Bulk Hiring Guide: The Only Guide You Need to Make it Work
Table of content-
- Introduction to bulk-hiring
- What is high volume recruitment (HVR)?
- Top 5 businesses that hired the most employees during COVID-19
- How to handle high-volume recruiting?
- 5 Proven high volume recruitment strategies
- Conclusion
Businesses typically need to recruit staff mainly due to economic inflation, emerging opportunities, and penetration to new markets or territories. Seasonality is also a factor, e.g., in hospitality, where demand for new staff can fluctuate wildly depending on the time of year. If you are hiring many people and all for the same position, doing volume recruitment can help you save a ton of money and time.
What is high volume recruitment (HVR)?
As the term suggests, high-volume recruitment (a.k.a. mass recruitment) refers to many individuals’ recruitment within a short time. There is no precise number to which you can cling. It’s not because you recruit 49 employees in February, and that’s a standard hiring process, and then you employ 51 people in October, and now it’s a vast hiring process.
Top 5 businesses that hired the most employees during COVID-19
Here is the list of businesses who hire the most workers as a result of COVID-19:
- Instacart employs 300,000 staff.
- Amazon employs 175,000 staff.
- Walmart hires 150,000 people.
- CVS Health hires 50,000 people.
- Dollar General hires 50,000 workers.
How to handle high-volume recruiting?
Technological advances have made the interaction between recruiters and candidates easier, cheaper, and more available. In reality, the public infrastructure makes it possible to recruit much staff within a minimal period.
Take precautions, incorporate the available recruiting methods and keep your ear on the pulse of the labor market. If you do this, you should be okay no matter what kind of recruiting problem you face.
5 Proven high volume recruitment strategies:
Based on how many people you plan to recruit, how much time you’ve been giving to do so, and the available talent pool, you’re going to want to use a combination of the above HVR techniques, not just one.
In general, all companies need to know how to increase their workforce if they want to expand. But even though you’re not on the lookout for mass hiring right now, hopefully, in the coming years, you’ll be able to hire a lot of extra employees. And you ought to be ready for that.
Automatization
Mass-hiring is a time-consuming process. How are we going to tackle that? We use technologies to simplify whatever aspect of the process we can do (that won’t lower the overall recruiting process’s efficiency).
For some time now, automated processes have played a significant role in making the high-volume recruiting process workable in a comparatively short amount of time. In reality, technology is so valuable that there is a strong probability that you’re already using it for recruitment.
Optimize candidate-facing content
When advertising high-volume recruiting positions, build your content wisely to draw as many potential applicants as you can within a defined timeline. You can start by optimizing your content: Next, make sure you mention job duties and job ad specifications as extensively as possible. Stop leaving space for loose interpretation; for high-volume recruit positions, time is precious — you don’t want to spend time attempting to clarify or re-explain facets of the work to hopeful applicants.
Keep your talent pool updated.
If high-volume recruiting is famous to your company, keep your talent pool packed to the brim with potentially useful applicants whenever you see them, and you’ll thank yourself later. They might also be applicants that you dismissed in the past because they did not follow all the standards at the time — but they could be a perfect match now. You may also use AI-powered solutions to source passive applicants and apply them to the potential (or current) talent pool.
The user-friendly job application process
Forty-two percent of career seekers rate long-term applications as the most challenging component of their work experience. The addition of 30 screener questions decreases applications by 50 percent and reduces applicants by almost 90 percent over 45.
Have a great onboarding program
What more comfortable way to prove to you that you care for your staff than to have a fantastic onboarding program in place. However, preparing, building, and implementing an army would not hurt, and so transitioning to any of these onboard resources would not stretch. Today, there are many market options, and they search for flexibility and suit with the product, specifications, and business.
There are, of course, possible downsides to mass recruitment. One of them is that recruiting many employees at once can hurt the culture of the organization. Because how do you realistically recruit hundreds, if not thousands, of employees in a short period and have little effect on the workforce’s community or productivity? You should prepare and implement your mass recruiting policy correctly if you are hoping to minimize this. If done correctly with the utilization of the right tools, volume recruitment can be the best bet for companies to save hiring costs and bring diversity to workplaces.
