Recruitment is part and parcel of every company, and thus, it brings the focus of corporate professionals to streamline it. With the increasing demand for talent for growing organizations and bigger projects, sometimes a higher level of hiring campaign is launched, which is often termed as mass hiring or high-volume recruitment. In this recruitment process, there are many challenges when it comes to maintaining the quality provided a shorter time of action. 

Many professionals who are new to adopting RPOs for high-volume hiring and technical recruitment face many associated challenges and confusion. This blog post will help if you are also a beginner or need to improve your strategies.

What Is High-Volume Recruiting?

High-volume recruiting refers to the process of hiring new individuals at a speedy pace within a short period. This recruitment is often a requirement of call centers, manufacturing industries, retail, and fast-growing companies. Usually, companies with high turnover rates and those requiring to fill multiple roles at once also require this type of recruitment. The basic challenge of high-volume recruitment is managing with large pool of candidates, i.e., recruiters need to screen, interview, and manage applicants on a large scale, maintaining a constantly positive impression and experience with them. 

Key Challenges for High-Volume Recruitment

Short Time Constraint: The biggest challenge for mass recruitment is the time constraint, which makes it very difficult to source and screen so many candidates for the position. It can also lead to a reduced quality of applicants which can overall lead to a bad impression on the company management. It can also impact the long-term contract of the hired employees with the organization. 

Reduced Candidate Satisfaction: When the goal is to hire a large number of employees within a specified time, then it is very obvious that the candidate's communication will be affected. The top talent can get offended due to delayed responses or generic steps followed in the high-volume recruitment process. It can complicate the steps and sometimes makes it tough to reach out to suitable professionals. 

Strategies for Effective High-Volume Recruitment

Time-to-Hire Reduction: A great strategy for reducing the time to hire in mass recruitment is using ATS screen systems powered by AI tools. These Applicant Tracking Systems help screen the resume and check for their suitability for the job (according to reports, it speeds up the process up to 75%). It reduces the time and energy of recruiters to check for every applicant and a basic level of matching with the needs. 

Candidate Satisfaction: Agencies that utilize communication tools to deal with applicants are reported to have increased their candidate satisfaction by 50%. This factor is important because maintaining a positive applicant experience promotes the reputation, ensuring applications for top talent in the market. 

What Is Technical Recruiting?

In contrast to high-volume recruitment, technical hiring is the process of sourcing candidates with highly specialized positions who have in-depth knowledge or expertise in their field. This process is usually adopted to hire IT professionals, scientists, and directors who are screened for their experiences with using tools and relevant technologies. For such impactful positions, it is also crucial to look for the cultural requirements of the company and how the candidate can fit into this. So, in technical recruitment, recruiters are more closely in connection with the managers and company leadership in selecting the best fit for their organization. 

Key Challenges in Technical Recruiting

Skill Shortage: The biggest challenge in technical recruitment is the shortage of relevant talent. It is reported that 80% of businesses in the UK are striving to find IT professionals to meet their technical requirements. In other words, it has become very tough to find niche-specific technical professionals for companies. 

High Competition: Another challenge associated with technical recruitment is the fierce competition. A large number of organizations are looking for similar skills leading to competition for acquiring the best talent in the company.  The other aspect of this is a high demand for salaries and perks, which can further complicate the hiring process.

Strategies for Effective Technical Recruitment

Candidate Quality: Organizations that implement specialized recruiting processes for technical roles often see an improvement in the quality of hires. These hires are more likely to stay longer, be productive, and integrate well into the company culture. In technical recruiting, a strong screening process is critical to ensuring that candidates not only have the necessary technical skills but also align with the company's values.

Technology Utilization: Approximately 55% of HR professionals are investing in advanced HR technology to enhance their recruiting processes. Many are leveraging AI and machine learning to better match candidates with the right skills to job roles, making the process more efficient and reducing biases in hiring.

Strategies for Success in High-Volume and Technical Recruiting

1. Leverage Technology to Streamline Processes

Leading technology like AI and assisting software like ATS systems are there to help recruiters in their routine tasks without any errors. For instance, the ATS tracking system, when implemented correctly, screens the applicants using targeted keywords. It can also spare time spent looking at the CVs of those who are least suitable for the role. Likewise, the AI software can spare much time by automatically scheduling meeting calls, recording the meetings, and making presentable notes of them. Also, tools like chatbots are designed to cope with the issues of applicant engagement and communication. Such tools track every action and never let the recruiters miss any crucial interaction with the candidates. So, in both, high-volume and technical recruitment, professionals can leverage the latest technology and AI to bridge the commonly faced issues. 

2. Build a Strong Employer Brand

A minor yet important thing that is missed by most of the hiring agencies, is to build a strong employer brand. This is impactful because when your screened pool of candidates knows you well, they will regard your proposition more than others. For instance, if you keep in contact with the shortlisted candidates on social media, and engage with them by showing employee testimonials or success stories, they will prefer to scroll through your job posts whenever they need a job. You can also promote your relationship with them by asking them for company advocacy and employee referrals. 

3. Optimize Your Screening Process

By improving the hiring process through several actions, recruiters can enhance their overall performance and get their clients the top talent from the market. The important steps for improvement can be through the use of pre-screening tools like assessments and questionnaires for better placement of the candidates in different categories according to their expertise level. The other method involves structured interviews which enable assessing the candidates consistently and making informed decisions to improve the hiring process. 

4. Keep Focus on Retention

Where it is a must to carry out recruitment speedily in high-volume hiring, it is also crucial to manage the retention rate to avoid any increased costs and disruptions in operations, especially in industries with high turnover rates. It can be maintained by offering competitive packages, including bonuses, healthcare benefits, and other perks. Better retention can also be acquired through providing growth and development opportunities to the employees. 

How 1% HR Can Help You Succeed in High-Volume and Technical Recruiting

At 1% HR, we offer specialized HR services to support both high-volume and technical recruiting efforts. Whether you need assistance with candidate sourcing, screening, or overall recruitment strategy, our experienced HR professionals can help you navigate the complexities of recruiting and ensure you hire the right talent for your business. Book a free consultation and let us guide you to find the right talent.

Conclusion

High volume and technical recruitment, both come with their challenges and risks. Still, we can reduce those risks by adopting best practices and better ways to include technology in the workstream. Specific steps that are common to both recruitment processes are to make your employee retention better, build strong relations with employers and communicate better with the candidates. All these points help in making a trustworthy recruitment brand providing the best job opportunities for top talent in the market!