Delivering a poor candidate experience is a surefire way to damage your brand. And with 72% of candidates sharing negative feedback online or with a peer, it’s never been more important to get this part of the recruitment process right. For businesses dealing with high volume recruitment, the emphasis placed on strengthening the candidate experience is heightened. More candidates, and less time; two variables that present a challenge for ensuring a positive experience for all candidates. Retailers, healthcare organisations and hospitality businesses typically fall into this camp and naturally have to be mindful of the service they provide applicants; after all many candidates are likely to be customers.
These are the thoughts and takeaways from a Resourcing Think Tank held on Thursday 23rd November, hosted by Booking.com’s Chris Barker. This Think Tank sought to discuss the topic of “High Volume Recruitment: Assessment Methods and Candidate Experience” whilst covering:
- Effective high-volume recruitment methods that balance speed, cost, quality and candidate experience
- Using recruitment technology to simplify processes and drive efficiencies
- Balancing technology with human touch points
- Establishing an inclusive and fair process
How do you ensure a 5-star candidate experience in high volume recruiting?
In 2016, 63% of employers predicted that the volume of hiring would increase the following year. Whether you’ve experienced a surge in hiring or are high volume recruiting in industries like retail, hospitality, healthcare, etc., it’s important to continuously deliver a positive recruitment experience to the candidate. With 72% of candidates sharing negative feedback online or with a peer, it’s more important than ever to get this part of the recruitment process right. Businesses must be mindful to the service they provide applicants as many candidates are likely to be current or future customers.
What does high volume recruitment entail?
High-volume recruitment refers to sheer numbers. It isn’t about the complexity of your searches – it simply equates to the number of open positions to be filled in a given year. While the average job posting receives 59 applicants, a high volume recruitment role typically receives 250 or more applicants.
Businesses with high volume recruitment tactics typically develop a recruiting system with various checkpoints within the process to ensure that recruitment is efficient and deadline-driven. It may seem like adding more parameters is doing the opposite of simplifying, but getting the high volume recruiting process on a set schedule is key. When recruiting high volumes, hiring managers should define the talent needed for the business and should be made accountable to help with hiring decisions. From defining the hiring criteria, to conducting multiple assessment centres; having a clear, well-organised process is absolutely paramount.
Some questions that businesses should cover during the high volume hiring process include:
- How should businesses gather feedback from candidates that haven’t received an offer?
- How can businesses reduce unconscious bias during recruitment? Diversify panels and discussions?
- Should companies consider graduate hiring?
- There are different demographics for volume campaigns – return-to-work parents, ex-military, career changers, etc. How should this be considered in the hiring?
- How should the business measure success of high volume processes? Exit interviews and attrition rates?
Invest in Technology: Staffing Technology Solutions Pros and Cons
Benefits of High Volume Staffing Technologies
Advanced staffing software makes it easy to manage high volumes of applications using features that search and sort resumes for keywords and phrases. Using these staffing technology solutions rather than manually skimming resume after resume, businesses can quickly identify the best candidates for specific positions, but what happens when companies are searching for candidates that are early on in their career?
Potential Obstacles of High Volume Staffing Technologies
In hospitality and retail high volume recruitment, the use of recruitment technology to sort through resumes doesn’t work as well – what keywords would businesses search for on resumes to distinguish the best candidates? Another popular recruitment tool during high volume recruitment is the use of video interviews. The most advanced technology involves the use of a robot to read the body language and assess conversation during a video interview, but again the question comes up of how well does the technology actually assess the candidates? Can the technology understand if the candidate fits the company’s brand and culture? A final, and popular testing tool is the psychometric test, which is a standard and scientific method used to measure individuals’ intellectual ability and behavioural / cultural fit.
Conclusions and Findings
High volume recruitment strategies must be efficient and consistent, but must also allow the freedom to make changes when appropriate. Also, while recruitment technology can streamline and lighten manual tasks, Human Resources at the end of the day is still human, and must determine the best practices of these new technical advances.