For talent acquisition organizations and the partners that support them, high volume hiring has become a challenge for organizations looking to scale their workforce efficiently. Whether you’re in retail, hospitality, healthcare, or any industry with a high turnover rate, mastering the art of high volume hiring is essential for sustained growth, filling orders, delivering products, serving guests, servicing the needs of patients, and maintaining productivity. High volume hiring has always necessitated a unique approach, but with today’s talent shortage and a new approach in how organizations attract and engage candidates of all types (full-time, contractor, freelancer, project-based worker), the stakes for getting it right are at an all-time high across industries.
High volume hiring refers to recruiting many candidates within a short time frame driven by seasonal demands, rapid business expansion, project-based work, shift-based work, or the need to replace outgoing staff quickly. With that come unique challenges like managing a large and often disparate pool of candidates, ensuring a seamless and scalable candidate experience, engaging candidates throughout the process to keep them interested in your roles, and being able to retain and redeploy them for future work—all with speed to hire top of mind.
To do this, there are some best practices organizations have adopted to make high volume hiring a more automated, repeatable process. One best practice is optimized job descriptions that are clear, concise, and that highlight the key responsibilities, requirements, and benefits of the position. They also need to be relevant across all job roles to ensure you aren’t alienating a quality candidate who wants to work as a contractor but sees a job description that says, “full-time only.”
Another best practice is building a strong employer brand. This not only attracts top talent, it ensures you don’t lose prospective customers (candidates are customers, after all) due to a negative experience with your brand. Organizations must have an automated way to showcase the company culture and values that establish credibility with candidates. Branded career sites that go through a guided signup journey based on a candidate’s area of interest can help automate and customize that process during which key datapoints (skills, location, pay, availability, language, work history, licenses, credentials, certifications, engagement behaviors, etc.) can be collected from the candidates.
These data points can then be vetted, and qualified candidates can be placed into dynamic talent pools, which allow candidates to be automatically placed into one or more pools matching their profile. From there, personalized communications, automated updates, interview reminders, feedback, and other engagement methods help keep candidates warm and invested, so when roles become available, they can be placed immediately. Using the right technology to automate these processes means integration with your existing systems (background check, CRM, badging, etc.), providing a seamless application experience for candidates, creating brand loyalty.
For shift-based roles, having unfilled shifts means less productivity, missed deadlines, and lost revenue. An AI-driven platform with features like automated shift filling and self-service functionalities allows organizations to staff these roles on demand, making unfilled or underfilled shifts a thing of the past.
In today’s world, it’s also critical to meet candidates where they are, and this means via text, SMS, email, social media, and more. Recognizing the prevalence of mobile usage among job seekers and having a platform that ensures that your application process is mobile-friendly to accommodate candidates is critical. Additionally, leveraging automation tools for initial screening and assessments, like an AI-driven conversational chatbot not only takes a lot of the manual effort of applying out of the equation. The ability to pre-screen, pre-vet, and pre-background check candidates means they are ready to deploy immediately (and saves your recruiters valuable time).
If you want to learn how WorkLLama integrates communication channels, provides shift management, automates workflows, provides talent marketing via branded career sites, iOS apps, Android apps, and branded responsive web portals, and provides a scalable infrastructure that can adapt to the varying demands of talent acquisition, please visit WorkLLama.com.
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