High volume hiring is the practice in which hundreds or even thousands of job applications are received for each role. This can be multiplied depending on the number of job vacancies available. High volume hiring is often referred to as mass recruitment and happens because of multiple different reasons:
· Seasonal hiring – hiring during the festive period or summer months require extra employees particularly in the hospitality and retail sectors
· Annual intakes – such as graduate recruitment drives or yearly recruitment campaigns
· Rapid growth and company expansion – for example, businesses expanding into global markets
· Increase in brand popularity – due to incredible employer brand reputation, everybody wants to work there!
High volume hiring challenges:
1. Time inefficiencies
Time limitations are the greatest challenge in high volume hiring and recruitment. The greater the number of job applications the more time it requires to screen and review each applicant. For example, a hiring manager may receive over 250 resumes for one vacancy which can take hours to review.
2. Ensuring consistency
Due to time restraints caused by high volume hiring it’s almost impossible for humans to give every candidate the same fair consideration. Often the first batch of job applications will receive a much more thorough review than the last few CVs at the bottom of the pile. It’s also possible that some applicants are treated differently depending on the time and day recruiters review their resumes. There’s a big difference in consistency from a Monday morning applicant review in comparison to a 5 pm Friday afternoon screening.
3. Removing bias
Unconscious bias in recruitment and hiring is still a number one issue faced by many companies. This type of bias occurs under the radar and will go undetected by recruiters and hiring teams which can be detrimental to diversity and inclusion in the workplace. Without the proper steps in place to safeguard against bias, this problem is only intensified the more CVs and job interest companies receive.
4. Guaranteeing a positive candidate experience
As a result of high volume hiring the most common outcome is that many candidates are left behind or forgotten about. It becomes very difficult to reply to all job applications and in some cases interview attendees when the hiring journey ends. Whilst limited resources and time restraints may cause this, the implications of doing so majorly affect employer brand reputation. A negative candidate experience is damaging massively the employer perception and can affect future job applications from new and old candidates.
5. Managing candidates
Many hiring teams have large talent pools but do not always leverage their potential. With hundreds and even thousands of applications already in the talent pool, it can be overwhelming for recruiters to access and search for qualified talent. Because of this recruiters will favour sourcing brand new talent outside of their candidate pool for new roles. But this can be costly and means they aren’t maximising the potential from those who have already bought into the brand.