that you will have the ability to pilot technology solutions to layer over the existing ATS.

The world is fast moving in the direction of curated funnels across channels and the top of the recruitment funnel is no different. No longer is there any value in a recruiter being subjected to look at thousands of applicants, rather leverage technology that helps them shift through them at focus only on the top matching ones.

Are you preparing TODAY for TOMORROW?

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