{"id":6771,"date":"2018-02-22T09:30:01","date_gmt":"2018-02-21T22:30:01","guid":{"rendered":"https:\/\/roubler.com\/hk\/?p=6771"},"modified":"2021-03-09T01:31:16","modified_gmt":"2021-03-08T14:31:16","slug":"high-volume-recruitment","status":"publish","type":"post","link":"https:\/\/roubler.com\/hk\/resources\/blog\/high-volume-recruitment\/","title":{"rendered":"How to Manage High Volume Recruitment"},"content":{"rendered":"<p>Early in 2017, Amazon made headlines for hiring a <a href=\"http:\/\/fortune.com\/2017\/07\/26\/amazon-job-fair\/\">huge 50,000 employees<\/a>. Whilst most businesses will never have to recruit that many staff, high volume recruitment is still very common. Most roles receive\u00a0around 59 applications, while high-volume, or\u00a0popular, roles can receive\u00a0250 to 300 applications. Narrowing your search down from 250 resumes can be\u00a0difficult and very time-consuming however, it has to be done. Below, we compile a guide on how to manage high volume recruiting in your business.\u00a0<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<h3><b>Use your time intelligently<\/b><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/h3>\n<p>Several studies have shown that a person&#8217;s productivity is capped at 55 hours per week. Over this amount, and you&#8217;re just wasting\u00a0time. Someone working 72 hours a week is really only getting the same amount of work done as someone working 55 hours.<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p>High volume recruitment isn&#8217;t an overnight job, and this should be acknowledged up front. Technology will certainly assist \u2013 and we will discuss this soon \u2013 but it will still take time to recruits large numbers of new staff. Cramming this work into 12 hour days is not the answer!<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<h3><b>Recruitment technology is essential<\/b><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/h3>\n<p>HR technology has evolved rapidly over the past few years. Recent technologies can automate just about every aspect of manual HR procedures \u2013 including recruitment. Implementing HR software that will automate the recruitment process is essential for high volume roles. Here&#8217;s what to look for when choosing recruitment software:<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"2\" data-aria-posinset=\"1\" data-aria-level=\"1\">\n<h4>Sourcing<\/h4>\n<p>The recruitment software that you implement should be able to source potential candidates for you. In other words, the software should be able to post to job boards and job sites on your behalf. Furthermore, some new AI enabled technologies can take the job description and apply it to\u00a0external resume databases to seek additional\u00a0candidates.<span data-ccp-props=\"{&quot;134233279&quot;:true,&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"2\" data-aria-posinset=\"2\" data-aria-level=\"1\">\n<h4>Re-scanning previous candidates<\/h4>\n<p>Often when an applicant\u00a0applies\u00a0for a role but is unsuccessful, they&#8217;re told that their resume will be &#8216;kept on file&#8217; for future roles. Despite employers best efforts to keep this promise, revisiting these previous resumes for new roles is a task that is easy to forget! The average high-volume role sees 65% of resumes ignored, meaning that the HR department could be sitting on a treasure chest\u00a0of\u00a0fantastic\u00a0applicants. Talent re-scanning automatically assesses the resumes of previously unsuccessful\u00a0candidates who&#8217;ve applied for roles within your organisation. Think of the time you could save if a handful of the previous applicants already within your reach are a perfect fit for your new role!<\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"2\" data-aria-posinset=\"2\" data-aria-level=\"1\">\n<h4>Resume assessments<\/h4>\n<p>Recruiters\u00a0frequently report that the most difficult\u00a0element\u00a0of high-volume\u00a0hiring is assessing candidates when the pool is so large.\u00a0Reading hundreds of resumes takes hundreds of hours. Considering the high number of unqualified applicants who will apply for each role (studies estimate it&#8217;s around 75%), reading each\u00a0application\u00a0is completely inefficient. Hence, choosing a recruitment software that pre-screens applicants to create a shortlist is a sure-fire way to increase your recruitment efficiency.\u00a0<span data-ccp-props=\"{&quot;134233279&quot;:true,&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<p>Additionally,<a href=\"https:\/\/roubler.com\/hk\/hiring-decisions\/\"> studies by the Harvard Business School<\/a> have found that recruiting using the assistance of technology <a href=\"http:\/\/www.hbs.edu\/faculty\/Publication%20Files\/16-055_32146994-78d3-42f0-bb05-c30329cf4aef.pdf\">results in better hires <\/a>who will stay with the company longer.<\/p>\n<h3><b>Understand the new\u00a0<\/b><b>recruitment<\/b><b>\u00a0landscape<\/b><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/h3>\n<p>The necessity of recruitment technology raises another challenge for recruiters: understanding the\u00a0evolving\u00a0recruitment\u00a0landscape. Here are a few changes to the recruitment landscape to keep in mind when trying to fill new roles:<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<ul>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"3\" data-aria-posinset=\"1\" data-aria-level=\"1\">\n<h4>Mobile is key<\/h4>\n<p>Job-seekers are more likely to be using their mobile to search for new roles. Hence, your application process should reflect this and be mobile-responsive.\u00a0Choosing to advertise your position on platforms that support mobile phone applications is an easy way to address this.<span data-ccp-props=\"{&quot;134233279&quot;:true,&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"3\" data-aria-posinset=\"2\" data-aria-level=\"1\">\n<h4>Choose the best platform for your business<\/h4>\n<p>There are a plethora of job boards and sites these days, so select the best ones for your business. LinkedIn could be the best spot for hiring new employees in a corporate landscape, Seek may be better for retail recruiters, and a more niche trade-focused site may be necessary for more specialised roles. Social media is has even proved itself as a successful method of recruitment for many roles.<span data-ccp-props=\"{&quot;134233279&quot;:true,&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/li>\n<li data-leveltext=\"\uf0b7\" data-font=\"Symbol\" data-listid=\"3\" data-aria-posinset=\"3\" data-aria-level=\"1\">\n<h4>&#8216;Quick Apply&#8217; increases unqualified candidates<\/h4>\n<p>One of the <a href=\"https:\/\/roubler.com\/hk\/hiring-tips\/\">most common mistakes<\/a> made when hiring new employees is not checking out their qualifications. Due\u00a0to the ease of clicking &#8216;Quick Apply&#8217; on sites like Seek, many applicants may be totally under-qualified for your role. Use recruitment technology to ask qualification questions up-front to weed out\u00a0unsuitable\u00a0applicants quickly.<span data-ccp-props=\"{&quot;134233279&quot;:true,&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/li>\n<\/ul>\n<h3><b>Brand well, hire well<\/b><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/h3>\n<p>You need to sell your brand to\u00a0high-quality talent\u00a0just as much as they need to sell their resume to you. This is especially true if you&#8217;re a company that consistently requires a high volume of staff.\u00a0If you\u2019re always on the hunt for staff, it saves time and money to have &#8216;passive&#8217; job hunters approach you because they&#8217;re attracted to your brand. According to\u00a0<i>Ideal,\u00a0<\/i>just over a quarter of businesses have been found to have a strong employer branding strategy and those who have have seen greater success than their peers. Ideal cited the example of\u00a0St Dominic&#8217;s Hospital who linked their Facebook and recruitment tool together which combined images of the work space, as well as promoting employee benefits. This resulted in\u00a0 4 quick hires at under $500 per hire \u2013 saving them $40,000 in recruitment fees. These new hires had come to the Facebook site out of interest and the hospital&#8217;s employer branding\u00a0successfully converted them to employees.<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p>High volume recruitment\u00a0requires\u00a0organisation, the right technology, and a strong employer branding strategy in order to win the best talent for your business. To find out more\u00a0about\u00a0recruitment technology, <a href=\"https:\/\/roubler.com\/hk\/features\/recruitment-job-posting-software\/\">click here<\/a>.<span data-ccp-props=\"{&quot;201341983&quot;:0,&quot;335559739&quot;:0,&quot;335559740&quot;:240}\">\u00a0<\/span><\/p>\n<p>&nbsp;<\/p>\n<h6><\/h6>\n","protected":false},"excerpt":{"rendered":"<p>Early in 2017, Amazon made headlines for hiring a huge 50,000 employees. Whilst most businesses will never have &#8230;<\/p>\n","protected":false},"author":13,"featured_media":7897,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[503],"tags":[11,769,13,37,521,39,19,21],"class_list":["post-6771","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-recruitment","tag-employee-retention","tag-high-volume-recruitmentr","tag-hr-software","tag-recruitment","tag-recruitment-tips","tag-roubler","tag-workforce-management-software","tag-workplace-productivity"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Manage High Volume Recruitment for High Quality Hires<\/title>\n<meta name=\"description\" content=\"When over 200 people apply for your open position, it can be overwhelming. We have compiled a guide to help you manage high volume recruitment.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/roubler.com\/hk\/resources\/blog\/high-volume-recruitment\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Manage High Volume Recruitment for High Quality Hires\" \/>\n<meta property=\"og:description\" content=\"When over 200 people apply for your open position, it can be overwhelming. 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