In the post-pandemic talent acquisition landscape and economy, when employers need volume hiring, they not only need to hire a lot of employees, they need to hire them fast. But no one can afford to settle for substandard candidates. That means improving efficiency in volume hiring without sacrificing the quality of hire.

In the search for qualified talent, employers are competing with other businesses in the exact same hiring conditions. This leads many to take shortcuts in hiring that lead to lower-quality candidate pools and affect their recruiting process and strategies. To be truly competitive and improve your quality of hire, don’t compromise on quality.

Take steps to ensure your volume hiring results in a speedy hiring process and quality hires when you need them with the help of technology.

Speed Up Your Hiring Process

A fast hiring process benefits employers in a number of economical and profitable ways. Speedy hiring safeguards business growth and profitability. It reduces hiring costs with shorter vacancies and fewer lost candidates.

Recruiting expert Dr. John Sullivan says speedy hiring improves quality of hire and offer acceptance rates while strengthening employer brand. Sullivan says it also pleases managers and business leaders because it safeguards productivity and profitability with shorter vacancies. Speeding up the hiring process, especially for volume hiring, means more than working faster or adding more recruiting manpower–technology helps reduce hiring roadblocks all along the recruiting process.

Applicant Tracking Software for Bulk Hiring

Maybe your business isn’t a Fortune 500 company, but you should know that almost 100 percent of Fortune 500 companies use applicant tracking systems (ATS). This isn’t an accident. It’s a strategic tactic for improving efficiency and speed of hire in the recruiting process. Unless you settle for second and third-rate candidates, you need a competitive edge to vie for the candidates that the Fortune 500 companies are getting to faster than those who aren’t using ATS.

Your human resources and hiring teams will better handle applications faster using an ATS and move to contact and hire top talent quickly. With applicant tracking software, your recruiters and hiring managers can automate recruiting processes such as emails and candidate assignments, improving recruitment flexibility and reducing human error and delays in the process. It enables tracking candidates through each stage of the recruitment process and ensures a continuous real-time status of candidates accessible to all members of the recruitment team.

Messaging Technology for Consistent and Engaging Communications

Business savvy experts like Bill Gates know the importance of employer branding in recruitment and talent acquisition. Gates cautions “The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.” Consistent and engaging candidate messaging is faster and easier with recruiting tech like AI chatbots, text messaging recruiting, and automatic email replies.

Messaging technology allows employers to be consistent in recruiting messaging aligned with their companies’ employer brands. Job descriptions, job postings, and company career page information can all be aligned with candidate emails, texts, and interviews easily and consistently with technology. It also enables candidates to more quickly determine if the job is the right fit for them.

Candidates like to be in communication promptly with the companies they apply to as it builds trust and satisfaction with the employer.

Tech to Boost Team Collaboration

Sourcing quality candidates quickly is easier and more efficient when there’s a team effort rather than individuals working solo. The more collaboration, the better informed your decision-makers can be, and the more quickly your recruiting team can move on the best new talent. Recruitment management systems and mobile recruiting tools allow teams fast access in real-time to eliminate delays and overlap.

The recruiting team can get on the same page from the first steps in developing candidate personas, job descriptions, and job postings. Recruiting tools that enable team collaboration include those that have candidate ranking, recruitment team calendars, and feedback and assessments accessible to the team. Recruitment management systems bring collaboration to diverse teams for faster, more efficient hiring.

Tech to Vet Candidates Pre-Employment

One-quarter of organizations don’t perform pre-employment background checks. This puts them at risk of hiring unproductive individuals, unskilled candidates, or problem employees. That makes pre-employment testing and background-checking software a vital part of any employer’s plans to speed up volume hiring while safeguarding quality.  

A pre-employment background check verifies qualifications such as education, certification, and licenses. It reveals work experience, references, and criminal and credit history. It enables the employer to avoid bad hires and verify good hires for the best decision-making during the recruiting process. Background check software can also review candidates' social media to review problem areas in candidates’ behavior and public communications.

Work Smarter for Speedy Volume Hiring

Sourcing the best quality candidates quickly when you need volume hiring isn’t easy, but it is easier when you work smarter with recruitment technology. When you use the right recruitment tech to align your recruiting teams and more easily assess candidates, you improve your hiring processes and ensure the quality of your hires.

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