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Solution: Volume

10 Touch Points For High Volume Recruiting Processes

Resources: Guide

10 Touch Points For High Volume Recruiting to Leave a Good Impression.

Recent statistics show that 63% of employers predicted the volume of hiring would increase the following year. Did you feel that expected increase within your own organization? Obviously, high volume recruiting or hiring requires a different approach than the usual job opening, and if navigating the strategy seems a little overwhelming, don’t panic. This checklist will get you on track to efficiently hire a whole new team of professionals.

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Recruiting Enablement

Using Oleeo Technology.

Data Support

Most technology boasts some sort of recruiting and hiring data or analytics feature to inform strategies, but that doesn’t mean those hiring teams know what to look at to inform decision making.

You probably have a hiring strategy, so this step might seem like a redundancy. Do not skip this. This is more than a plan, this is a reference map.

The Definition of a Superstar

Hiring superstar candidates is possible, even at a high-volume. In order to make it reality, you have to start your strategy with a clear definition of what a superstar candidate looks like at your organization.

Efficient Screening Techniques

Your team will probably hold interviews, but that might not be enough to really narrow down your candidate pool. Depending on the position, screening should go beyond the basic resume check and in-person conversations.

An Established Team

When hiring for one or two openings, the basic recruiter and hiring manager team is a perfect route, however, high-volume recruiting is a bit more complicated. When building out your itinerary, decide how many people can feasibly interview, screen and train your candidates and be sure you have the team to support that.

Succession Planning

High-volume hiring usually takes a few weeks to a few months to accomplish, so the team you’ve established will probably experience unforeseen challenges. Whether those challenges are personal or professional, it’s important your organization has a plan for balancing the workload.When assigning responsibilities, be sure no one person handles more than their fair share and cross train screening techniques and training curriculum.

Campaign for Culture

Culture is important to candidates. Use your definition of a superstar hire and knowledge of your unique organization to create a campaign around your high-volume hiring needs.

A Plan for Re-Engagement

Not all candidates will make it to the offer stage, but that doesn’t mean they aren’t a fit or don’t have the potential to be in the future. Be sure to create a welcoming candidate culture for each applicant, even if they aren’t hired immediately. Nurturing so many relationships might seem overwhelming, but it doesn’t have to be.

Intelligent Automation

There’s a lot of moving parts to high-volume hiring and even with the best team, things can fall through the cracks. 65% of job seekers report never receiving correspondence from the company they applied to, which is horrible for the candidate experience and even worse your employer brand and reputation.

The Right Technology

Hiring teams need the right technology to perform screening and interviewing effectively. Each part of a high-volume hiring process needs multiple steps to be done correctly and efficiency depends on the right system. One that is out of date, prone bugs, loses data or doesn’t supply the right features to keep recruiters and hiring managers on track is simply costing time without producing reward. Meanwhile, there’s a good chance your candidate experience is suffering, too.

Read the volume recruiting checklist or talk to us today about how we can assist with your volume recruitment needs..

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

Volume Recruitment Brochure

Resources: Brochure

Deliver seamless volume recruitment with Oleeo.

Seamless volume recruitment relies on creating an experience that maintains employer value propositions in such a way that converts consumers into employees. Intelligent automation, attraction and engagement techniques mean that businesses running high-volume recruiting programmes can act rapidly. Talent can move from application to interview in just 35 minutes; from application to hire in 3 days; and from application to rehire in 5 minutes. Never before has there been a more pressing need to speed up high volume recruiting without sacrificing quality – the global coronavirus pandemic has seen numbers of applications soar to as high as nearly 1400%.

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Using Oleeo Technology.

Oleeo for High Volume Recruiting helps you scale the workforce faster than ever before. Whether it’s seasonal hiring or global expansion, our intelligent automation will have you hiring quality talent in minutes, not weeks.

These can be measured using reporting and analytics functions to help inform hiring strategies. Analysis, filtering, automated decisions and recommendations are very powerful tools, providing transparency and driving efficiency throughout the recruitment process. This is made possible through fast-acting recruiting software that will screen, assess, track background check progress, reference scheduling and more magnifying rich and engaging candidate experiences. To find areas within your high volume recruiting process that can be simplified evaluate the following metrics:

Turnover/Attrition Rate

Voluntary vs. Involuntary Turnover/Attrition

Expected Activity/Production Frequency

Expected Time-to-Proficiency

How many hires are needed to maintain production

With all the back-end screening and analysis taken care of, talent acquisition teams have more time to focus on personalised outreach to give the best candidates a deeper insight into what the inside of your company looks like. Using a smart recruitment software made for high volume recruiting can also help you hit touch points with all candidates, whether they’re qualified or not.

Let candidates know on your career site, candidate communications centre or through personalised follow-up emails or SMS how your volume recruitment process runs. Tell them what they can expect and how to be successful in your hiring process. Use intelligence to ensure relevant content is shown to the right person at the right time, to help increase adoption and give the candidate a useful heads up. Sure, not every candidate will read all that, but the ones who do are ready to become star players on your team!

A system with bulk processing

The will enable you to send emails to large volumes of candidates with one click. Keeping the candidate experience top of mind can make routine communications something where your employer brand shines through rather than a bland standard response.Watch this video to learn why now is the time to streamline smarter recruiting workflows and spot the best candidates quickly. Win back time and deliver more efficient hiring processes. Help recruiters stay focused on high value activities with tailored candidate shortlists and instant visibility into the source of their best hires.

Click the buttons below to read the volume recruitment brochure or talk to us today about how we can assist with your volume recruitment needs.

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

High Volume Recruiting System Buyers Guide

Resources: Guide

High Volume Recruiting System Buyers Guide.

The high-volume functions within your organization can be one of the most difficult to recruit in.  Industries like healthcare, hospitality and retail can get hit hard with high turnover rates and a  surplus of entry-level workers. Recruiting for a customer support center and other customer  service functions can be a mess with canceled interviews and unprepared candidates running  rampant!  Therefore, having the right recruiting software on your side is non-negotiable… and with  thousands of platforms out there all touting to be the best, the buying process can get quite  muddy with so many solutions to choose from.  This guide provides a clear overview of the challenges high-volume recruiters face, the solutions  made available through recruiting technology and the key recruiting software features each  organization should consider before selecting the right system for them.

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Using Oleeo Technology.

The entire high-volume recruiting process can be streamlined. Before you evaluate potential recruiting software, ask yourself how can talent acquisition software best serve us? – Are you struggling just to get candidates in the door? Then a robust applicant tracking system focused on sourcing and job post distribution is your best bet. If a lack of candidates isn’t your problem, but managing the influx of them is, then look for an ATS that provides scheduling and internal management for interviewing and screening functions.

How important is compliance?

High-volume recruiting tends to happen in industries that also require tight compliance, like healthcare.How many hires do you need to make and how? Hiring 100 people for 100 different roles is different than hiring 100 people for 1 role. Map out your exact hiring needs in terms of roles/vacancies and the amount of people needed. Some high-volume recruiting solutions may tout they can hire multiple people at once, but might not have the capabilities you truly need say you were to hire 100 people for one specific role.

Next, what is your price point?

Applicant tracking systems are available at all price points. Don’t be fooled by a large price tag and assume everything you need will be covered and vice-versa. Key Features  With thousands of applicant tracking systems on the market, it’s important to know exactly what  your team needs to be most effective. Some applicant tracking systems may be more job-board  centric while others are focused more around streamlining the hiring process. Ideally, it’s best to  find a system that covers all of the solutions you need.  However, first and foremost, you want to make sure the final system is the most robust and  configurable in the areas you need most. At most, understand that many ATSs can handle  volume, but finding the right system to align with your needs and price point is crucial.

Too complex of a system is detrimental to the entire process.

Not every person on your  team and every job applicant has the same level of tech-savviness and it doesn’t make  them unfit or unintelligent. Systems work differently for people depending on how they  process information. An ATS that isn’t easy to navigate will result in wasted time for  everyone, and when people can’t work with the system and the system doesn’t work with  them… they build a mental blockage towards the system.

Click the buttons below to read the volume recruitment buyers guide or talk to us today about how we can assist.

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

Transforming Well Pharmacy recruitment

Case Study

Helping Well Pharmacy recruitment be seamless.

Challenge: Formerly the Co-operative Pharmacy, Well were acquired by Bestway from the Co-operative Group in October 2014, in a deal worth £620 million. Once completed, as of October 2015, the Co-operative pharmacy brand was officially retired and all 794 Co-operative pharmacies relaunched as ‘Well’. It wanted to change its recruitment processes post-acquisition. It is the third largest pharmacy chain in the UK.

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Industry

Pharmaceuticals

Main challenge

To streamline the recruitment process and provide a better experience for candidates and recruiters

Key benefit

Significant reductions in time to hire

Formerly the Co-operative Pharmacy, Well was acquired by Bestway from the Cooperative Group in October 2014, in a deal worth £620 million. Once completed, as of October 2015, the Co-operative pharmacy brand was officially retired and all 794 Co-operative pharmacies relaunched as ‘Well’.

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customers served by Well every week
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staff members

Challenge

 

Historically, Well worked under a shared services centre as part of the Co-operative Group with a legacy ATS, which Bestway/Well considered was not fit for purpose. It offered a poor candidate experience, poor hiring manager experience and lots of manual workarounds. The company wanted something better to be reactive not proactive, so that the hires it made were managed less like an agency service and managers were more accountable to fill vacancies – leading to a quantity over quality approach.

“With Oleeo, we now have a more blended approach to attraction, utilising varied job boards, social media, CV databases & proactive attraction campaigns. We also utilise talent banking, so that we are always building our own database. The team we work with at Oleeo really understand our needs and help to enable our team to make the most of the product’s potential..”

Ben Turner, Head of Learning,
Talent & Resourcing, Well

Well Pharmacy needed a brand new system that would…

  • Provide a positive experience for hiring managers and candidates
  • Reduce time spent on administrative tasks
  • To attract high quality candidates

Why Oleeo and what was the implementation like?

Oleeo deployed Intuitive Talent Acquisition to help the Well recruitment team handle the hundreds of thousands of applications it receives across the whole organization. The system, with technology from Oleeo partners integrated within it, affords the organization more consistency in the recruitment process and better candidate selection in a simple two-step process that takes applicants all the way from application to on-boarding

“With Oleeo, we now have a more blended approach to attraction, utilising varied job boards, social media, CV databases & proactive attraction campaigns. We also utilise talent banking, so that we are always building our own database. The team we work with at Oleeo really understand our needs and help to enable our team to make the most of the product’s potential..”

Ben Turner, Head of Learning,
Talent & Resourcing, Well

Results

Key results identified by Well Pharmacy:

  • Positive candidate feedback
  • Significant reductions in time-to-hire
  • Resourcing as a centre of excellence within HR, partnering the business and creating an effective framework that enables hiring managers to recruit great candidates
  • Upskilled managers
  • Eliminated manual-screening
  • Better candidate attraction
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customers served by Well every week

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staff members

The Future

By maintaining ownership and control of the recruitment processes themselves, the force can build a more manageable and accessible talent pool, which gives a critical competitive edge in the continuous search for new talent for our organization. 

Powerful data driven recruitment

Oleeo has 25 years experience of delivering award-winning recruiting solutions across multiple industries.

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Marks & Spencer recruitment in 3 days with Oleeo

CASE STUDY

Helping Marks & Spencer Transform the Recruitment Experience.

Marks & Spencer recruitment needed an application system that could handle the high volumes of applications to roles across the UK to help it be able to offer exceptional customer service to the 33 million plus customers that come through its doors and over 6.1 million people that log-on to its website every single week. Typically customer assistant vacancies alone were creating between 35 and 40,000 vacancies per year largely during the seasonal peaks of Easter, summer and Christmas. In total, the store was receiving at least 200,000 applications for this single role across the UK.

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Finance talent acquisition

Industry

Retail

Main challenges

High volume recruitment

Key benefit

Reduced time to hire

M&S is one of the UK’s leading retailers, with 1,382 stores worldwide

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staff members
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applications per week

M&S needed an application system that could handle the high volumes of applications to roles across the UK to help it be able to offer exceptional customer service to the 33 million plus customers that come through its doors and over 6.1 million people that log-on to its website every single week.

“Oleeo offers us a very lean and efficient twotouch process to volume recruitment. We can limit the number of applications from applicants to just one to avoid duplication and store conflicts compliant to business rules. That gives us a typical time to hire of three days at best, variable across the country.”

Andrew Paterson, M&S Recruitment team

Marks & Spencer needed a brand new system that would…

  • Handle the high volumes of applications to roles across the UK
  • Offer exceptional customer service

Why Oleeo and what was the implementation like?

Oleeo’s ATS Software helps the M&S recruitment team and shared services team handle the hundreds of thousands of applications it receives across the whole organisation. The system, with technology from Oleeo partners integrated within it, affords the organisation more consistency in the recruitment process and better candidate selection in a simple two-step process that takes applicants all the way from application to on-boarding. The Recruitment Technology that Oleeo’s Intuitive Talent Acquisition Platform consists of allows M&S to manage the entire recruitment process and significantly reduce the time to hire without jeopardising quality. It allows an organisation to post one vacancy instead of 50 for a single post using bulk processing.

The scoring system offers us responds to thousands of data points in our application processes to identify the strongest predictors of success. It means that we are able to improve the quality of candidates going through to assessment centres by between 5 and 16%.

“Oleeo offers us a very lean and efficient twotouch process to volume recruitment. We can limit the number of applications from applicants to just one to avoid duplication and store conflicts compliant to business rules. That gives us a typical time to hire of three days at best, variable across the country.”

Andrew Paterson, M&S Recruitment team

Results

  • Store conflict application controls- M&S can now ensure candidates only make 1 application per role avoiding store conflict
  • Duplicate checking- Duplicate checking occurs at the application stage using business rules.
  • 1 hour turnaround- At its fastest, applicants can be contacted within 1 hour from application to booking an interview.
  • Significantly faster time to hire- Time to hire typically now significantly faster to as little as 3 days
  • Increased conversions- Greater conversion through robust testing and application flow.
  • Uninterrupted application flow- There is no break in application flow.
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Recruitment time savings

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Improvement in candidate quality

The Future

This is just the start for us. We will continue to evolve Oleeo’s algorithms to make them more robust. We are now beginning to add post-hire performance data into the system. This will help us to ensure continuous improvement in data-driven recruitment selection and also employee retention.

Powerful data driven recruitment

Used by 70% of the UK police to reduce admin, improve the candidate experience and reduce time to hire

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