In this post, we will walk you over the essentials of volume hiring so that you can be set off to a great start!
We will discuss:
- What is volume hiring
- The important 6 steps you should take in order to have a smooth volume hiring process
- Tips to make it easier
- The most common challenges recruiters face when hiring in high volumes
- The use of technology in volume hiring processes
- Conclusion and recommendation of the best volume recruiting software.
What is Volume Hiring?
When you have to hire many employees in a short period, we call it high volume hiring. When a company gets a new project or plans to start a new department or set up a branch in a new location, volume recruitment arises.
In some cases, volume hiring can mean hundreds of available positions at a time.
However, it all depends on the size of the business and how many positions are available. Volume hiring often happens with seasonal hiring, a quickly growing organization, or new store openings.
If not planned properly, the entire recruitment campaign can be stressful and disorganized, leading to dissatisfaction within the team and candidates. High volume hiring is different from normal hiring as it requires a big group, and the stress gets multiplied.
6 Steps You Should Take For Smooth Volume Hiring
A volume hiring plan should include:
- Collaboration between recruiter, client, and hiring managers
- A well-planned target candidate profile
- An aggressive marketing approach
- Strategizing
- Time-saving approaches
- Quality onboarding
Collaboration
The recruiter, client, and hiring managers must collaborate to ensure a workable strategy that the recruiter understands and can address the client’s needs. The group doesn’t waste time arguing over expectations or techniques.
Go over issues with the client such as budget, time frame, preferred candidate qualities, management styles, and onboarding expectations. If there is a significant source of contention between you, work it out early rather than letting it come up at a crucial stage later, or keep coming up and creating needless headache and time-wastage.
If you are having difficulty with the hiring manager because they either don’t understand why you want to collaborate with them or butt heads with you on some significant issues, try our prior blog post – 3 Ways to Handle Hiring Managers Better.
And here are some ways to engage clients in a joint hiring plan – Recruiters! Use These Tips To Engage Clients In A Joint Hiring Plan!
Candidate Profiling
A well-prepared target candidate profile will make finding candidates much quicker and more successful. You will know how to attract well-matched candidates and be able to go through resumes with surprising ease. Does reading candidate resumes seem mindless? It shouldn’t.
First, determine the qualities you are looking for in a hire. What goals does the client want to achieve with the hire: a lot of manual labor, innovation for a new project, a massive company change, a staff rebuild after a disaster? Consider who will best address this need.
Think of experience, skills, salary expectation, personality traits, preferred management styles, goals, and approaches to achieving goals. What benefits, culture, and daily realities of the job will determine who will be motivated to succeed while working for this client?
Which groups are more likely to have people with these qualities? Some people target candidates laid off from a competitor or within the same industry or businesses in a different industry but utilize employees with similar traits.
A client with flexible work schedules might target mothers, fathers, or caregivers. If your client particularly needs love for their brand, they might target current customers. Get creative with it.
Think of people who might not typically be targeted. Look for what will most work, not any available large group.
Marketing
Recruiting always shares many similarities with marketing, but these tactics need to be in overdrive when you’re volume hiring.
You need to advertise harder and smarter than… you know what? Keep raising that bar higher. Advertise harder and smarter than you usually do, than you have previously done, and then you can even currently anticipate.
For starters, do not avoid technology and social media. In today’s world, almost all recruiting is going to require online connectivity.
Ways to market with technology:
- Make use of job search engines.
- Use LinkedIn to attract, network, and reach out to candidates.
- Send targeted emails and social media messages to interesting candidates.
- Create a well-functioning job portal on your website.
- Discuss corporate culture and benefits on the website.
- Create and share valuable and interesting information on social media, particularly where your targeted candidates will likely see it.
- Use a free online applicant tracking system.
But don’t rely solely on the internet either:
- Attend job fairs and local events.
- Run a radio ad.
- Use billboards.
- Have the client put a banner on their buildings.
- Encourage current employees to tell others about the new position.
- Make sure the job is listed at the local employment agency.