When it comes to hiring, there are a lot of different factors to consider. But what do you do when you need to hire a large number of people in a short amount of time? This is called mass volume hiring, and it can be a daunting task.
In today’s competitive job market, hiring managers experience difficulties filling open positions. This can be due to a variety of reasons, such as lack of qualified candidates or a tight labor market. Whatever the cause, it is important for employers to take measures to ensure that their recruitment process is as efficient and smooth as possible.
There are a few things you can do to make the high volume hiring easier. In this article, we explain what is high volume hiring and what can you do to make it as successful as possible.
High volume hiring, also known as mass volume hiring or mass recruitment, is the process of hiring a larger number of employees in a relatively short amount of time. This can be for a variety of reasons, such as expanding your business to seize new opportunities or increasing staff during busy periods.
Whatever the reason, mass volume hiring can be difficult. It’s hard enough to find one qualified candidate, let alone dozens or even hundreds.
Managing high-volume hiring can be difficult for recruiters and hiring teams, especially if they aren’t used to it. You need to come up with a well-coordinated hiring process from job advertising through onboarding new recruits to overcome some of the usual high-volume recruitment issues. This isn’t always easy, especially when you’re hiring a large number of people for several departments at once.
Mass volume hiring comes with numerous challenges. Identifying the main challenges you face during high-volume hiring can help you develop a more targeted and effective recruitment strategy.
Some of the common challenges of mass volume hiring include:
Identifying enough qualified candidates: When you’re recruiting for many positions at once, it can be difficult to find enough qualified candidates. This is especially true if you’re recruiting for niche roles or positions that require specific skills and experience.
Managing the candidate pipeline: Trying to keep track of dozens or even hundreds of candidates can be overwhelming. You need to have a system in place for managing and tracking your candidates throughout the hiring process.
Maintaining quality standards: It can be tempting to lower your standards when you’re hiring for many positions at once. But this can lead to poor-quality hires and high turnover. You need to find a balance between hiring quickly and maintaining your quality standards.
Coordinating the hiring process: When you’re hiring for many positions at once, it’s important to have a well-coordinated process. This includes everything from job advertising through to onboarding new recruits. Trying to coordinate the hiring process for a large number of employees can be challenging, especially if you don’t have a lot of experience with mass recruitment.
So, what can you do to successfully overcome all these challenges? Here are five tips that will help you next time you need to carry out mass volume hiring.
The first step is to define your requirements. This includes everything from the skills and experience you’re looking for to the number of positions you need to fill.
Name the top three role responsibilities and the skills required to succeed in them. Consider the following question: What will the new employee’s KPIs be? What values and abilities are required to succeed in each work position? After you’ve identified these elements, keep them in mind as you move forward to ensure that you’re attracting individuals who meet all of the requirements.
You should also create separate job descriptions for each position. This will help you attract qualified candidates and ensure that everyone on your hiring team is clear about the role they’re recruiting for.
The next step is to optimize your job descriptions and other recruitment content for candidates. This means using the right keywords and phrases to attract qualified candidates.
Make sure that your job ads clearly mention job responsibilites and requirements. Also, don’t forget to describe your company, as well as its values and culture. This way, candidates will not only have a clear idea of the role before they apply, but also of the company, helping you reduce the number of applicants who are not fit for the role or the company.
It’s also important to make sure your content is mobile-friendly. More and more job seekers are using their smartphones and tablets to search for jobs. If your content isn’t optimized for mobile, you could be missing out on a lot of qualified candidates.
An applicant tracking system (ATS) can be a valuable tool for mass recruitment. An ATS can help you manage and track your candidates, as well as keep all your hiring data in one place. This can make it much easier to coordinate the hiring process and make sure everyone on your team is on the same page.
When choosing an ATS, look for one that offers mass import and export capabilities. This will make it easy to add candidates to your system in bulk, as well as download all your hiring data when you need it.
Last but not least, another benefit of using an ATS is that you can use it to pre-screen candidates. This can save you a lot of time and help you weed out unqualified candidates before you even start the interview process.
The interview process is often one of the most time-consuming parts of the recruitment process. When you’re hiring for a large number of positions, it’s even more important to streamline your interviews to save time.
One way to do this is to conduct initial screening interviews by phone or video call. This can help you save time by weeding out candidates who are not a good fit for the role before you invite them in for an in-person interview.
You can also use a structured interview process, which involves asking all candidates the same set of questions. This can help you compare candidates more easily and make sure you’re focusing on the right criteria.
If you’re finding it difficult to manage the mass recruitment process on your own, teaming up with a recruitment agency can be an excellent solution. A recruitment agency can help with everything from sourcing candidates to conducting initial screening interviews.
When choosing a recruitment agency, make sure to choose one that specializes in your industry and has experience with mass recruitment. This way, you can be sure they have the knowledge and resources to help you with your high-volume hiring needs.
Popcorn Recruiters is a recruitment agency with a significant difference: we’re border-less. Located in Sarajevo, Bosnia and Herzegovina, we are in touch with ambitious and talented professionals across Europe. With a deep pool of IT and foreign-language speaking talent, our Popcorn Recruiters are leading the way to successful matches.
As a specialized agency that focuses on recruitment and staffing for IT and operational business roles, Popcorn Recruiters are your go-to partners for filling one or more roles in your company.
Thanks to our pool of qualified candidates we offer our clients fast, flexible and reliable solutions to their hiring needs. Our experienced and certified IT recruiters are equipped to find the best talent to meet your specific needs.
Whether you want to scale quickly or expand to new markets and locations, Popcorn Recruiters will help you employ the best talent for your company.
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