Générez 5x plus de candidats qualifiés
The volume recruitment is a challenge. You need to sift through hundreds of online applications and quickly narrow down the number of qualified candidates. By way of comparison, an average job offer attracts fewer than 50 candidates, while a high-volume job offer attracts more than 250 candidates.
Hiring managers who attract qualified candidates by scouring job sites, reviewing hundreds of resumes, and organizing screening calls are overwhelmed by the workload, costs, and time spent screening candidates. Regardless of the economic situation or the number of hires to be made, companies can optimize their recruitment processes by investing appropriately in key strategies.
We offer 6 tips for successful volume recruitments.
1. Maintain your high standards.
2. Define your candidate persona.
3. Refine your employer brand.
4. Engaging your existing talent pool.
5. Create a transparent application process.
6. Adopt programmatic recruitment.
Tip 1: Maintain your high standards
You don't need to sacrifice quality when you Recruit in volume. An optimized recruitment process, consisting of online assessments and in-depth interview questions, will allow you to identify the best suited candidates more quickly and eliminate the bad candidates from the pack. Forget the old questions that everyone dreads, like “Tell me about yourself” or “what is your biggest weakness.” Put down questions which will instead tell you about their character.
- What was your most significant achievement in your previous role and why?
- What would your former co-workers say about you?
- In five minutes, could you explain to me something that is complicated but that you know well?
The right online evaluations can guide you to the most suitable candidates for the job, and these available evaluations continue to improve.
After these assessments, the interview itself will allow you to keep an eye on transferable (often non-technical) skills. In most cases, you don't need to rule out a candidate because they don't have solid skills that could be taught on site. In other words, you don't have to worry about increased volume having a negative impact on your net hiring score.
Tip 2: Define your candidate persona
One of the keys to the volume recruitment strategy is a clearly defined image of the ideal candidate you are looking for. Attracting a large number of candidates is the overall goal, but it doesn't matter if you don't attract good candidates. This should be understood by everyone involved in the hiring process. Take the time to sit down with them and discuss the essentials, including years of experience, soft skills, technical skills, workplace, and characteristics that fit your culture. Incorporating these details into your job list will save you time right from the start.
The fact of having a Candidate persona allows you to implement an efficient process to review large quantities of applications, even as remote hiring becomes the new norm. This strategy ensures that only people who closely match this profile move on to the next step in your interview process. This way, your time and that of your candidates is not wasted, and your interview process can be targeted even if the entire process is virtual.
Tip 3: Refine your employer brand
Focusing on your employer brand can be your last priority when you need candidates quickly (and in large quantities). In fact, without a attractive employer brand, you'll have a hard time finding top-notch candidates regardless of how many people you plan to hire.
Nearly 50% of workers said they would not work for a company with a bad reputation.
It is therefore essential to highlight the values, mission and culture of your organization through a blog or well-maintained social networks, for example - and to give candidates a reason to join you. Social networks can also be used directly to recruit.
Look at your entire process from start to finish from the candidate's perspective. If they encounter two similar positions (same responsibilities, salary, and benefits) but a company praises its values, culture, and maybe even employee interviews, they will be more likely to apply for that company's open position.
Gather everything your team knows is true about company values, and interview employees, directly or anonymously, to get their perspective. What are the character traits needed to succeed in the organization? What do they notice about team members who “practice” company values? Make it clear in your job offers.
Tip 4: Engaging your existing talent pool
If your business is used to recruiting en masse, you probably have a database of former candidates in your CRM or ATS. These are candidates who were interested in the company but who, for one reason or another, did not fit the position for which they applied. Don't lose contact with them. It is essential to interview these candidates using newsletters, newsletters with job offers, and personal emails. After all, if they were turned down due to a lack of experience or a specific skill, they have probably been in the field to gain the necessary experience in the meantime.
CRMs can be an effective tool not only for recruiting at scale, but also for strengthening your employer brand and improving candidate conversion, while reducing your dependence on paid job sites.
Tip 5: Create a transparent application process
Your application process Does it scare off potential new hires? The average rate of completion of applications compared to those who start and abandon them is around 10% on desktops and 5% on smartphones. Think of all the abandoned applications that could have been those of your targeted candidates, repelled by a long and redundant process.
There is no need to request a resume and then require the candidate to manually enter all their skills and professional experience. Qualified candidates have already seen this and will quickly realize that this process is not worth their time and that it makes your business look outdated and disorganized.
Make your process transparent for all parties:
- Adapt your recruitment process to mobile phones - Do mobile recruitment a priority for your HR division. At least 58% of Glassdoor users search for jobs on their phones.
- Eliminate unnecessary login screens. Do candidates really need to create a dedicated account to apply?
- Keep it short and to the point. For most positions, a CV, a cover letter and a link to a portfolio are sufficient for an initial selection. Additional information, such as references, may always be requested in the next step.
Tip 6: Adopt programmatic recruiting
By integrating the HR programmatic To your recruitment strategy On average, you will get 3x more qualified candidates than on job boards and job boards.
Programmatic recruitment will make it possible to broadcast your job opportunities in the form of targeted advertising to relevant candidates - active and passive - in the right place and at the right time on the web, where your target candidate browses every day.
👀 And Seeqle in all of this?
The solution of Seeqle AI-powered HR programmatics offers a summary of the best technologies in the HR and Programmatic fields, in a single solution.
The solution allows companies, training organizations, staffing platforms and agencies to effectively meet their candidate sourcing and visibility needs in an innovative way:
- Detection of good candidates across the web based on the largest HR targeting database (socio-demographic, behavioral and contextual criteria).
- Dissemination of opportunities in the form of attractive advertisements in the format Native ads the most pleasant and natural, in the right place and at the right time on the entire web, where your target navigates every day among millions of websites, mobile applications and social networks.
- Generating interest, receiving relevant candidates directly into your tool, regardless of your enrollment process.
Try our free analysis tool which will give you the size of your audience detected on the entire web as well as the number of candidates you will receive.
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