When it comes to recruiting, there are numerous complications that you might want to be aware of.
High-volume recruiting comes with a wide array of its own challenges, and this is something that other recruiters often don’t experience.
Volume recruiters have a difficult job and must face a number of challenges including varying candidate volumes, lack of candidates, and even poor quality applicants.
To end this, we’ve compiled this list of 7 recruiting challenges only volume hiring recruiters will understand to help you make the most out of your recruiting efforts!
7 Challenges Only Present in High-Volume Recruiting
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. 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, the job can be easy to find applicants in the first place when the labor market is good, and there are lots of people looking for work. At other times, however, this might not be the case.
When things run slower for the labor market, this can present one of the most notable challenges. Even when there aren’t as many people who are looking for a new job role, high-volume recruiters still need to deliver the applicants their clients need.
Notably, for these recruiters who are new in the field, this can also represent a significant challenge that can come as something of a shock!
2. Running out Of Candidates to Choose from
A second notable challenge for high-volume hiring recruiters is the risk of losing applicants if you don’t respond to them quickly enough.
For them, speed is pivotal to ensuring that their hiring efforts are successful. Candidates applying for such job roles will be looking for a quick response time.
As such, 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.
Chasing up applicants who’ve already accepted other roles can then lead to a vicious circle of losing out on quality candidates.
Time management and rapid responses are some of the trickiest – but most crucial – volume hiring challenges to overcome.
High-volume recruiters need to respond as quickly as possible once the candidates have been shortlisted to ensure that they are still available for interviews.
Failing this, any delays could lead to your candidates getting offers elsewhere, and this will leave you with a far smaller pool of applicants to choose from – and it’s quite possible that these won’t have the same skill level as your first choice of applicants.
3. Candidates Aren’t Performing in their Job Roles
Another common challenge of high-volume recruiting that many of us 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.
Standard recruiting processes are designed to take time.
During this time, the applicant has the opportunity to find out more about the job role and day-to-day responsibilities.
However, the high time pressure placed upon high volume recruiters can complicate this aspect. Clients often want candidates delivered quickly to their organizations.
Meanwhile, recruiters losing candidates to other firms simply mean that there isn’t enough time to mentor every applicant on the nature of their job role.
This can have consequences for the success of these candidates in their new roles.
Unfortunately, misaligned expectations of this nature can be common. This can lead to early attrition and you having to find new candidates shortly after taking one on – placing further pressure on you to deliver new applicants quickly, and confounding the already time-limited process.
4. Much of the Job is Posting Jobs, Not Hiring
For people who aren’t involved in the hiring process, it can be easy to assume that a high-volume recruiter’s job role involves only interviewing candidates.
However, 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. Indeed, wasting 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.
5. Choosing Who to Hire is Hard!
For people outside of the volume recruiting industry, it can be easy to assume that volume recruiting is an easy process. Simply look through the applicants, check out their data and history, and there you have it – job done!
Indeed, the actual reality of the job – as we all know – is far more complex.
In fact, 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. A Lack 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 j
ob, 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. Staying on Top of Tech is a Headache
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.
