Process and Tips for High-Volume Hiring

If you feel like the world of recruiting is constantly changing, then it is. We know it's hard to keep track of trends, best practices and advice from those in charge. That's why we want to make it as easy as possible for you to make the best decisions for your company's hiring needs.

In this post, we'll address the challenges facing recruiters today, highlight ways to optimize hiring processes, and finally provide you with clear, actionable step-by-step instructions to help you get started Navigate the ever-changing hiring landscape.

High volume hiring explained

High volume hiring involves hiring a large number of hourly positions within a short period of time. This type of recruiting is commonly used by companies in various industries, including retail, hospitality, healthcare, and manufacturing.

There are many differences between large-scale hiring and corporate recruiting, just a few of which will be mentioned here:

• Sourcing: Corporate recruiters typically source their candidates on sites like LinkedIn or other popular job boards, while teams hiring in large quantities may use alternative sourcing methods like social media, in-store signage, and niche job boards.
• Communication: Email versus SMS and mobile messaging platforms are the clear differentiators between corporate hiring and large-scale hiring.
• Applications: Cover letters and resumes for corporate jobs stand in stark contrast to the simple, mobile-friendly applications that applicants can complete in minutes.
  

Motivators and challenges in high volume hiring

There are a number of reasons why companies need to implement a mass hiring process. For example, you may be on the verge of rapid expansion or experiencing unusually high turnover after a busy season. In such situations, hiring teams need to be prepared with a hiring system that can handle mass applications and enable positions to be filled quickly.

Manual processes are also a challenge when hiring employees on an hourly basis. From scheduling interviews to tracking candidate progress, many companies still rely heavily on manual tasks that are time-consuming and error-prone. This lengthens the entire hiring process, creates misunderstandings or confusion with candidates, and creates a lack of transparency in the hiring pipeline.

To overcome these challenges, it is imperative that companies adopt new and innovative technologies that streamline and automate the hiring process, making it easier to find, evaluate and hire top talent.

Step by step: The high volume hiring process

When hiring new employees, you must take certain steps to determine whether they are suitable for the job and to ensure that you comply with employment law regulations. A well-thought-out hiring process for large companies is crucial because if not done correctly, it can result in high turnover and unnecessary costs. Predetermined hiring steps make finding the right applicants more efficient and cost-effective.

Below is a step-by-step guide to building an efficient high-volume hiring process.

1.Determine your needs

Conduct a review of your current positions and look for gaps that need to be filled. Then, coordinate with the right people in your company to get approval to hire for these positions.

2.Develop and review your high-volume hiring strategy

Sit down with your hiring team to discuss how best to fill these open positions. If you have an existing strategy, take time to review it to see if any goals and tasks need to be added or removed, e.g.to replace manual processes with automated ones.

3.Write job descriptions

Your job description needs to be clear and concise while providing the details your ideal candidate will be looking for. Explain what the new employee will do on a daily basis, what background they should have to be successful, and what benefits they will receive.

4.Place your job advertisements

Once you've finalized your job descriptions and strategy, it's time to post your jobs on the right platforms, such as free or paid job boards. You can also use other sourcing methods such as internal referrals and social media. If you use an Applicant Tracking System (ATS), it can do this job for you. Check out IceHrm's applicant tracking system to understand how it can help you create job posts.

5.Review and screening of applicants

Leverage the power of your ATS by enabling knockout questions that automatically advance applicants to the next stage or remove them from the process based on their answers to the qualifying questions. If further assessment is required, you can intervene and make manual changes to individual stages as needed.

6.Issue reviews (if applicable)

After screening candidates, you can implement an evaluation phase to determine whether the people are suitable for the job. Types of assessment may include personality tests or practical skills tests.

7.Arrange interviews

Once you have received a group of good applicants, you can begin the interview process. Depending on your system and strategy, this could include either face-to-face interviews, face-to-face video interviews, or even recorded interviews.

8.Conduct background checks

A background check is necessary to confirm applicants' identities, check criminal records, and learn more about their financial history.

9.Conduct reference checks

In addition to background checks, you should also check your applicants' references. Talking to previous employers can give you insight into how they might behave at your company.

10.Hiring and training

A comprehensive, high-volume hiring process culminates in submitting a job offer and beginning the onboarding process. Send your new employee everything they need to start work, e.g. Manuals and operating instructions to prepare the employees for their first day at work.

Tips for hiring high-volume employees

Now that you have your strategy in place, we've put together a list of tips to help you optimize and adapt your high-volume hiring process to achieve exceptional results quickly.

Use automation to hire faster: Use automation to schedule interviews, trigger background checks, and move candidates through the funnel.
Improve the candidate experience through frequent communication: Candidate experience is critical at every stage of the hiring process. Focus on the applicant experience by providing clear and concise information about every step of the process, answering questions in a timely manner, and making it easy for applicants to apply and complete required paperwork.
Trust data and analytics: Building an effective recruiting funnel for hourly employees requires a combination of smart hiring practices and an efficient technology package. By using data to inform your approach, you can build a recruiting funnel that turns applicants into employees.

Incorporate efficiency and precision into your hiring process by seamlessly integrating the IceHrm's recruitment module, unlocking a world of automated possibilities to attract, assess, and onboard top talent effortlessly.