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.
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.
A volume hiring plan should include:
- Collaboration between recruiter, client, and hiring managers
- A well-planned target candidate profile
- An aggressive marketing approach
- Time-saving approaches
- Quality onboarding
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!
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.
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.
Don’t start with a bit of effort. Start aggressively. See where that gets you, and then ramp up your efforts.
Creative and strategic ads can both attract a lot of the right kind of attention and weed out less-than-perfect matches without you reading a single resume or making a single phone call first.
This technique requires that you create ads based on that candidate profile you created. You can add and highlight the information these candidates will be particularly interested in within your job descriptions. Word ads in the language your perfect candidate would use and
Whatever you do, do not send mass, un-personalized or non-targeted emails or make similar non-targeted cold calls. Not only will it waste your time because it isn’t strategic or personalized to the right candidate, but it may run good candidates away from your job!
If you end up needing to approach people “cold,” do it with the same precision as we suggested you do with your ads. Write to select people and so it in a way that they will be likely to be attracted to.
Look at that target candidate profile you made. What are the 3-5 most important criteria? Make sure to include “hard” criteria such as experience and “soft” criteria like personality traits.
This will ensure you get a 3D perspective of the candidate. It doesn’t do much good to fill a spot with a qualified candidate who won’t stay because the culture or managerial style doesn’t suit them.
Those 3-5 criteria I mentioned, what are some surprising places you might find them?
For instance, if you are looking for someone with a specific skill but can’t find the said person at the right salary or with other personality traits you need, you might be someone with similar skills and is eager to learn new things.
They might be perfect for the job, and you might have looked them over to keep tortuously searching for something too specific. There is a fine line between settling for less and missing something great because you are too rigid in your view of how the right thing will look.
Don’t hesitate to follow your instincts or look at a resume from a personal perspective. If you need someone charismatic for a job and you respond well to their resume or social media profile, this is an excellent indicator that they are a candidate to consider.
If they put you off and that feeling represents criteria that are the antithesis of something good for the job, then you can probably stop there. If you need an innovative, go-getting sort of person, and the person inspires or motivates you while reading their resume, then you are well on your way.
Just make sure you can find some verifiable proof to list for your client and your legal records.
A strategic target candidate profile and priority list, as well as your current resume-reading techniques, should save you enough time that you can spend time getting to know the candidates that seem promising.
With volume hiring, you’ll be running many candidates through your mental processes and daily task load. It is crucial to save time.
Save yourself some time by making notes and scoring candidates while you’re reading their resumes, conducting their phone interviews, and doing face-to-face interviews so you can quickly recap. This way, you will only have to do each thing once with minimal recap time before the next step.
Applicant tracking systems like Recruiteze can save you a lot of time also. More efficiently manage resumes, send emails, and more so you can spend more time making loads of quality hires.
Onboarding is critical to ensuring that hire is quick, efficient, and fertile ground for success.
These general onboarding tips will help clients get the most out of their new hires:
- Prepare all the paperwork the client will need for hire.
- Introduce the employee to people they will need to know, such as their
- Immediate supervisor
- Closest team members
- HR team
- Have them run through some trial tasks.
- Show them aro