3 Ways to Manage a High-Volume Recruiting Campaign

BY DANIELLE POND, DIRECTOR OF RECRUITING, AERTEK

High-volume hiring is when a company quickly brings on many workers to fill multiple positions. It takes a lot of eort and resources at all stages to successfully conduct a high-volume hiring campaign. It’s more than going through hundreds or thousands of applications. It also involves screening final candidates and then onboarding new hires. Fortunately, high-volume hiring projects are common, and we’ve developed best practices to help guide our clients through the process.

What Are Some High-Volume Recruiting Challenges?

The biggest challenge is often the large number of candidates and new hires involved. Even for a large company, high-volume recruitment will take up a large part of the HR department’s time.

Speaking of time, that is another key concern. High-volume hiring often comes with tight deadlines and time constraints. The need to fill multiple positions quickly can put significant pressure on your HR department. This is often where a stang agency can provide much needed assistance. They specialize in time-ecient recruitment strategies and have the necessary resources to expedite the hiring process without compromising on quality.

Other high-volume hiring challenges typically are in the candidate pool, pay rate and geographic location for the roles. When companies need to scale quickly, they build o current strategies in their locations, and often the labor pool for that market is already saturated. Inflated pay rates that disrupt the market help to combat this issue. If a company is identifying space in a less populated geographic area, the challenge then becomes identifying enough people in the area and quickly building brand loyalty with a market that has never heard of the company before.

3 Ways to Manage High-Volume Recruiting

Chances are your company is busy — or preparing to get busy — if you’re about to launch a high-volume recruiting campaign. While it requires a lot of eort, there are ways to make it more manageable.

1. Automate What You Can

Using technology in your high-volume hiring process will not only save you time doing administrative work, but also help you reach the quality candidates more quickly. This can be done by screening for keywords in the applications or resumes, using calendars for potential candidates to select interview times online, and using virtual interviews through Zoom, Google or Facetime.

2. Utilize Talent Databases

Often, companies will compile databases of leads where talented individuals can submit their credentials, contact information and other data. This makes it easier for marketing personnel to reach out if they require talent in that niche. It grants easier access to qualified candidates who are often looking for work.

3. Leverage Data

When working with recruiters to find potential candidates, it’s important for the stang agency to know what the gearing ratio is for the company so we can work backward to eectively fill each start class needed. We need to research the geographic area to ensure that pay rates meet or exceed the market standard and that we are familiar with companies to identify potential candidates in the market. We also need to identify how many recruiters will need to support the high-volume business to meet client expectations each week. We need a plan for interview, references, onboarding and start classes to ensure we’re setting our candidates up for success. The high-volume hiring process isn’t easy, especially in a tight labor market. By leveraging the strategies above you can put your company in a better position to overcome the challenges you may experience.

5 Leading Talent Acquisition Trends Taking Storm in 2024

BY BRIANNA ROONEY, TALENTPERCH

It’s hard to believe that 2023 is nearly over, marking now as the time when HR professionals and organizational leaders should start planning for the next year, including their plans for talent acquisition. The work and hiring landscape is rapidly evolving, especially following the pandemic and the Great Resignation.

Today’s job seekers bring a wealth of unique skills to the table, which also means they’re looking for better benefits and more flexible positions. As a result, HR teams and stang professionals will need to grow out of their previous recruitment strategies to consider these shifting trends and attract the best, most skilled talent.

When evaluating talent acquisition trends in 2024, HR professionals should closely analyze their hiring process, job descriptions, and qualification outlines to determine what changes or improvements need to be made. They should also consider whether there are any new sources for talent acquisition and determine how to gain access to those opportunities.

As we look toward a new year of hiring and onboarding new employees, here are some of the recruitment predictions for 2024 to keep a particularly close eye on.

1. AI in Recruitment

Artificial intelligence is nothing new, but innovations in AI have allowed broader use of the technology in all areas of business, including hiring. AI in recruitment came into play heavily in 2023—specifically the use of ChatGPT— and looking into 2024, HR professionals can look forward to AI continuing to play a core role in streamlining and optimizing the hiring process.

AI-powered tools can help with such tasks as CV screening, candidate matching, job posting, and interview scheduling by leverage machine learning algorithms to analyze immense volumes of data, identifying the most qualified candidates, and saving recruiters time and eort. Analytical tools can help identify patterns, predict success, and measure the eectiveness of recruitment strategies, allowing organizations to make more informed decisions and enhance their overall recruitment outcomes

2. Virtual Reality for Assessments

Virtual reality (VR) tech has gained significant traction in recent years, and we can expect it to make an even bigger impact in 2024 with particular regard to hiring and recruiting strategies. For instance, VR assessments allow candidates to showcase their skills and abilities in a simulated environment, providing a more realistic view of what day-to-day work may be like for them, and allowing recruiters to measure their performance in specific areas key to the role.

In this way, VR allows HR professionals to evaluate candidates without spending excess money and time by having them come onsite for multiple interviews and assessments. I expect this to become a key talent acquisition trend in 2024, as it eliminates some of the more common roadblocks that may otherwise prevent ecient hiring processes.

3. Chatbots for Screening and Q&A

The use of chatbots in hiring and recruiting increased exponentially in 2023, and will likely continue gaining popularity as we move into 2024. Automated, AI-powered chatbots can help screen and initially interview candidates for positions, freeing up time for HR professionals to focus on the candidates who are the best fit for the role.

Chatbots can also be used to answer questions candidates may have during the application, interview, and hiring process. However, chatbots are unable to properly assess candidates’ more human qualities, such as work ethic and culture fit, so recruiters and hiring teams still need to be involved in the process.

4. Onsite and Hybrid Role Considerations

The pandemic accelerated the adoption of remote work, which has since shifted from a “trend” to an expectation in many fields. As a result, countless organizations have become far more comfortable implementing remote hiring processes, virtual assessments, online onboarding, and remote work models for their teams.

When it comes to recruitment predictions for 2024, I expect companies to continue improving their processes for evaluating candidates’ soft skills critical for remote work, such as selfdiscipline and communication. In addition, onsite and hybrid positions may become tougher to fill as more people become comfortable with the benefits remote work environments can provide—both for employers and employees.

5. Consider Skills-Based Hiring

Anyone who’s ever searched for a job knows that most listings have stark similarities, with hardline requirements like specific degrees and a certain amount of years worth of experience. As we continue moving into 2024, however, with diversity, equity, and inclusion (DEI) initiatives taking center stage, a skills-based approach to recruiting may better serve organizations overall.