High Volume Recruiting: 3 Absurdly Easy Techniques for Mastering the Numbers Game

By

High volume recruitment and hiring is never easy. These are hiring needs that happen quickly requiring you and your recruitment team to move quickly, swiftly, and with intention to meet the needs of the business. Fortunately, high volume recruiting is a numbers game, and using a series of techniques your recruiting team can fill roles quickly and seamlessly making for not only happy hiring managers but happy candidates as well as your leadership team.

Three Essential Techniques to Win in High Volume Recruiting 

In fast-moving situations, talent acquisition leaders are battling the market for high-volume numbers, you are on the roller-coaster of metrics and measurement of recruiting efficiencies in the quest for talent delivery. Arrival at desired results is less painful than you think. All it takes is a well-oiled recruiting machine. Below are three essentials Melissa Thibodeaux, Founder of ThrivingHires, and Jennifer Morgan, Senior Contract Recruiter at Sun Life Financial outlined in their recent webinar on the topic of high-volume recruitment and hiring.

1. RECRUITMENT EFFICIENCY
Operational efficiency mechanisms and tools

Operational efficiency: Pay attention to the details of your processes and identify time wasters.

In order for your team to be most efficient, it’s important to always get definitive responses. That includes your candidate as well as the hiring manager. Another area of efficiency includes the creation of deadlines. These deadlines create accountability and leave no questions about expectations. When you need to hire X number of people in X amount of time, breaking the larger goals down into smaller time frames and numbers can allow you to revise your strategy accordingly.

Jennifer says, “Create an operations order fulfillment workflow. As humans, we are very visual and having a tool that shows how the process works for your team from start to finish allows you to stick to the operational functions that are meaningful.”

 These operations might include operational, orientation, hire date, and automated processes. Another visual workflow that is useful is mapping the candidate journey, from application to onboarding.

2. ENGAGEMENT
Engagement mechanisms for increased sourcing success
  • Job ads
  • social media posts
  • mass texting and emailing your “hot list.”

It’s not as hard as it seems; just start somewhere to get the ball rolling and keep the ball rolling. Once you create content for job ads or campaigns, reuse that content wherever you can.

Engagement begins with the job ad.

Your job ad must include:

  • A compelling title
  • Creative copy in the body of the ad/posting
  • Selling the position (the best parts of what you have to offer)
  • Give a specific call to action and easy apply movement (“click here to apply”)

Once you have a great job ad, your recruiting team needs to be sharing  it on social media, Facebook Groups, and LinkedIn. If you don’t have the bandwidth to be involved with social media, consider coordinating and working with your marketing team.  

3. TEAM COMMUNICATION
Quick and easy recruiting efficiency measurement 

If recruiting processes and efficiency are everything, then communication is the key to keep the productivity training moving and humming along. This means being intentional with your whiteboard meetings, KPI tracking templates, and other team huddles and communications between recruiters as well as other stakeholders especially hiring managers.

Jennifer says, “Whiteboard meeting is a great way to track progress and find obstacles before they become larger problems. It also promotes communication and accountability.

In high-volume recruiting, these tend to be daily quick meetings rather than weekly longer meetings. Metrics can be tracked on a whiteboard or in your ATS dashboard.”

Always make sure you have deadlines associated with every task, activity, and action.

KPI tracking templates can be kept as shared documents for your team to update and contribute. The performance indicators may vary by organization, but yours should include the specific indicators that your team is working on.

By focusing on these three areas in the high-volume recruiting game, you can build rapport with your various stakeholders and also establish trust and create opportunities for your recruiting team to thrive. In high-volume environments, it’s the sum of all the parts that ensure the success meaning that all members of your recruiting team needs to be committed, focused, and are working with each other to meet expectations because headcount forecasts and expectations will probably change. Your team needs to be prepared for anything.

Topics: Recruiting Strategies, Talent Acquisition

Updated November 14, 2019