For maximum efficiency, time savings, and candidate experience, employers with high-volume hiring needs should look for tools that support the full recruiting life cycle—or as much as possible. Rather than using a separate tool for each purpose/phase, using high-volume hiring software that bundles crucial features in one solution, when paired with your ATS, will cover all your needs.
In this article, we’ll explore the following important topics:
- What is high-volume recruiting?
- Features to look for in high-volume recruiting tools
- Measuring the efficacy of your high-volume recruiting efforts
What is Considered High Volume Recruiting?
There are two main types of high-volume recruiting. In one scenario, an employer has many positions to fill that may be for the same role (or just a small selection of titles). In other situations, an employer may have fewer openings but a disproportionately large number of candidates. In both cases, the main objective is to evaluate a lot of candidates as quickly as possible—and that’s why it’s crucial to have the right recruiting tools in place. Today’s recruiting technology helps talent acquisition teams do more with less, and speed up the recruiting process without sacrificing the candidate experience.
High-Volume Recruiting Tools
The key to successful high-volume recruiting is using tools that meet your unique hiring challenges. High-volume hiring has unique characteristics that require different strategies than lower-volume recruiting. Employers with high-volume recruiting challenges need tools designed by vendors who understand their unique challenges and create solutions that deliver results.
You want a tool that will equip you to:
Pre-Qualify And Disqualify Candidates For High Volume Roles
Whatever the specifics of your high-volume needs, you are managing a large volume of candidates by definition. This means you need virtual recruiting tools that, for starters, help you quickly and efficiently identify your most qualified talent. The same solution should also help you quickly engage your top candidates to drive momentum.
With a solution like Brazen, you can easily create virtual recruiting events as a differentiator to drive applicant interest, as opposed to sending job seekers straight to a lifeless application form. Using the customizable registration process helps you cultivate a more qualified pool of talent to engage with during a virtual hiring event, so you can make better use of the time you invest.
Automate Candidate Communication
If a candidate doesn’t meet the minimum qualifications for a role, you can use automated responses to let them know—and you can use those emails to drive talent engagement for other roles and upcoming events more in line with their experience. Since many job seekers never hear back after applying to a role or submitting their resumes for consideration, this type of communication is a key differentiator that helps strengthen your employer brand. And, if a candidate does have skills and experience that might fit another role in the future, staying in touch is crucial to keeping them engaged in your talent community.
Screen More Candidates, Faster
In today’s tight talent market, speed is a competitive advantage. In high-volume recruiting situations, speed can also be a survival strategy. A team of human recruiters can’t possibly screen and interview the same number of candidates with traditional one-on-one phone or video meetings, compared to the numbers your team can handle with virtual recruiting events. (In fact, we did the math to demonstrate the difference.) While some talent acquisition teams have tried to speed up their processes with other online meeting or event tools, the successes our customers enjoy prove the value of a recruiting solution that integrates virtual recruiting events with the other features on this list.
As an added bonus, the best high-volume recruiting tools give you the ability to easily duplicate events from templates, which saves even more time.
Improve Efficiency By Scheduling And Conducting Hiring Manager Interviews Via Video, Text, And Chat
Using tools that allow you to easily pre-schedule conversations with event registrants helps drive higher attendance rates among qualified candidates while making the best use of hiring managers’ time. And your recruiters and hiring managers can also use the unscheduled time to speak with other candidates via your booth’s chat queue. Having options for different types of conversations all inside the event platform gives you maximum flexibility for initial screenings, first recruiter interviews, or subsequent interviews with recruiters or hiring managers.
Helps You Make Informed Decisions Quickly to Drive Candidate Momentum
Without the right tools, handing candidates off from a screener or recruiter to a hiring manager can create friction and opportunities to lose information. With a platform like Brazen, you can create notes on candidate profiles to share with hiring managers so you are ready to move people forward during or immediately after an event. Having quick access to screening notes right on the candidate profile means hiring managers can hit the ground running and engage in productive conversations with prequalified candidates. This valuable feature eliminates the frustrations hiring managers have long endured by using note cards, sticky notes, or spreadsheets to serve this purpose. And, because it’s so quick and easy to add and review notes on a candidate profile, it means recruiters can hand candidates off during virtual events—and hiring managers can also easily access those notes after the fact for later interviews and follow-ups.
Scale Candidate Follow-Up To Reduce Ghosting And The High Cost Of Candidate Churn
Historically, job seekers have had a lot of complaints about what happens after a job fair or interview. And often, their complaints are justified because what happens is nothing. When candidates hear back from a potential employer about how their interview went and what the next steps are, they’re more likely to stay engaged with your organization. That’s true for candidates who advance to future interviews or an offer as well as those who are not selected to advance right away.
The best tools for high-volume recruiting include candidate email templates that you can create for every scenario you envision—from the star candidate who will receive an offer right away to those who weren’t a good fit for the role in question but might be a match for a future opening.
Effective candidate follow-up communication is also about asking for feedback about the candidate experience, especially with your virtual recruiting events. Having access to automated options for collecting and analyzing candidate feedback can help you improve your events (and their results) over time.
Get More ROI From Your Existing Talent Community By Cultivating And Engaging Your Database Of Candidates
Staying in touch with candidates after virtual recruiting events is crucial to building a healthy talent community—and without ongoing communication, your database of candidates won’t be as useful for future hiring. Look for tools with built-in features for ongoing communications, such as updates on new job openings that match candidates’ skills and experience, invitations to future virtual recruiting events, and special virtual events where candidates can learn more about your organization.
Evaluate Your Impact via High-Volume Recruiting Metrics
No employer—especially one in a high-volume recruiting situation—can be expected to improve their candidate experience, employer brand, or hiring outcomes without reliable measurements. Brazen includes post-event metrics that help employers improve their recruiting by delivering more of what candidates want, streamlining processes, and netting better outcomes. One of our biggest differentiators is that we offer customers direct access to flexible, on-demand reporting that allows you to measure your results and progress over time.
Meeting High-Volume Hiring Challenges Head-On
Employers in high-volume recruiting situations can benefit from many of the same features that lower-volume employers use. But, because high-volume recruiting comes with its own unique challenges, the ways they apply those features may vary. Because recruiting costs tend to increase with the volume of candidates you must handle, it’s especially crucial for high-volume recruiting teams to adopt effective tools that help them meet the unique demands of their situations while controlling costs. When employers with high-volume recruiting needs use tools that support their unique challenges, they can save money, time, and stress—and often see improvements in metrics like candidate engagement, time to hire, and cost per hire.
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