High volume hiring in the era of The Big Quit? Well, to say the least, it is a daunting task. In this tight labor market, HR departments have to stay on their toes to devise new strategies to attract, hire, and retain talent in high demand.
Organizations are getting innovative with their candidate hunting techniques. Social media platforms like TikTok, for example, are flooded with video resumes, and some big-shot companies are capitalizing on new platforms for hiring entry-level employees.
With The Great Resignation becoming The Great Return, global economies are slowly opening, focusing on newer avant-garde talent acquisition techniques. Let's talk about volume hiring and the challenges associated with it.
What Is Volume Hiring?
When an employer needs to recruit by volume (a large number of candidates) within a given time frame, that is volume hiring. The number of open positions a company might have to fill per year available might range from hundreds to thousands. Volume hiring entails volume-capable software that can move your talent acquisition strategy forward to where it needs to be.
To understand the concept of volume hiring, let us explain it with an example. If an average job posting invites less than 20 candidates, the average high volume hiring draws more than 200 applicants. High volume hiring is common in industries such as retail and hospitality because of the influx of new employees due to seasonal hiring or quick expansion in the organization.
The primary challenge for high volume hiring is the time spent screening and shortlisting candidates. To keep your high-volume hiring process efficient, you must have the best HR tools like resume parsing and taxonomy at your disposal.
Overcoming Challenges in High Volume Hiring
Challenge 1: Lengthy Job Application Process
Solution: Resume parser to shorten the candidate application process.
A resume parser allows the candidate to fill out the application in a few seconds. Now that's innovation! Candidates reason lengthy job applications as the most frustrating part of the application process. They cite it as the number one reason for leaving the application process midway. Here are some steps that you can take to leverage the high volume of hiring:
Make your application mobile-friendly: With remote working, the job postings are going global, and so are candidates. Nowadays, most job seekers use their mobile devices to look for jobs. Therefore, it is the need of the hour to make your application process mobile optimized.
Applying on mobile devices is especially vital for those who might not have access to a desktop. A mobile-optimized job application site contains both a mobile-friendly job application site and the ability for job seekers to upload their resumes via their phone.
Keep it accessible for the candidate: Allow the candidate to apply in a single click (that way, it creates a positive candidate experience). Keep your qualification questions to a minimum, let them apply via their social media profile, and pre-populate data fields with the help of automated technology.
Challenge 2: Talent Sourcing
Solution: Searching your resume database to rediscover potential talent
Over the years, we have heard employers complain about recruiters not being able to find a suitable candidate in their database. Even though an ATS may allow you to search through current resumes using keywords and Boolean strings, the results are limited and error-prone.
It is challenging to match previous applicants to an open requirement unless you're using an advanced HR tech tool. So how does this technology work? Once you enter a job description of a current requirement, the search and match algorithm automatically screens every resume in the ATS to find the most competent matches.
With this type of HR technology in place, organizations can uncover hidden talent beyond simple database searching and matching. You can match the resume to jobs, job to resumes, resume to resumes, job to jobs and search with keywords and synonyms.
Challenge 3: Manual Sorting of Candidate Resumes
Solution: HR Tech tools to automate the resume screening process
Did you know that 70% of resumes received in response to a typical high-volume job posting are deemed unqualified? Hiring for hundreds or thousands of open positions every year adds up to an enormous number of hours spent sifting through incompetent candidate resumes.
For recruiters, screening thousands of resumes can be tiresome, but for AI, it is a piece of cake.
AI-powered resume parser converts an unstructured form of resume data into a structured format. It extracts candidate information from resumes and saves it in various fields. Well, if that's not enough, it can even analyze a resume/cv created in any document format, such as DOC, DOCX, PDF, RTF, TXT, ODT, HTM and HTML, DOCM, DOTM, DOT, DOTX, and extract into a machine-readable output such as XML, JSON format.
Using AI for high-volume hiring makes sense because it automates manual resume screening and increases the recruiters' productivity.
To thrive in times of digital transformation, you need to up your ante in talent acquisition. Manual screening and a lengthy application process may ward off potential employees, thus damaging your employer brand.
The need of the hour is to invest in HR tech tools that can automate your application and screening process to improve your candidate experience. We'd love to hear what you have to say or add to this.
About the Author: Navjot Kaur works with RChilli Inc, a leading resume parser provider that helps in speeding up your recruitment process. A masters in Mass communication, she has over 10 years of work experience in creative & technical writing