With current staffing trends, many companies are having to utilize high volume recruiting to fill current openings and ensure a well flowing candidate pipeline. Although many candidates out on the market claim they have applied to hundreds of roles throughout their job search; it can still be difficult to source the right person for a role, especially when a recruiter is looking to fill a large number of positions at once.
High volume recruiters can be faced with very high stress levels. They are often required to meet tight deadlines and fill multiple positions a day. Their compensation may be tied to their hiring metrics. While there may be a high demand and an overall large talent pool for entry level positions, the competition with industry competitors can often lead to no show interviews, candidates backing out at the last second, and bold counter offers.
Targeting mid and senior level candidates poses similar obstacles. Companies are forced to find the competitive edge to stand out. Add in the requirement to finding several qualified people per day, and high volume recruiters are faced with a challenging reality. Creativity, innovation, industry expertise, and advanced research skills are just a few examples of how some recruiters beat out their competitors.
Here’s some tactics to consider;
Ensure job seekers can locate and understand your positions
Work together with your technology and marketing experts to ensure roles are easily accessible. Are candidates able to find your jobs based on similar titles? Search optimization can mean a huge difference in audience reach. Is your job ad clear and accurate? Collaborate with hiring managers to ensure the job posting meets the expectations of the role.
Implement automation into your job posting
How many candidates see your job and keep scrolling? Even worse, how many start your application only to walk away after realizing your application was going to take an hour of their time? Think about ways your post can be streamlined to catch the eye of the candidate, remind them to follow through, and create a seamless timely application process.
Remember, you represent the company to every candidate that applies
Although, it may be difficult to personally respond to a high number of applicants, it is vital to not only securing the candidate who is ultimately hired but also keeping candidates who aren’t hired interested in future roles. Personal investment can have big returns on your ability to fill future openings.
Initiate texting to speed hiring
According to AIHR, when it comes to modern-day job seekers, over 90% of them use their mobile devices to look for that dream job. Our world is mobile. Recruiters have personal access to the device candidates are likely spending multiple hours a day checking for updates. Texting is a great way to reach people fast, reducing that wait time for a returned email and keeping them updated with the current application status.
Give job seekers the tools to succeed
Many applicants to entry level positions or blue-collar industries may not have the necessary means to land the job they are qualified for. Point candidates in the right direction by offering a resume builder, interview tips, coaching on interview etiquette, or preparing them for what to expect throughout your process. By providing this type of automated baseline support you could be gathering applicants that otherwise may have been passed over entirely.
Treat candidates as human beings
Remember that job seekers are putting themselves in a vulnerable position. They may be trying to provide for a family or get off the ground after a difficult lay off. Respecting their time and efforts goes a long way. The average corporate recruiter has dozens of job reqs to deal with. The ones that prioritze the candidate experience always win.
With high volume recruiting, it’s important to never burn a bridge with your candidates whether they are hired or not. Keep them updated throughout the process. Advocate for them. Celebrate when they are extended an offer. Encourage them when they don’t receive an offer. Take a moment to offer them job search advice, resume feedback, and support.
Even in a rejection, there are ways to be encouraging. Qualified job seekers should be urged to re-apply. Although they may not have been the best fit at the time, they can take away key tips and come back more prepared for your next opening.
Stephanie Mauney is freelance writer and content curator specializing in Human Resources.
