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WHEN IT COMES TO HIGH VOLUME HIRING, SPEED IS THE NAME OF THE GAME 

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. 

Author

Kate Blomberg
Schedule a demo here!


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