Building sustainable high-volume recruiting strategies that attract large numbers of qualified candidates quickly, yet still allow you to fill roles efficiently and effectively, is a real challenge. High-volume recruitment strategies should build on and go beyond your regular hiring approach, encompassing everything from technology to networking and even marketing techniques.

What is high volume recruiting?

High volume hiring is the process of filling large numbers of open positions in a short or fixed period. This can range from hundreds to thousands of vacancies depending on the size of the employer or the type of positions they want to fill.

There are many reasons an employer might need to make use of high-volume recruitment such as:

  • Seasonal increases in consumer demand or business pressure
  • Organisational growth following investment
  • Expanding into new geographical locations and markets
  • Following significant turnover and restructuring

But filling large numbers of vacancies in a short space of time can be challenging. Not only can it be difficult to target the candidates with the right skills and experience and ensure that you make the right hiring decisions, but you can be easily overwhelmed by large volumes of applications leading to poor candidate experience and an increase in candidates leaving the process.

6 strategies to tackle high volume hiring

These six strategies will help you to optimise your talent pipeline, manage your resources and provide a streamlined candidate experience making it easier for you to fill high volume vacancies efficiently:

 1. Focus on automation

Many of the tasks associated with recruitment, like screening CVs, responding to applicants, scheduling interviews, can quickly become overwhelming when done at volume, eating up your hiring team’s precious time and resources.

Overcome this challenge by harnessing technology to automate repetitive manual tasks and processes. Automation can help speed up the recruitment process and has other benefits, such as reducing unconscious bias and providing crucial data to help further optimise your talent acquisition.

 2. Programmatic recruitment advertising

Advertising a job vacancy has moved on from simply posting an ad in a newspaper or on a job board and waiting for the applications to roll in. Programmatic recruitment advertising uses data and software to find the best places to advertise your role across the web in a way that makes the most of your budget and targets the candidates you require. More effective than traditional recruitment advertising, programmatic advertising gives you greater control and is ideal for high volume recruiting.

 3. Create a candidate-first experience

How a candidate’s initial interactions with your organisation go can have an impact on whether they choose to accept a role with you or even if they choose to apply at all. Hiring at volume relies on you receiving lots of high-quality applications so ensure that the candidate journey is as smooth and engaging as possible.

This means making sure your jobs page is accessible on different devices such as tablet and mobile. Around 70% of job applications are now made from mobile phones. You should also avoid lengthy application forms and write clear concise job descriptions that focus on responsibilities, title, and benefits. Your communication should be timely and professional at every stage and interviews should be arranged promptly.

 4. Rediscover talent

When it comes to hiring at volume, reaching large numbers of qualified applicants is key. If you have ever recruited for a position before then you have at your fingertips a database of candidates just waiting to be rediscovered. Whilst they may not have been the right fit in the past, they may now be just what you need.

You can also approach past employees through the same processes. Whilst some may have moved on for negative reasons, many may be on the lookout for the right opportunity to return.

 5. Leverage your networks

Both you as an employer and your wider employee base will have networks and connections that can be used to find great, high-quality candidates. Encourage your team members to share open job postings on social media, networking groups or communities and do the same yourself.

 6. Develop your employer branding

More and more employers are switching on to the importance of their employer branding when it comes to talent attraction and retention. Your businesses reputation as an employer can help you attract higher quality candidates as well as extend your candidate reach, reduce your recruitment costs, reduce the time spent filling open positions and ensure you retain your best talent.

Not only can these high-volume recruitment strategies have a positive impact on your immediate recruitment needs, helping you fill large numbers of roles quickly and efficiently, but they can impact your longer-term hiring strategies positively as well.

High volume recruiting metrics to measure your success by

When it comes to measuring the success of your high-volume recruiting, the obvious metric is whether the jobs are filled at the end! However, there are other ways to measure the success of your recruitment strategy. Use these high volume recruiting metrics to determine if your campaign was successful:

  • Source of hire
  • Conversion rates
  • Candidate diversity
  • Candidates per hire
  • Time to hire
  • Cost per hire
  • Offer acceptance rate

Davies Resourcing powers your high volume recruitment needs

Choosing the right high volume recruitment partner to support your growth is crucial. Discover flexible high volume resourcing that is designed to meet your needs whether you are seeking permanent hires or contractor support. Source candidates at volume faster, more efficiently and cost-effectively with an embedded recruitment expert from Davies Resourcing.

Contact us now.

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Dave Rose

Commercial Director

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