High-volume hiring comes with its own set of challenges, especially when moving large numbers of candidates from application to hire. Companies often face three main roadblocks:
- Candidate Drop-Off:
How do you keep candidates engaged from initial interest through to hiring? - Candidate Quality:
How do you identify the best candidates from a large pool and make quick decisions? - Time Constraints:
How do you handle recruitment efficiently during peak hiring seasons?
SmartRecruiters offers solutions to these challenges, helping companies like JYSK, Frasers Group, McDonald’s, Skechers, and Aspen Skiing Company manage high volumes of candidates each year. Here’s how they address these issues effectively:
1. Pre-Screen Candidates Before Application
Pre-screening helps determine if candidates are suitable for the role before they apply. This step can include:
- Chatbot:
Asks candidates initial questions. If they don’t meet the requirements, they’re automatically rejected. If they do, they move to the next stage. - Knockout Questions:
Configured in the ATS to filter candidates based on their responses. - Pre-Hire Assessments:
Uses tests to evaluate if candidates have the necessary skills and aptitudes.
Example: SmartRecruiters ATS allows recruiters to set knockout questions, like whether a candidate can stand for 5-8 hours, to streamline the process.
2. Filter Candidates with AI Screening
After candidates apply, AI tools like SmartAssistant help by:
- Sorting Candidates:
Automatically identifies the best matches based on the job description. - Filtering:
Lets recruiters sort candidates by match score and review applications efficiently. - Scheduling:
Allows automatic scheduling of interviews or forwarding candidates to hiring managers.
Example: Recruiters use SmartAssistant to sort candidates by match score and invite the top candidates to interviews.
3. Enable Candidates to Self-Schedule Interviews
Candidates can choose from available interview slots through an integrated ATS. This system:
- Integrates with Teams/Google Workspace:
Sends a range of options to candidates. - Generates Personalized Messages:
Automatically creates emails or texts with scheduling options. - Streamlines Scheduling:
Candidates can confirm their interview times with ease.
Example: An email is sent to candidates with options, a scheduling screen is shown, and the candidate confirms the interview time.
4. Communicate with Candidates via Text
Effective mobile communication is crucial for high-volume hiring:
- Mobile Preference:
77% of candidate traffic comes from mobile devices. - SmartMessage:
Allows communication via WhatsApp and SMS from a single interface. - Compliance and Speed:
Ensures messages are compliant and speeds up the hiring process.
Example: Recruiters can choose between email, SMS, or WhatsApp to communicate with candidates, with the conversation history visible to the team.
5. Use a System That Enables Bulk Actions
Managing large volumes of candidates efficiently:
- Bulk Actions:
Move multiple candidates to the next stage at once. - Bulk Assessments:
Deliver assessments at scale as candidates progress. - Bulk Offers:
Create offer letters for multiple candidates simultaneously.
Example: Recruiters configure offer details for multiple candidates and generate offer letters in bulk.
6. Implement Structured Interviewing
Structured interviewing helps streamline the evaluation process:
- Standardized Questions:
Break down questions and criteria for consistent evaluations. - Comparative Ratings:
Compare candidates based on predefined skillsets and ratings. - External Assessments:
Incorporate test results for additional objectivity.
Example: Recruiters compare scores for an engineering intern position using predefined skillsets and assessment results.
7. Automate Onboarding
Efficient onboarding for large groups:
- Task Scheduling:
Provides a schedule of tasks and activities for new hires. - Document Collection:
Collects necessary paperwork, ID, and preferences. - Mobile Access:
New hires can track their progress on mobile devices.
Example: The SmartOnboard system lets new hires see their onboarding tasks and deadlines, accessible via mobile.
Conclusion
High-volume hiring requires a balance of automation and personalization. By leveraging SmartRecruiters, companies can streamline their processes, reduce candidate drop-off, and maintain high-quality hires. Efficient workflows and effective communication tools are key to managing large-scale recruitment with ease.
Want to learn more? Sign up for our webinar, “Removing the Roadblocks from High Volume Hiring,” and discover why Adam Reynolds, Head of Talent at Frasers Group, said, “With SmartRecruiters, we moved through hiring 20,000 people more fluidly at a higher pace, with fewer issues along the way.”