High-volume recruiting comes with a wide array of its own challenges, and this is something that other recruiters often don’t experience.
We’ve compiled a list of 7 high volume recruiting challenges to help you maximize your recruiting efforts!
Get solutions to overcome 7 significant high-volume recruiting challenges
Mass hiring solutions provide a few notable challenges that differ from standard hiring solutions, making the job of high-volume recruiters much more significant.
1. Implement talent pipeline management when the volume of candidates varies
One of the first challenges of volume recruiting that we should mention is the varying volume of candidates you’ll be working with.
Indeed, sometimes, it is easy to find applicants for a job when the labor market is good, and many people are looking for work.
However, this might not be the case all the time.
You can implement proactive talent pipeline management. This involves maintaining a pool of qualified candidates, even when hiring needs aren’t immediate.
You can also use data from recruitment analytics to predict fluctuations in candidate availability and adjust their sourcing strategies accordingly.
Leveraging AI recruiting software can help efficiently manage large candidate volumes by speeding up screening, while targeted job ads and campaigns can attract more candidates when the volume is low, ensuring consistent recruitment flow.
Also read: What’s a talent CRM? A handy guide for recruiters
2. Ensure timely response to minimize risk of losing candidates
A second notable challenge for high-volume hiring recruiters is the risk of losing applicants if you don’t respond to them quickly enough.
If you (as the recruiter) fail to get back in touch with your candidates quickly, it’s very likely that you will end up losing them.
Why so?
Well, applicants looking for jobs often work on a sort of “first-come, first-served” model. That is to say, while they might be available for the job role you’re hiring for, they usually won’t have applied to your open role alone.
This is another significant high-volume recruiting challenge.
Respond as quickly as possible once the candidates have been shortlisted to ensure they are still available for interviews.
You might also want: 14 [FREE] LinkedIn InMail templates for recruiters | Ready to send
3. Analyze hiring process for candidates not performing well in their roles
Another common challenge of high-volume recruiting that many of you will be well versed with is candidates who don’t perform well in their job roles.
This is something that can have a significant impact on numerous aspects of your work, leading to clients who are dissatisfied with the candidates you’re providing and staff who are unhappy with their new job role.
4. Automate hiring to avoid repetitive tasks
The reality of high-volume recruiting is that many of these recruiters spend much of their time doing dull, mundane, and disinteresting tasks such as posting jobs, updating job listings, and more.
No wonder why some feel dragged down by the job at times!
This is something that a lot of clients won’t realize, but as a recruiter, it’s something you’re probably well aware of.
Luckily, there are solutions that can help you overcome this monotony.
Investing time on these repetitive tasks can actually be automated by using a recruitment software.
Wasting time on these repetitive tasks can actually be avoided, allowing you to do what you love most – recruiting and helping businesses find the ideal staff for their job roles by creating a job application form perfectly.
Book a demo with Recruit CRM to give your hiring a new twist!
5. Utilize an ATS to choose the top candidate
Arguably one of the biggest challenges of high-volume recruiting is when you don’t have access to the sort of data that would make your job easy.
A lot of times recruiters end up simply relying on their intuition and their ability to judge a person from a very brief CV. This makes the act of finding the right talent for their clients that much more stressful.
6. Get knowledge of the bigger picture
Another notable point to consider is that, as high volume recruiters, you often have a severe lack of information about the job role you’re actually hiring for.
Recruiters often don’t get informed of how their past hires are performing in their job, nor do they know about the exact requirements for a role.
Something that’s commonly seen for recruitment teams– a lack of collaboration between recruiters can often lead to one job role having far too many applicants, and another having far too less.
This can lead to potentially excellent candidates missing out on an excellent career opportunity simply because they were in – quite literally – the wrong place at the wrong time.
In short, these complications can make it incredibly difficult to manage recruitment initiatives and performance, and the lack of a single dashboard often places additional pressure on high-volume recruiters working as a part of an agency.
7. Stay on top of #Rectech
Finally, we absolutely need to point out the difficulties that come with technology.
Working with so many different tech solutions can really make life tough.
The vast majority of recruiters, when looking for new applicants, posting job opportunities, etc. will be using a plethora of tools to try and optimize and streamline the recruitment process.
Of course, these are crucial; in short, it would likely be impossible to try and pull off the demands without having such tech solutions in place to support your efforts.
From data analytics tools to Applicant Tracking Systems and Recruitment CRMs for candidate management and more, you need to use tech to make your job easier.
Evidently, the challenges of high-volume recruiting are numerous. Nonetheless, you don’t need to carry on struggling with these challenges.
Work smarter, not harder, as the old saying goes.
Streamline the process of gathering applications and sorting Cvs with the help of a resume parser.
Our software can help with every aspect of your high-volume recruiting process, helping you to find the very best candidates in an automated, efficient manner that’s sure to revolutionize your recruiting pipeline and give your clients the staff they need.
Frequently asked questions
1. What is high-volume recruitment?
High-volume recruiting refers to the process of hiring a large number of candidates within a short period. This often occurs in industries like retail, hospitality, or call centers where staffing needs can fluctuate rapidly.
2. Can high-volume recruiting impact my onboarding process?
High-volume recruiting can strain the onboarding process, making it essential to have a streamlined, scalable onboarding system in place.
This ensures that new hires are effectively integrated into the company without overwhelming the HR team.
