High-Volume Hiring: Hire Scarce Candidates Before Your Competitors

Female retail worker at the till serving a male customer

The economy is reviving faster than the workforce is returning, which means businesses are now competing for all types of workers. Exacerbating the staff shortages is a growing realization that workers’ priorities have changed.

The pandemic gave laid-off staff the opportunity to re-evaluate their careers. Many returned to school to upgrade their skills, started new businesses, or decided to take less exposed positions. High-volume hiring strategies have become necessary to address this crisis, which is especially acute for employers needing large numbers of workers.

If you’re struggling with staff shortages, low-touch hiring may be the key to filling your vacancies. Below are three high-volume recruiting strategies you should be using.

Use a Recruiting Enablement Platform

With time-to-fill as low as one day, employers like Marks & Spencer fill 10,000 retail, warehousing, and delivery roles before competitors even interview candidates, by using a high-volume recruiting system.

This software automatically directs reliable, customer-centric, and team-oriented candidates to matching roles with insufficient applicants. It also selects and schedules an interview with them within 35 minutes, ensuring you have the pick of best hires before your competitors.

A good recruiting enablement platform uses automation and real-time data processing to reduce your hiring staff workload while quickly sourcing, processing, and hiring quality talent. Recruiting professionals can efficiently:

  • Engage diverse talent pools
  • Tailor employee value propositions
  • Improve decision-making
  • Mitigate bias
  • Reduce administrative burden
  • Scale regardless of strategy, complexity, or volume

With job seekers’ new emphasis on benefits, you need to quickly inform applicants about what it’s like to work at your company. Candidates are interested in learning about company culture, vacation time, work-from-home opportunities, health care plans, and opportunities for education and advancement.

Millennials, who will soon make up 75% of the workforce, are also increasingly interested in inclusion: Will they have an opportunity to express their opinion? Are they able to influence workplace decisions?

When the information candidates are looking for is available on their phone, tablet, or computer, they feel better about applying for roles. The application process itself needs to be quick and easy without long forms. One-click is what applicants like. Some recruiting enablement platforms allow you to set this up to run automatically, reducing the number of human touches needed to hire candidates.

Low-Touch Hiring — Automation Reduces Personal Contact

Low-touch hiring reduces your HR staff’s workload by automating most hiring procedures. High-volume recruiters utilize intelligent automation and bulk processing to speed up processes such as:

  • Job posting
  • Interview selection and scheduling
  • Candidate communications
  • Offer presentations
  • Pre-boarding tasks

However, for this high-volume recruitment strategy to be successful, the screening process must be data-driven and automatic, selected candidates must be able to choose interview times themselves, and messaging must be personalized, timely, and relevant.

In addition, candidates should know where they are in the hiring process. Whether they’ve moved on to the next phase, or your organization has rejected their application, it’s important to share this information with them. A simple automated response can help reduce the number of emails your staff receives from candidates eager to hear if they got the job.

When you automate these tasks and more, you’re able to utilize your HR staff’s valuable time for interviews and activities that need a human touch.

Just-in-Time Hiring

With just-in-time hiring, you can achieve faster recruitment, get more qualified candidates, and reduce costs. Just-in-time hiring means you bring on board the right staff at the right time without maintaining a bench of candidates that quickly grow stale. Just-in time-hiring is ideal when you have too much work for your permanent staff but don’t want freelancers. This way you can rapidly hire the temporary staff you need.

Using a recruiting enablement platform, quickly input the candidate qualifications you need. The software then searches databases, social media, resumes, and recommendations to promptly discover the best candidates and then messages them.

Candidates enjoy a fast, personalized experience they can use on any device, as well as the ability to track their progress with an applicant tracking system (ATS). Automating the hiring process benefits both job seekers and professional talent recruiters.

Hire Workers Before Your Competitors

Post-pandemic hiring conditions and increased competition for scarce workers demand the use of an ATS for any organization needing talent quickly. Recruiting technology using AI and bulk processing removes unnecessary hoops applicants typically have to jump through.

By using a high-volume recruiting system, candidates can be scheduled for interviews in under 35 minutes and hired in three days. In addition, previous employees can be rehired in less than five minutes.

Intelligent recruiting automation makes high-volume hiring faster and easier while reducing workloads. Any industry can benefit from employing high-volume recruiting strategies. To learn more about how you can fill open positions with top talent, schedule a demo with Oleeo today.

Related Content

Meet the leaders with the Oleeo advantage

Our resources library includes a selection of customer stories where Oleeo has helped to transform talent acquisition.


Tell me everything!

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!