High-Volume Hiring: Securing Top Candidates Before Your Competitors

The pandemic shook up the way we work by changing what candidates deemed important in their job.

Since COVID, candidates are now looking for purpose and flexibility, and if they can’t get it from their employer, they’re leaving.

Data shows that in the three months to March 2022, there were almost 1.3 million job vacancies in the UK and 11.55 million job openings in the United States. 

What does this mean for your company? 

It means companies have to compete for the best candidates aggressively. No longer can you write a sub-par job ad, disseminate it across social and hope for the best. Instead, you need to employ better tactics, smarter tactics. 

Read on for actionable strategies in High Volume Hiring to help you reach top-tier Talent. 

Make your ads a cut above the rest

Firstly, you want to use language that your candidates are familiar with, and secondly, you need to meet their expectations. You want to capture their attention immediately, gently persuading them to click on your ad to learn more. And the key to that is learning what makes your company different from the rest and making it known.

How do you meet their ad expectations? Only 22% of companies share the job salary in the advert, but it’s one of the first things the candidate is searching for. How can the candidate decide whether the position will suit their career level without sharing this information? 

A fool proof way to understand what you should include in your job advertisements is by asking candidates themselves and trialling job ad variants.

Invest time in employer branding

Employer branding is something you should invest in all year round because you never know when you might need to find your next hire. You can’t expect candidates to understand what your company stands for if you’ve never publicized your employer values.

You need to craft an authentic, human and transparent reputation to build genuine connections with candidates. So that when the time comes, your brand, its employment values and reputation will precede you.

Remove unconscious bias with AI 

Unconscious bias is rife; we all do it. We make snap judgements about everyone we see, whether they’re good or bad — we make them. It’s part of being human. But unconscious bias has no place in recruitment. It can cloud your judgment, and you end up dismissing people on a whim rather than analyzing their qualifications and whether they’d be a good fit for your company.

AI Recruitment removes this unconscious bias by pre-screening candidates based on their CV and nothing more. At Oleeo, the AI built-in will counteract any biased decision-making, continually improving the algorithm over time. The software then helps score and identify the best candidates to help you catch hires before competitors.

Help candidates self-serve with chatbots

Chatbots can help automate manually intensive processes, saving both recruiter and candidate time. For example, use chatbots to automate the application form process — ask candidates questions about their experience and qualifications, storing them internally in your recruitment CRM. 

Help candidates get questions answered quickly; what employee benefits can they expect? What’s your hiring process? By answering these FAQs through AI, your chatbot helps candidates get important information quickly, without having to contact the recruiter directly, while still receiving a personalized, human experience with your brand. 

Respect everyone’s time with video interviews

We’re all very familiar with video conferencing software since COVID, and it’s changed the way we communicate in business, perhaps forever. Although it’s got its pros and cons, a video interview is superior when interviewing, particularly in first-round interviews. There’s no commute, no parking fees, and no rushing around for the candidate. They can just sit down in front of their computer and carry on with their day once finished. 

It’s the same for recruiters. Recruiters interview six people, on average, before they settle on the best fit. Imagine how booked out your diary would be if they all came into your office? So save yourself time and put your video conferencing software to good use. 

Hopefully, you’ve got a few ideas to help you transform your recruitment process. If you’re looking for more in-depth information, download our free e-guide: High volume recruiting strategies to secure the best talent — fast.