Whilst high volume recruitment can be a necessary step to plug immediate gaps and help organisations achieve growth ambitions, it can also be expensive, time consuming and puts the brand at risk if it all goes wrong.Regardless of the volume of talent and speed of hire required, recruiting great people must be a standard for organisations. According to our research study, “Talent Acquisition 360“, nine in ten business unit leaders state that delivering quality hires consistently should be the top priority for their talent acquisition team. Striking a balance between quality, volume and speed of hire, in a way that keeps customers, employees and business leaders satisfied, is a key talent and business challenge. Here are four tips on how to get this right:?
(1) Simplify recruitment processesWhen the pressure is on to hire high volumes of employees quickly, the administrative burden of certain recruiting tasks can divert attention away from talent acquisitions core focus finding the right people for your organisation. Leverage technology to reduce the workload of volume recruiting, so you have more time to work closely with candidates, ensuring the process does not neglect the human element. For example, automated sourcing enables recruiters to pull candidates from broad talent pools quickly and efficiently, whilst technology can also automatically organise them into groups depending on whether they were passively or actively sourced. This enables your talent acquisition team to focus their efforts on targeted brand messaging and engagement with candidates. Having an efficient high-tech recruitment process in place, will lay the foundations for effective volume recruitment. Read more about the recruitment space:
- Jobvite, the recruitment platform used by Twitter and Starbucks, opens UK office to tackle Europe
- Government plans to reform recruitment legislation and stop UK firms hiring only overseas workers
- How Hiring Hub is changing the recruitment process for British SMEs
(2) Communicate your employer value propositionWhen organisations are looking to significantly increase headcount, the sheer volume of applications can be overwhelming, especially if a large proportion of candidates are unsuitable in terms of their skills, experience and cultural fit. Communicating a compelling Employer Value Proposition (EVP) is a crucial step to encouraging high numbers of great applicants to apply. Our own “Talent Acquisition Index” revealed that just 13 per cent of poor performing organisations rated the quality of their EVP in attracting talent as effective, compared to 86 per cent of leading businesses. Communicate an authentic and engaging company culture in all recruiting marketing materials, and at all points where candidates interact with the company. However, when it comes to high volume recruiting, if you want to stand head and shoulders above the competition your current employees should also willingly reinforce your EVP. The power of social media platforms such as LinkedIn and Glassdoor will enable your EVP message to spread far and wide, with the added authenticity of coming straight from the people who know your company best.
(3) Harness recruiting analyticsWhen talent acquisition teams need to make large scale hiring decisions quickly, it is vital they have a clear picture of the skills they need, what is available and where to find them. Your own data should provide insights into past areas of recruitment successes and failures, helping you build a checklist of specific competencies that the highest quality candidates regularly exhibit. Use data available about your talent pool to find the right people. Harnessing data will streamline the pre-screening process in your volume recruitment campaign, by ensuring recruiters spend less time on candidates who are not right for the job.
(4) Deliver a high-touch candidate experienceWhilst tech plays a crucial role in ensuring your volume recruitment activities target the highest quality candidates, you must not neglect the human element of recruiting.
When recruiting a high volume of employees, there is a risk that the candidate experience can become impersonal. Great recruitment, whether you are looking for one highly specialised candidate or one thousand frontline staff, hinges on high-touch relationships. Communicate regularly with candidates at each stage of the process, while offering consistent and useful feedback whether positive or negative. Ensure your recruiters have the tools to deliver candidate engagement strategies that are customised depending on specific talent pools, positions and geographical regions.
To successfully hire quality talent on a volume basis, organisations need to strike a fine balance between harnessing technology and data to optimise recruitment processes, and delivering an engaging candidate experience. Have you found it increasingly difficult to attract and recruit “good” staff The only way to break this trend is to go back to basics, review your recruitment strategy and investigate some of the new tactics proving successful for others. Here are three recruitment methods to consider. Seb OConnell is executive VP and MD for Europe at Cielo. Image: Shutterstock
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