{"id":19538,"date":"2019-07-31T07:00:59","date_gmt":"2019-07-31T07:00:59","guid":{"rendered":"https:\/\/www.digitalhrtech.com\/?p=19538"},"modified":"2023-10-31T15:48:12","modified_gmt":"2023-10-31T15:48:12","slug":"high-volume-recruiting","status":"publish","type":"post","link":"https:\/\/www.aihr.com\/blog\/high-volume-recruiting\/","title":{"rendered":"7 Ways to Improve Your High Volume Recruiting Strategy"},"content":{"rendered":"\n

High volume recruiting is always a challenge. You either need to hire a lot of great people in a short space of time, or you have a large number of applicants or both. As a benchmark, the average job advert receives <\/span>59 applicants<\/span><\/a>, whereas a high volume recruiting position receives over <\/span>250 applicants<\/span><\/a>. <\/span><\/p>\n\n\n\n

Attracting qualified candidates, looking at hundreds of resumes and making a ton of screening calls is extremely labor-intense and can make the whole process costly, time-consuming and can result in a negative experience for all involved. <\/span><\/p>\n\n\n\n

Luckily, there are ways to make your high volume recruiting strategy stress-free, efficient and effective. <\/span><\/p>\n\n\n\n

Here are our 7 suggestions: <\/span><\/p>\n\n\n\n

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  1. Employ programmatic job advertising (PJA)<\/a><\/li>\n\n\n\n
  2. Use the right candidate selection platform<\/a><\/li>\n\n\n\n
  3. Improve on the candidate engagement front<\/a><\/li>\n\n\n\n
  4. Keep quality of hire in mind<\/a><\/li>\n\n\n\n
  5. Track your time to hire<\/a><\/li>\n\n\n\n
  6. Watch out for hiring bias<\/a><\/li>\n\n\n\n
  7. Don’t forget to communicate your company culture<\/a><\/li>\n<\/ol>\n\n\n\n
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    <\/a>\r\n
    <\/div><\/div>\n\n\n

    1. Employ programmatic job advertising<\/a> (PJA)<\/b><\/h2>\n\n\n\n

    On average, companies need approximately <\/span>180 people<\/span><\/a> to visit their career site to make one hire.<\/span><\/p>\n\n\n\n

    So for high volume recruiting, you need to not only expand your reach in order to get a lot of eyes on your job advert, but you want to ensure that they\u2019re the right kind of eyes to guarantee you a high quality of candidates. <\/span><\/p>\n\n\n\n

    PJA can help you with all of that AND get your job offer to appear at places where you maybe wouldn\u2019t think to advertise. Because let\u2019s face it, not all job seekers hang out in the same place, i.e. the main job boards.<\/span><\/p>\n\n\n\n

    Check out programmatic job advertising providers like <\/span>OnRecruit<\/span><\/a>, <\/span>Appcast<\/span><\/a> or <\/span>Joveo<\/span><\/a> to see how they can help you attract the best talent.<\/span><\/p>\n\n\n

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    \"Joveo<\/a><\/figure>\n<\/div>\n\n\n

    A programmatic job advertising platform
    can help you find the most relevant talent in the shortest time.<\/em><\/p>\n\n\n\n

    2. Use the right candidate selection platform <\/b><\/h2>\n\n\n\n

    The right candidate selection platform is essential for high volume recruiting as it allows you to automate parts of the selection process and shortlist candidates<\/a> in a short amount of time.\u00a0<\/span><\/p>\n\n\n\n

    Pre-employment assessment software helps match candidates with the right skills and characteristics to your roles. Simultaneously, recruiters save a lot of time that they can spend on building and nurturing relationships with candidates instead.<\/span><\/p>\n\n\n\n

    Here are a few things to look out for in a high volume candidate selection platform: <\/span><\/p>\n\n\n\n