High Volume Hiring – Balancing Volumes, Science and Experience

High volume hiring is the process of recruiting numerous new employees for your organisation within a short time. Often, the ‘window’ for recruitment is focused around a typically busy season, for example, in retail that might be the Christmas period.

As a result, high volume hiring is characterised by several unique challenges that differentiate it from other types of recruitment.??

From an assessment perspective this includes:??

• Quickly filling many positions?
• Managing large applicant volumes?
• Experiencing high rates of early attrition??
• Balancing ‘speed’ and ‘quality’?

Of course, all that needs to be balanced whilst also ensuring a great candidate experience and making no compromise on the robustness of the process.

Is that possible????

By applying a best practice framework, we can create assessment processes that address these issues while ensuring good science remains at the core.??

Start by understanding what success looks like.??

• Only by having a thorough understanding of the skills required will you be able to develop a quality assessment process.??
• Job analysis, previous years’ assessment and performance data, and Subject Matter Expert (SME) input can all form part of this process.??

Design a process that is tailored to measure the key elements of success in the role.??

• Candidates will remain more engaged in the application process if it is targeted at the skills that really matter in the role.??

• By understanding the role, you can design an assessment process that is not only shorter, but engaging and informative.??

?Build information sharing into the process.?

• Hiring is a two-way process and, as outlined, early attrition is commonplace in high-volume roles.??

• Ensure your candidates are provided with information that gives them a clear idea about the role, so they can make an informed decision about their likely fit. Realistic job previews, engaging videos and information about the role can help to achieve this.??

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Use technology to its best advantage.?

• Having your assessment platform integrated with your applicant tracking system will ensure the process is seamless and more efficient for all parties.?

• Deploying technology effectively can improve communication and create faster, smarter ways of moving candidates through the assessment pipeline.?

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High volume doesn’t mean compromising standards.?

• With high volumes of vacancies comes high onboarding costs, and if this is associated with high rates of attrition, the costs increase.??

• Aligning your recruitment process and selection standards with the role is vital, even for temporary positions. These employees often need to upskill quickly and losing them midway through peak season can be costly. Tempting as it may be, comprising quality over quantity can be more costly and time-consuming in the longer-term.??

In summary, to navigate the unique complexities of high volume hiring successfully, consider these five key strategies:?

1. Define Success: Start by understanding what success looks like in the roles to design effective assessments and benchmarks.??

2. Use Targeted Assessments: Create targeted processes and assessments focused on key success factors to keep applicants engaged.??

3. Leverage Technology: Use integrated platforms to streamline the process and enhance communication.?

4. Proactively Share Information: Share details about the role/organisation to help candidates make informed decisions and reduce early attrition.?

5. Maintain High Standards: Ensure recruitment processes align with role requirements to avoid long-term costs associated with poor hires.?

Whilst volume hiring can be characterised by pace, high numbers, risk of attrition, and tension between speed and quality, these issues are manageable with the right strategies.

By defining success, tailoring your assessment processes, leveraging technology, and maintaining high standards, you can ensure a successful outcome that meets both your business needs and candidates’ expectations for the short and longer-term.??