Building a Strategy for High Volume Hiring That Doesn’t Sacrifice Quality

Whether a business is just starting out or scaling, there will be times when hiring managers need to fill multiple positions simultaneously. For example, a software as a service (SaaS) firm that wants to ramp up sales may need to onboard multiple account executives to expand subscribers across various industries. To grow effectively, hiring managers need to embrace a high-volume hiring strategy.

There are valid concerns about this strategy. When hiring so many candidates at once, it’s easy to make mistakes. Employment offers might go out to people who aren’t well-suited for the position. Considering the costs associated with searching for and onboarding new talent, employers and hiring managers need to acknowledge this concern.

Here’s how to avoid sacrificing quality just to get more people in the door.

Know the Job Description

Without an accurate understanding of the role and the skills essential for success, it’s difficult to weed through the countless resumes submitted effectively. Don’t just rely on AI software to filter keywords when doing high-volume hiring. Take the time to work with key stakeholders, such as the direct reports and managers who will work with the new hires, to understand what’s required of the position. Then, keep those metrics in mind while vetting candidates.

Create an Action Plan

The key to high-volume hiring is efficiency. It’s impossible to fill multiple roles without a clear goal. This includes creating a timeline and sticking to it.

Avoid the common pitfall of endlessly interviewing for each role. Cut out any unnecessary steps, such as repeatedly asking a candidate to meet with different people within the company, especially if it’s unclear whether their skills align with the role. Only ask essential staff to weigh in throughout the interview process, and save “nice but not required” meet-and-greet sessions for the onboarding process.

A lengthy hiring process is not only a poor use of time but can also damage the company’s reputation as an employer. Candidates often share their negative experiences with a company’s hiring process online. If the process is sloppy, it could hurt the chances of acquiring top talent.

Use Technology Wisely

Applicant tracking systems (ATS) sometimes get a bad reputation. One reason for this is that hiring managers often enter inconsistent parameters. As Paychex points out, the result is often that qualified candidates get filtered out in favor of those who know how to leverage AI to insert the right keywords.

However, a properly implemented ATS flow can help remove irrelevant resumes. This is especially important for a high-volume hiring strategy. In tight job markets, where more candidates are applying for positions than ever before, it’s easy to miss the good candidates because of the sheer volume of applications. Likewise, automating scheduling for the initial interview can help reduce lag time and speed up the candidate selection process.

However, don’t leave people in the dark. Use the ATS flow’s automation to provide feedback at every step of the process. Confirm that resumes were received, and include a prompt that notifies candidates if they didn’t proceed to the next step.

Don’t Overlook Referrals

Sometimes, the best candidates come from referrals. An engaged workforce probably knows people who are perfect for new roles.

In hiring frenzies, a referral source can be a smart choice over a cold-pitch applicant. More importantly, because these referrals come from already vetted sources, factors such as culture fit or understanding the role can be mitigated.

Humanize the Application Process

When hiring for volume, it’s easy to look at applicants as just resumes rather than remembering that there’s a real person behind every submission. Remember to humanize the process by providing clear communication and respecting people’s time.

This is where factors like avoiding needless follow-up interviews and asking for test screeners or sample work should be reviewed. Respect people’s time by only using these strategies with people on the short list.

Don’t Overlook Past Applicants

Sometimes people who previously applied for a role can make excellent candidates. Unless this is the hiring manager’s first time filling positions, they probably have a backlog of applicants.

The Society for Human Resource Management suggests that people who previously applied for other positions, especially those who continued through one or more interview rounds and were up for consideration, should be shortlisted. These individuals already have a strong understanding of the company. If they’re still in the market for a new opportunity, they may be primed to be the next recruit.

However, for this strategy to work, the previous hiring process needs to have been handled respectfully to maintain goodwill.

Make Sure the Employer Brand Has Value

Employer branding is all about selling the company to potential hires. It includes how the business is represented in all its outward-facing marketing materials and in places the company can’t control, like social media and job sites. Before the company launches a high-volume hiring campaign, a solid employer brand assessment should be conducted to ensure potential hires get a positive message about working for the company.

Though it’s currently a hirer’s market, this can change very quickly. In a hirer’s market, employers don’t have to work quite so hard to entice talent. More candidates are looking for new opportunities than are currently available. However, as The Center for Sales Strategy states, this doesn’t mean hiring managers can skimp on demonstrating how the firm differs from the competition and how it can benefit potential employees.

From a solid benefits package to opportunities for advancement, ensure the company looks strong. Remember, once that pendulum shifts back to a job seeker’s market, the firms that took the time to prove their worth will fare the best.

Note that how everyone treats candidates throughout the application process will also be a key factor here. Everyone interacting with a candidate represents the company and reflects on its value.

Review the Acquisition Process for Inefficiencies

While hiring can focus almost exclusively on screening and vetting candidates for a fit, don’t forget to thoroughly review how the hiring team is performing their duties. How long did it take to shift from posting a job opportunity to filling a role? The longer the timeline, the more likely it is that inefficiencies are plaguing the process.

Similarly, suppose a role receives a high number of applicants, but only a tiny percentage of those applicants can even get past the ATS. In that case, this is a sign that the system isn’t properly calibrated for the opportunity.

Finally, if a role is repeatedly reposted because previous hires exit prematurely or more candidates are needed, this is a sign that the job description isn’t clear. Or perhaps, there’s a disconnect between the hiring team’s criteria and what the actual managers need for that role.

Making High-Volume Hiring Work

High-volume hiring doesn’t have to be a mess plagued by inefficiencies, endlessly reposted job postings, and high turnover rates. However, avoiding those common pitfalls requires that key stakeholders take ownership of the process in a way that respects a candidate’s time and protects the brand’s reputation.