Hiring At A Scale: 5 Innovative Tips You Can Follow For High Volume Hiring

Hiring at a scale is always a challenge.

You either need to hire a lot of great people in a short space of time, or you have a large number of candidates that are just average. Attracting qualified candidates, looking at hundreds of resumes and making a ton of screening calls is extremely labour-intensive and can make the whole process costly, time-consuming and can result in a negative experience for all involved. Luckily, there are ways to make your high-volume recruiting strategy stress-free, efficient and effective. Let’s check them out together!

Employ Programmatic Job Advertising (PJA)

On average, companies need around 180 candidates to visit their career site to make a single hire, when hiring at a scale. So for high-volume recruiting, you need to not only expand your reach in order to get a lot of eyes on your job advert but to ensure that you’re attracting the right candidates to your career page and opening vacancies PJA can help you with all of that AND get your job offer to appear at places where you probably wouldn’t think to advertise your jobs. Because let’s face it, not all potential candidates hang out in the same place,

Use The Right Candidate Selection Platform

The right candidate selection platform is essential when you are hiring at a scale as it allows you to automate parts of the selection process and shortlist candidates in a short amount of time. Pre-employment assessment software helps match candidates with the right skills and characteristics for your roles. At the same time, recruiters save a lot of time that they can spend on building and nurturing relationships with candidates instead. Here are a few things to look out for in a high-volume candidate selection platform:

• Being able to handle large volumes of candidates
• Allowing you to customize the online assessment experience per role
• Option to set hiring benchmarks
• Comes equipped with situational judgment tests
• Creating a branded experience for your candidates
• Automating parts of communication

Improve On The Candidate Engagement Front

Unemployment rates in many European countries and across the USA are at an all-time low. It is not an employer’s market out there, it is an employee’s market. So if you’re hiring at a scale, you need to find ways to engage with your candidates even if there are many of them. In high-volume recruiting, recruiting solutions can be especially helpful in engaging candidates. A recent survey revealed that two-thirds of candidates are happy to communicate with a chatbot, as long as it provides them with the answers they sought. Other ways to improve your candidate engagement include: Communicating your hiring timeline. As soon as you receive an application, send an acknowledgement email letting candidates know when applications close and when they can expect to hear from you. Especially let candidates know if there has been a delay to your timeline. Never leave candidates in the dark, second-guessing what is going on at your end. Letting both successful and unsuccessful candidates know the outcome. One of the most common candidates’ engagement issues is not being told if they are unsuccessful. Even worse, a Careerbuilder survey showed that 60% of employers don’t bother letting candidates know they’ve been unsuccessful even after bringing them in for an interview and meeting them face to face. Sending updates with relevant content. Don’t spam candidates with needless comms, that won’t reflect well on you, but do send them updates with engaging content about the company, its employees and activities.

Keep Quality Of Hire In Mind

Even if you are hiring at a scale during your high-volume recruiting drive, you should never compromise on the quality of hire. An optimized recruitment process consisting of online assessments and the right interview questions will help you spot the qualified candidates faster, and thin out the less qualified ones. Always keep an eye out for transferable skills such as active learning or communication skills, and don’t rule anyone out just because they don’t have your specific hard skills, those can always be taught. Soft skills are more inherent, and you’ll find that a lot of people simply don’t have them. And who wants to work with someone who is incapable of communicating efficiently or who can’t manage their own time?

Track Your Time To Hire

Knowing how long each stage of your recruiting process takes when hiring at a scale will help you see where the bottlenecks are, allowing you to optimize your process further. The time-to-hire metric is one of the key metrics you should be keeping an eye on because it is a clear indicator of how well your hiring team is doing. Side note – although the average time to hire is almost 24 days, only 30% of businesses are capable of filling a role in this time frame. The rest take between 1-4 months. Why is this metric so important? Because it is also linked to cost – the longer you take to hire, the more it is going to cost. And on a reputation front, it doesn’t reflect well on a business if they can’t get people through their doors in a timely fashion. But worse, almost 57% of candidates lose interest in a job if the hiring process took too long.

Concluding Thoughts

Did you know that hiring at a scale can be a pleasant experience for both the recruiters and the candidates? By using the right recruiting solutions, you can guarantee a seamless experience for everyone involved. Make sure to keep candidates engaged by leveraging a hiring platform like EVA-REC EVA-REC is a futuristic hiring platform that automates and improves the hiring process while hiring at a scale with AI technology. It arms leading enterprises with world-class features that help them create a rich and immersive hiring experience for recruiters and candidates alike. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias, without dehumanizing the hiring process. Request a free demo to see how EVA-REC will help with your high-volume hiring process through its many features.

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