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How To Employ Technology For One-off Recruitment Campaigns And Meet Hiring Demand

Many organisations undertake planned and one-off recruitment campaigns each year. Employers launch their graduate, early careers or seasonal recruiting programmes and typically experience a high level of applicant interest. The time frame in which the candidate must apply is tight and once the deadline looms, dealing with a sudden increase, or just large numbers of applications needs to be handled effectively.

This is also the case for unplanned surges in recruitment or candidate activity. COVID-19 is an extreme situation that has affected all areas of people’s day to day life on a global scale. In an employment and recruiting sense, the pandemic has resulted in huge job losses, redundancies and economic fallout. As a consequence of this, unfortunately, there are large numbers of job seekers looking for their next role. For employers that are recruiting, they are beginning to suddenly experience a massive surge in job applicants.

Implementing the right technology into a recruiting strategy can help equip hiring teams with the right tools to deal with these ‘volume’ situations and ease the burden on hiring resources.

In times of high volume hiring large numbers of job applications make it difficult to carefully consider every single applicant. Employers might miss out on top talent because they simply don’t have enough time and resources to look at every CV/resume.

Possible causes for an increase in job applications

Click to apply

Applying for a job is easier than ever. Candidates have their CV at the ready and with a quick click of a button, their application is submitted. In the UK 66% of candidates would apply for their next role via their mobile device. The sheer convenience of doing so means that people can apply for jobs on the go, anywhere and at any time.

Vague adverts

Brief job adverts can also encourage a broader range of candidates to apply. It is vital the advert and job description are descriptive and specific to the needs of the position. Include relevant keywords and ensure the advert is positioned in the correct place to reach its target audience. (Examples, niche job board, careers page etc.)

Job losses

In today’s labour market job losses continue and some sectors face high unemployment. With COVID-19 being a significant contributor, this causes an overall increase in job applicants for different roles within industries that are currently experiencing an increase in demand. Examples include food retail, transport, pharmacies and care workers.

How to handle a sudden recruitment influx

One-off recruitment campaigns require solutions to provide effective assistance for those experiencing an increase in job demand. Recruiting methods can be applied to assist the needs of project-based requirements and ensure areas where help is needed, is dealt with fast and efficiently.

Areas can include:

Speedy screening

Candidate screening is one of the most time-intensive parts of hiring. On average it can take 23 hours of screening time to make a hiring decision. A manual process that involves careful consideration time. However, due to limited screening resources and time restraints, it can add pressure to rush to get to the decision-making stage and consequently sacrifice the quality of hire.

Adopting technology techniques can ease the screening process and help recruiters get to the decision-making stage faster. CV screening technology automatically filters job applications to determine matching candidates, dependent on hiring components such as skills, experience, job titles and education. To enable recruiters more free time to assess applicant fit and make the all-important decision – whether or not to advance them to the next stage.

Remote video interviewing

As more people are forced to work from home, remote interviews have become the new norm. To increase efficiencies in recruitment campaigns, hiring managers can implement video technology to conduct first-round interviews.

Prior to arranging an interview with a hiring manager, candidates can submit pre-recorded answers and employers can utilise video technology to analyse the interview responses at a time that suits them. This saves substantial time in organising and conducting several interviews – proving an effective interview screening method. A key recruitment campaign strategy, is vital for employers dealing with a potential one-off and high applicant volume.

Pipeline talent for future positions

Only a select few applicants will make it to the interview stage, on average, 2-3% of applicants will receive an interview. With competition so tight, employers can quickly accumulate a lot of ‘left-over’ talent that should be utilised against other open vacancies.

When facing an increase in irrelevant job applications, pipeline technology can help funnel talent to better matching opportunities. Therefore job seekers can still continue their candidate journey with their original chosen employer and also be considered for roles suited towards their skill set.


Automate parts of the recruitment campaign’s workflow that are repetitive and time-consuming. Help hiring teams become more productive and manage their potentially heavy workload. Automation will assist in daily recruiting tasks and enable the recruiter to focus on areas of work that are of high value such as strategic decision making and communication.

One Comment

  1. Automation in Recruitment – How To Enhance Current Hiring Practices | CiiVSOFT

    […] Whilst previously technology has been implemented to enhance the candidate experience and employers have invested largely in the company culture – a shift in market focus has meant priorities have changed. Whilst these aspects are still obviously important and are a key investment long-term, to meet urgent demand recruitment automated technology enables fast management of hiring volume. […]

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