Volume Recruiting Effectiveness

Transcription

1 5Ways to Ensure High- Volume Recruiting Effectiveness

2 Hiring for high-volume positions, such as salespeople or customer service representatives, can present a number of challenges. For example, the sheer volume of candidates who apply for such positions can and do overwhelm recruiters, who simply don t have the time to review in detail every single resume and identify the best talent. As a result, high-volume positions are also the positions with the highest turnover. Fortunately, there are five ways that, when enabled by a high-volume recruiting platform, can improve the process and lead to greater high-volume recruiting effectiveness.

3 1 Get the right people in the door Instead of just posting simple text-based job descriptions for your high-volume positions, including video content can better illustrate the company culture and explain the job duties, qualifications, and responsibilities more effectively. Not only will this help engage the best talent, but also help screen out those who aren t qualified in the first place. And research shows that companies using video in their recruitment processes are better positioned to improve time to fill, cost per hire and hiring manager satisfaction.

4 2 Focus on quality over quantity The right approach to high-volume recruiting should help to find the proverbial needle(s) in the haystack, and assessments can facilitate this process. But rather than investing in the high-level assessment offerings reserved for more specialized positions, an automated job matching assessment solution can be just as effective. Also, when assessments are integrated as part of the application process, recruiters can save significant time while still gaining the detailed information they need to make informed interviewing and ultimately hiring decisions.

5 3 Streamline interview process with candidate self-service Even after reducing the candidate pool with assessments, scheduling interviews with those candidates can be another challenge when recruiting for high-volume positions. But rather than playing phone or tag with so many candidates, offering selfservice for interview scheduling can reduce the logistical burden placed upon recruiters, while giving candidates more control of the process.

6 4 Although a candidate applied to a particular position, their skills might make them more qualified for another position within the enterprise. The right talent acquisition platform allows you to continuously market to those interested in your jobs and locations, whatever those are. Look beyond the position at hand Not only does it help find the right candidates for the right positions, but also presents those candidates with new opportunities beyond what originally attracted them to your brand.

7 5 Build robust talent pools Just because a candidate isn t the best choice for now, they may be a good fit for a future opening. Maintaining a pool of qualified candidates who are already engaged with the company can bring further efficiencies to the high-volume recruiting process. Instead of having to start the candidate search from scratch, you ll benefit from access to a large database of pre-vetted candidates to find the next hire.

8 What results from these five recommendations is improved quality of hire, a more engaged workforce, higher retention for your high-volume positions and increased business performance. Download Using Video to Win the War for Talent to learn more about faster, better, cost-effective hiring with video-enabled talent acquisition. Visit our website to learn more about our highvolume recruitment solution or give us a call at (877) We d love to hear from you!