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5 Effective Staffing Agency Strategies for Overcoming Volume Hiring Challenges

Your organization may require undertaking a mass recruitment drive within a short time frame. This requirement can be due to your business’s rapid growth or expansion or your increased seasonal staffing requirements. For whatever reason, you need to fill in many positions at a given time; your recruiters will face an arduous time.

They have to perform a multitude of tasks related to your high-volume hiring needs. These include creating a vast number of job descriptions and posting them on various online job portals, social sites, and other platforms. Your recruiters may also review many resumes and applications of the candidates who have responded to your job advertisements. Moreover, they will sort, screen, and vet candidates for experience and qualifications. Plus, they will call the best-fit candidates for interviews, hold their interviews, and ultimately hire and onboard the successful ones.

Trying to perform all these tasks quickly and within tight deadlines may overwhelm, baffle, and stress your recruiters. They may also be unable to hire suitable candidates for every position. The reasons for this can be skipping some interview or assessment steps, biases in selection, lack of recruiting experience and expertise, etc. The wrong hires will cost your organization significant time and money, impacting your work and productivity.

A well-designed and technology-driven hiring strategy can help your organization overcome bulk recruitment-related challenges and maintain the hiring quality. Before telling you more about this strategy, we would first like to explain high-volume recruiting and its associated challenges. So read with attention. 

What is High-Volume Recruiting?

High-volume or mass hiring refers to a recruiting method where organizations must mandatorily hire a wide variety of candidates within a limited period. Their volume recruiters are always in a difficult situation. This is because they have to meet tight deadlines for filling multiple positions in a single day. So hiring becomes quite stressful and baffling at times for them.  

High-volume hiring is about more than bringing many new employees on board. This process needs a lot of planning and collaboration within the organization. Also, it requires stepwise and meticulous execution.

Volume recruiting is needed for companies going through a rapid growth phase. They need to scale their workforce to accommodate that growth. Bulk recruiting may also be required by companies who want to expand to new locations. The surge in client demand, the influx of new projects, or increased selling needs during the festive/holiday season can also trigger volume recruiting.

Before proceeding ahead to hire new people, a company needs to have a close look at its existing resources.

High-volume hiring is not restricted to any particular industry. IT and software, production and manufacturing, retail, hospitality, and government sectors are some industries where this hiring trend is visible.

High-Volume Hiring Challenges

A high-volume hiring process comes with its share of challenges. These include candidates not appearing in the interviews even after confirmation and cancellations. Unqualified candidates getting on board, candidates declining the offer of employment, and attrition are some other bulk-volume hiring-related challenges. Moreover, these challenges get amplified as a company hires more candidates. These challenges lead to a negative business impact. Below, we are now discussing a few core mass hiring-related challenges.

1. Job descriptions incompatible with business needs

The hiring team may have to deal with a massive number of targeted hires to meet the business goals. The sheer amount of work they need to complete fast and within tight deadlines can overwhelm them. This amount of work may lead to the creation and posting of poorly written job descriptions. In turn, this can accelerate the chances of wrong hires, which may eventually cost a business valuable time, effort, and money.

2. Inefficient resource usage

Many recruiters may require using a proper recruitment technology platform. If the technology is down or not functioning correctly, it may lead to massive delays, errors, and disruptions in processing thousands of candidate profiles. This insufficiency may negatively impact candidate experience and employer branding. 

3. Bulk application volumes

Bulk hiring can bring a vast pool of diverse talent and job applications. While dealing with them, the recruitment team may need help to use their time and effort in an efficient and balanced way. They may take days to perform the mere task of sorting and screening resumes and applications. So, the entire hiring process may get stretched up to months.     

4. Reduced hire quality

Hiring top-notch talent with volume hiring becomes a cumbersome process. As more and more candidates get hired, the quality of the talent gets diluted. This may lead to reduced hire quality and cause poor customer satisfaction with a higher attrition rate. 

5. Poor candidate experience

Recruiting thousands of candidates takes a lot of work. It involves conducting multiple candidate reviews, screenings, interviews, and onboarding. This may lead to poor or ineffective communication of recruiters with candidates and cause an increase in the turnaround time.

Moreover, this may become the leading cause of poor candidate engagement and declined branding opportunities. Also, it causes an overall delay in hiring.

A staffing agency can be of great help in managing and tackling these mass hiring-related challenges. Here are some ways it can help your organization get better at these challenges. 

5 Ways a Staffing Agency Can Help Resolve Your Volume Hiring Problems

1. Build an active mass hiring plan

A staffing agency collaborates with you in building a well-designed hiring plan for your organization, which enables it to move forward quickly and with determination. The agency’s analysts have extensive knowledge of various companies. They also understand the type of people and the number of job positions you require. Their team includes recruiting experts who understand the local job market well.

2. Expanded candidate sourcing network

Staffing agencies make use of multiple channels to reach potential candidates. Furthermore, they use various means to expand candidate sourcing, including programmatic ads and active social media profiles.

Moreover, staffing agencies leverage existing employees for referrals. They can access even hard-to-find talent through expansive networks. They can build these networks by spending years recruiting and building personal connections

3. Extensive technology use

Staffing agencies are well aware of the practical uses of tools and technologies. Therefore, they extensively use technology-aided software and tools for performing various hiring and recruitment-related tasks. These include remote proctoring solutions, social media, and the applicant tracking system. The agencies use AI-assisted software applications in the recruitment process. These enable them to write job descriptions, promote job postings, review candidate resumes, hold interviews, and extend job offers.

4. Fast screening process

Technology implementation provides staffing agencies with the easiest way to build a fast screening process for managing bulk hiring. Staffing agencies use AI-based short online assessments for spotting qualified candidates. 

5. Efficient interview approach

Overall, a staffing agency makes efforts to provide an exceptional candidate experience, even in the event of high-volume recruiting. The agency does not use a cattle call method for interviewing candidates. Rather, it develops and implements a structured interview process without hiring bias.


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