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Deliver gender de-biasing in recruitment with Oleeo

Deliver gender de-biasing in recruitment with Oleeo.

This video gives you more information on what the tool offers to help you ensure gender de-biasing in recruitment with Oleeo.

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Using Oleeo Technology.

Language is a key contributor to such bias – if you want to know more, this video shows how to eliminate it. There is much evidence published that shows that subtle but systematic wording differences can influence job appeal negatively and increase gender inequality. These differences also exist in candidate CVs or resumes, and perpetuate biases – either unconsciously through the human recruiter or through machine learning representations.

Eliminating gender bias needs to include technology that helps amplify blind recruitment. Oleeo has sought to deliver gender de-biasing in recruitment. We have done this by seeking to establish features that may differentiate a male candidate’s CV or resume from a female candidate’s resume. We have considered if there are lexical, syntactic and semantic differences in the text that distinguishes male and female CV or resumes and if these differences are then perpetuated or amplified in machine learning representations of the CV and resumes – this video explains it more.

Using Oleeo technology, recruiters can determine if disparate impact on the gender minority may occur in the hiring process due to statistical differences in the underlying male and female CVs or resumes, manifesting as redundant encodings of gender information in machine learning representations of CVs and resumes. This is why gender de-biasing in recruitment with Oleeo is paramount.

Oleeo analysis has demonstrated how small, but statistically significant patterns, such as resume length, readability and use of certain words can easily lead to gender identification and influence a recruiter looking to achieve gender balance subconsciously. 

Findings that influenced this product include:

Whilst the statistical differences for CVs or resumes between different job sectors are very apparent, the differences in a specific job sector between male and female CVs or resumes was more subtle but still statistically significant. For instance, the number of sentences, words and unique words used in a CV or resume have distinct differences across job sectors.

However, there is a gender difference in that 90% of the top-10 male discriminant words are proper nouns and nouns, whereas only 68% of the top-10 female discriminant words are proper nouns and nouns. This indicates that proper nouns usage plays a big role in differentiating male and female CVs or resumes, which is not surprising as it encompasses given names which have gender connotations.

Even with blind recruitment methods applied, the redundant encoding of gender in machine learning representations could still be an issue and appears to be amplified, which could lead to disparate impact on the gender minority.

An add-on module to Oleeo Recruit

Intelligent Writing helps recruiters create gender-neutral job postings/descriptions, attracting more female candidates. Leveraging artificial intelligence, Intelligent Writing identifies gender biased words and recommends gender-neutral alternatives. This datasheet gives you more information on what the tool offers to help you ensure gender de-biasing in recruitment with Oleeo. Click the buttons below to view this short video or talk to us today about how we can assist with your gender de-biasing in 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!

Find top candidates with AI-driven recruitment from Oleeo

Find top candidates with AI-driven recruitment from Oleeo.

The technology captured in this video helps recruiters make better informed decisions in a fraction of the time. At a time when the competition for talent is fierce, this helps you hire even faster.

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Using Oleeo Technology.

Intelligent selection is based on predictive scoring and prescriptive recommendations that measure skills, cultural fit, offer acceptance probability and probable retention. The AI-driven recruitment tool helps to prioritise candidates who should be advanced to interview or assessment stages, starting with your existing selection framework and then incorporating all of your selection tools & data.

Intelligent selection is based on predictive scoring and prescriptive recommendations that measure skills, cultural fit, offer acceptance probability and probable retention. The AI-driven recruitment tool helps to prioritise candidates who should be advanced to interview or assessment stages, starting with your existing selection framework and then incorporating all of your selection tools & data.

Intelligent selection is based on predictive scoring and prescriptive recommendations that measure skills, cultural fit, offer acceptance probability and probable retention. The AI-driven recruitment tool helps to prioritise candidates who should be advanced to interview or assessment stages, starting with your existing selection framework and then incorporating all of your selection tools & data.

Tailored algorithms elegantly handle high-volume automation and deliver at-a-glance qualified, quality candidate recommendations critical to recruiting success in large-scale hiring environments. Our algorithms will help companies to use AI-driven recruitment to shift from being reactive to proactive in balancing the need to accurately and quickly identify high-quality candidates while simultaneously ensuring compliance and diversity.

Hire the best before competitors by hiring faster without sacrificing quality

Reduce costs & enable recruiters to do what they love, engaging with and hiring great candidates

Improve hire quality, performance and retention

Fill hard to fill roles by widening talent pools (and ease recruiters’ pain when screening/sifting at high volume)

Incorporate all your existing selection tools & data to ensure transparency and fairness

At-a-glance summaries show all candidates using a five star quality recommendation to put forward to interview, screen or reject.

An add-on module to Oleeo Recruit, Intelligent Selection leverages artificial intelligence to automatically score candidates for interview selection and next steps, reducing bias in selection, pinpointing top candidates, and improving quality of hire, while accelerating recruiting processes. Using data points found in CV/resumes, application forms and online test scores, Intelligent Selection applies proven machine learning algorithms to identify the candidates most likely to be great hires, while avoiding bias.

Oleeo’s Intelligent Selection Algorithm

Oleeo’s Intelligent Selection algorithm looks at your available data (such as candidate achievements, education, past employment, and test results, as well as successful candidates’ performance in role and retention), and uses this data to understand how decisions are being made today about who to invite to interview. 

This video gives you more information on what the tool offers to help you benefit from AI-driven recruitment using Oleeo technology. Click the buttons below to read the datasheet 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!

Ensure gender de-biasing in recruitment with Oleeo

Resources: Datasheet

Ensure gender de-biasing in recruitment with Oleeo.

It’s no great secret that gender diversity and inclusion have never been more central to business as uncertainty dominates headlines and continues to make waves globally.

Language is a key contributor to such bias. There is much evidence published that shows that subtle but systematic wording differences can influence job appeal negatively and increase gender inequality. These differences also exist in candidate CVs or resumes, and perpetuate biases – either unconsciously through the human recruiter or through machine learning representations.

Eliminating gender bias needs to include technology that helps amplify blind recruitment. Oleeo has sought to deliver gender de-biasing in recruitment. We have done this by seeking to establish features that may differentiate a male candidate’s CV or resume from a female candidate’s resume. We have considered if there are lexical, syntactic and semantic differences in the text that distinguishes male and female CV or resumes and if these differences are then perpetuated or amplified in machine learning representations of the resumes.

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Intelligent writing

Using Oleeo Technology.

Using Oleeo technology, recruiters can determine if disparate impact on the gender minority may occur in the hiring process due to statistical differences in the underlying male and female CVs or resumes, manifesting as redundant encodings of gender information in machine learning representations of CVs and resumes. This is why gender de-biasing in recruitment with Oleeo is paramount.

Oleeo analysis has demonstrated how small, but statistically significant patterns, such as resume length, readability and use of certain words can easily lead to gender identification and influence a recruiter looking to achieve gender balance subconsciously. Findings that influenced this product include:

Whilst the statistical differences for CVs or resumes between different job sectors are very apparent, the differences in a specific job sector between male and female CVs or resumes was more subtle but still statistically significant. For instance, the number of sentences, words and unique words used in a CV or resume have distinct differences across job sectors.

However, there is a gender difference in that 90% of the top-10 male discriminant words are proper nouns and nouns, whereas only 68% of the top-10 female discriminant words are proper nouns and nouns. This indicates that proper nouns usage plays a big role in differentiating male and female CVs or resumes, which is not surprising as it encompasses given names which have gender connotations.

Intelligent Writing.

Even with blind recruitment methods applied, the redundant encoding of gender in machine learning representations could still be an issue and appears to be amplified, which could lead to disparate impact on the gender minority.

An add-on module to Oleeo Recruit, Intelligent Writing helps recruiters create gender-neutral job postings/descriptions, attracting more female candidates. Leveraging artificial intelligence, Intelligent Writing identifies gender biased words and recommends gender-neutral alternatives. This datasheet gives you more information on what the tool offers to help you ensure gender de-biasing in recruitment with Oleeo. Click the buttons below to read the datasheet or talk to us today about how we can assist with your gender de-biasing in 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!

Intelligent Job Posting

Oleeo intelligent Job Posting helps you ensure attraction ROI.

This short video gives you more information on what the tool offers to help you benefit from AI-driven intelligent job posting using Oleeo technology.

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Using Oleeo Technology.

Make your attraction approach more effective and efficient through optimised recruitment advertising and programmatic retargeting. Understand how your target talent are using different communication channels to help inform how you spend your recruitment marketing budget.

Oleeo Intelligent Job Posting includes all of this and much more:

Real-time analytics on job post performance

Understand how your job ads are performing with the most up-to-date data so you can make optimisations quickly and efficiently.Track job views, applicants, conversion rates, cost-per-applicant and more.

Detailed reporting

View job-level performance reporting for all your jobs, be it a paid-for post or a free online post. Identify the sources that produce the highest candidate volume and quality for different job types,

Full recruitment funnel metrics

As well as monitoring marketing efforts, recruiters can also gain access to important recruitment funnel metrics such as cost-per-quality-applicant and cost-per-hire using Oleeo technology.

Take control of your talent acquisition with:

Improved online candidate attraction: target your ideal candidates on a pay-per-click (PPC) or pay-per-application (PPA) model through an extensive network of partner websites

Real-time ROI control: control your recruitment marketing budget at the most granular level to get the best ROI.

Rule-based bid management: set rules to govern your job advertising budget to achieve the best results with automated adjustments to ensure your campaign is running at total efficiency,

Actionable reports and insights: utilise real-time data to make strategic decisions to maximise your campaign.

Help candidates enjoy the recruitment process and stay engaged:

Keep front of mind

Promote your targeted ad messages to active and passive candidates where they spend their time online – based on demographics, location, interests and skills.

Encourage application completions

Re-engage job seekers who may have expressed interest in your company but never actually applied by targeting them through social, search, display and communities.

Sell your employer value proposition

Help candidates feel aligned to your employer brand and help build advocacy and lower costs-per-hire.

Make life simple for managers outside of the resourcing team:

Hire best fit candidates

Feel confident that candidates have been nurtured and are qualified against your predefined requirements of the roles.

Broaden sourcing of candidates

Be able to run targeted advertising to promote your jobs to active and passive candidates on the websites and platforms they frequent on a regular basis in budget-friendly ways.

Increasing confidence that a candidate will be a good fit

The number one priority!

AI-driven intelligent job posting using Oleeo technology

This short video gives you more information on what the tool offers to help you benefit from AI-driven intelligent job posting using Oleeo technology. Click the buttons below to access the video 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!

Benefit from Virtual Recruitment Panels using Oleeo technology

Resources: Datasheet

Benefit from Virtual Recruitment Panels using Oleeo technology.

Applicant assessment needn’t be an arduous task – virtual recruitment panels can ease your candidate scoring burdens! Oleeo Intelligent Assessment Scoring is a module based on auto scoring of competency questions (including Civil Service Success Profile Behaviours) using the Oleeo Data Science platform. It supports your recruiters to assess applicant competency responses quickly and without bias. The tool harnesses machine learning algorithms to automatically score candidates’ responses to your competency questions using advanced text analysis to determine evidence of abilities, competencies, skills and experience.

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Using Oleeo Technology.

Reading and scoring competency answers in volume is a challenging and time-consuming task for recruiters. Unconscious bias and fatigue unfortunately affect recruiter scoring in bulk. This tool provides a ‘virtual screener panel member’ (virtual recruitment panels) service that supports your recruiters and tackles bias and fatigue. Users can use the tool to review bias-free scoring of competency question responses alongside individual sifter (or panel member) scores and adjust for any inconsistencies or bias.

Intelligent Assessment scoring is consistent, reliable and enables your recruiters to identify and expedite the most suitable applicants through to interview/shortlisting. This is a tool specifically for scoring free text competency answers and is currently configured to Government’s Success Profiles Behaviours framework. Oleeo can adapt this approach to any other competency-based framework if provided with historical data to help train the analytical model along with fixed lists of questions mapped to individual competencies.

Automated scoring of competency questions uses Natural Language Processing (NLP) and machine learning. This analyses text structure and content to determine the quality of response with reference to historical data from your past hiring decisions and is de-biased in the process. This tool is intended to support and not replace recruiters. It enables a more reliable and consistent approach to scoring competency questions.

The service scores free text answers based on how they match the competencies the question is looking to address and is performance assessed using inter-rater reliability techniques as well as de-biasing procedures. The tool has been tested to ensure consistency with the scoring approach designed by government statisticians.

Thrive in the new world of hiring.

Recruiters can use this tool when sifting applications and candidates’ competency answers individually or when sifting in bulk. Individually panel members can manually submit scores using a sift scoring form and can then click a button to compare their scores to the automated competency scores. When the automated intelligent score appears, recruiters can review and decide whether they wish to change their own score or not.

Recruiters can also use this service when sifting/ scoring in bulk from collated panel scoring. Panel scores are uploaded in bulk by the recruiter and alongside this automated competency scores are shown on a table layout (spreadsheet view) in the Oleeo Recruit ATS. This datasheet gives you more information on what the tool offers to help you benefit from virtual recruitment panels using

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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!

Make job interview scheduling seamless with Oleeo

Make job interview scheduling seamless with Oleeo.

From mobile self-scheduling and high volume itineraries to speeding up collaboration and feedback, Oleeo Interview Management simplifies the interview experience and gives everyone precious time back and make job interview scheduling seamless.

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Using Oleeo Technology.

Oleeo Interview Management simplifies the interview experience for candidates and interviewers alike. From mobile self-scheduling and high volume itineraries to speeding up collaboration and feedback, never has it been so easy to build structured plans for interviewing and ensure consistent hiring processes.

Simplify and accelerate the process when planning and-executing high-volume interview days. Allow different workflows and processes for different types of interviews. Instantly capture feedback through online forms, which can be imported into Excel, or sent into the system in an e-mail using a dedicated URL

Dashboards also display holistic views of all upcoming interviews a manager has, containing links to the application history of a candidate for fast and easy access. Oleeo makes job interview scheduling and management feel easier with a one stop manager (all interviews, schedules and calendars in one place) to coordinate the creation of all interview types on one system – including schedules, agendas, appointment management, confirmations and more.

Auto-assign business users to make sure the right people are aware when they need to participate at interviews with just a click of a button and gather feedback faster – simplify follow up and gather structured feedback from everyone on the interview stored in one place.

Oleeo lets you co-ordinate the entire interview process on the one system including schedules, agendas, appointment management, confirmations and more. Achieve up to 30% time savings. It also includes automated e-mail functionality – e-mails can be automatically triggered or manually tailored, including calendar invites, confirmations and requests for feedback.

All of this means you can ensure a consistent hiring process: one that runs across all candidates and can seamlessly follow rigorous interview kits for compliance purposes. Bulk actions can also be performed to handle high volumes: recruiters can also capture the status of a candidate’s interview attendance with a single click.

Candidates can self-schedule, reschedule and cancel interviews from any device from a central hub which is also a private page of their own that can only be accessed by logging in. This page hosts all of their registration history and empowers them to view information to help them learn more about the company. Having everything on one system means data is no longer held in different locations, and all information can be easily consolidated into one record so candidates don’t have to repeat themselves.

Super Days can also be organised in one go: when the preferred interview slot is confirmed, candidates can have plans delivered for whole day sessions including itinerary creation to allow them to prepare in advance.

Managing Interviews with Oleeo

With intelligent automation, configurable workflows and data-driven recommendations, Recruiting Enablement is poised to help recruiters and the organizations they serve achieve a recruiter experience that does what recruitment marketing has done for the candidate’s experience – make it more effective, more relevant and most importantly – more human again. Click the buttons below to access the video 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!

Learn more about Recruiting Enablement

Learn more about Recruiting Enablement - video.

Recruiters can address pressing talent acquisition challenges by seeking to adopt new tools and strategies that expand diverse talent pools, enable tailored employer value propositions, improve decision making, mitigate bias, and speed up the alignment of recruiting with the desired business outcomes regardless of strategy, complexity and volume.We call this Recruiting Enablement and this video explains more.

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Using Oleeo Technology.

This video explores how tailored Recruiting Enablement technology will alleviate these burdens. Done well, it can help recruiters design highly configurable workflows that allow for specific, more relevant content to highlight unique role value propositions told from a more inclusive perspective, thereby improving culture fit and driving success around performance indicators like retention, offer & acceptance ratios and culture fit. By automatically rooting out bias during every stage of the recruiting process — from debiasing job postings to attracting more diverse candidates to serving up more inclusive content to using intelligent selection to more fairly rank candidates on skills and competencies – Recruiting Enablement helps recruiters ensure every interaction, regardless of final hiring outcome, remains personal, inclusive and unbiased, protecting the employer brand. At the highest level, the Recruiting Enablement process is about empowering recruiters to make the best possible hires every day, as efficiently and effectively as possible

Talent Acquisition is once again at a crossroads and the most competitive businesses must adapt by adopting digitisation to enable recruiting teams to deliver on more diverse and inclusive recruiting strategies without risk of bias.  Recruiting Enablement is key as described in this video. The phrase was first conceived by Talent Attraction, Candidate Experience & Recruiter Enablement Leader Holland Dombeck McCue of Delta Airlines.

It’s no secret that recruiting is becoming more and more challenging. Technology must be more innovative, empowering recruiters to continually test and support diverse and inclusive strategies through multiple configurable workflows. We are putting that into place at Oleeo with a Recruiting Enablement platform that uses cutting-edge tools to ensure the alignment of recruiting with the desired business outcomes regardless of strategy, complexity or even volume. Such innovations are needed to help recruiters around some of their biggest challenges including talent shortages, rising competition, candidates casually applying for vacancies and shortlisting later and corporate pressures around diversity & inclusion levels.

Recruiting Enablement includes:

Designing, testing, and configuring workflows that support diverse and inclusive recruiting strategies – at scale

Automating processes to serve up relevant content to candidates and to fast track qualified candidates

Streamlining administrative tasks such as interview management and gathering hiring committee feedback to identify qualified candidates more quickly

Leveraging data throughout recruiting processes to make better, evidence-led decisions

Recruiting Enablement powered by Oleeo

With intelligent automation, configurable workflows and data-driven recommendations, Recruiting Enablement is poised to help recruiters and the organizations they serve achieve a recruiter experience that does what recruitment marketing has done for the candidate’s experience – make it more effective, ]more relevant and most importantly – more human again. Click the buttons below to access the video 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!

Master mobile recruiting events management

Master recruiting events management on the move with Oleeo.

Lengthy queues, mounting paper resumes/CVs and complex registration processes are familiar pain points for many recruiters when it comes to running a recruitment event. It’s not the best first impression for candidates trying to determine if your business is the right fit for them and can be a major resource drain.

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Using Oleeo Technology.

Oleeo alleviates this problem with its new Self Check-In Mode on the Event product – accessible on a mobile/tablet app and on web browsers. Customers can now use this new app to accelerate the registration time and empower candidates and business leaders to have more time to engage and form lasting impressions. The technology allows for digitised tickets for fast-track check-in or quick search-based candidate lists for pre-registered candidates. All of which enables recruiting events management on the move!

The ease of use of the interface and the ticket-based check-in system cuts the amount of time candidates spend waiting to access an event! Moreover, it makes for an all-round more effective event to find your company the best candidates. Using these fast methods, only unregistered candidates will need to fill in a complete registration form on the day.

The benefits of technology-enabled easy registration is limitless but can include:

  • More easily measurable & improved event ROI
  • Improved candidate experience / cut queues
  • More leads captured
  • Improved identification & engagement of great candidates
  • Improved ongoing candidate engagement & conversion
  • Having more time for all parties to capture feedback on events
  • Measured & improved Brand Ambassador ROI

This app from award-winning Intelligent Talent Acquisition suite providers Oleeo will help users to manage the complexity of recruiting events in the cloud affording you more time to engage top talent. From onsite to offsite functions: private, public or interview events. Use the app to provide increased automation in recruiting event management helping you accelerate hiring and have demonstrable ROI to prove it:

Monitor the number of attendees who have sent a RSVP to an event and monitor their attendance on the day.

Add comments against attendee profiles and use ‘like’ icons to quickly flag the most promising talent who should be nurtured with relevant recruitment marketing.

View candidate history and their stored Resume/CV at the click of a button to speed-up decision-making and sifting.

Have an at-a-glance view of where candidates are in your recruitment processes to plan where activities need to be sped up or slowed down.

At busy events with more than one assessment stage, quickly log an ‘accept’ or ‘reject’ decision that will feed directly into your ATS.

Categorise key candidate or event information in bulk, which can then be used for pipelining and reporting.

Master events with the Oleeo Recruiting App

Maximise business visibility of the ROI being delivered from your recruiting events to make evaluations faster and more efficient.

This app will only work for Oleeo customers and will require a login to sign in on first use. It operates in a secure environment in compliance with data protection guidelines ensuring candidate information is not accessible outside of authorised users. Click the buttons below to watch the video or talk to us today about how we can assist with your recruiting event management 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 Infographic

Resources: Infographic

Everything you need to know about volume recruitment.

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. This infographic tells you everything you need to know with lots of volume recruitment facts and stats to help build your business needs!

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’s Volume Recruitment Platform 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.

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.

These can be measured using reporting and analytics functions to help inform volume recruitment strategies. 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!

Keeping the candidate experience on top

Keeping the candidate experience top of mind can make routine communications something where your employer brand shines through rather than a bland standard response. Take a look at this infographic to learn why now is the time to streamline smarter recruiting workflows and spot the best candidates quickly. 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 access the infographic 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!

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!

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