Category: Recruiting Tips

In the modern era, the hiring process has changed significantly. While there have been various positive elements that have improved the whole experience by leaps and bounds, there are many classical challenges in different forms that companies need to filter through.

High-volume hiring is one of them, which can be a problem for any listing below the executive tier. It’s a difficult process that can consume a lot of resources and take up significant time in certain cases, but it’s a pivotal step for companies to scale up. Considering how it’s a crucial element to expanding the brand and puts businesses in a good light, there’s no way around the high-volume hiring conundrum. ‘Here’s everything you need to know about high-volume hiring and how to ensure ‘it’s properly taken care of:

What Is High-Volume Hiring?

The process of hiring a large of people within a particular period is known as high-volume hiring. Imagine hundreds of people applying for either a single job role, which counts as high-volume hiring as well. As you can understand, with the larger pool of applicants, the process is a lot more challenging, requiring quality recruiters for the job. ‘They’ll use a wide variety of means, from their experience to various tools to get the job done.

It’s easier said than done when you consider you have to find applicants and assess them for the role, which involves interviewing them multiple times to negotiate and onboard them. ‘It’s a fairly difficult and stressful process overall.

How To Ensure Things Work Out Smoothly in High Volume Recruiting

Make The Most of Networking

The best human resources groups have a wide network of individuals available to them. In the past, it was much more challenging to find the right people, but various HR teams have a detailed database that they can use to find relevant resources. Not only do they consult this network for help, but the network can relay the signal to other people, which helps propagate the message about the listing to others.

But because of an influx of several applicants, you must write the write listing and job description to prevent unnecessary applications. The required experience variable also manages to limit the number of applicants.

Writing a Good Job Description

A major problem in the high-volume hiring aspect is the number of applications that ‘don’t fit the criteria, to begin with. A lot of it can be avoided by writing a better job description. List out all of the skills that you require from the candidate, and rather than create a large list of bullet points, only look for those skills that you need.

It’s no use if a candidate applies based on a skill that they’re great at but isn’t a major requirement to do a good job for you. Be clear and concise about all of the details while keeping your company’s vision in mind so that you have people onboard that possess the necessary experience, skills, and intention to help the company reach that benchmark in a reasonable manner.

Candidate Experience Matters

Unfortunately, the candidate experience is not a great concern for many companies. Regardless of whether you hire a person or not, they will have a thing or two to say about your experience with them. ‘They’ll also be potential customers in some capacity. In many cases, especially during an executive search, ‘you’ll be interviewing people who already have a lot more people looking to hire them.

Firstly, it’s a matter of setting a strong impression to ensure that the potential employee wants to join your company. Secondly, it’s about maintaining a brand reputation. With high-volume hiring, you might notice a drop in applications and people willing to fill up particular positions if word gets out that the hiring process is inadequate. Commonly, the hiring process can be a great indicator of the working experience as a whole.

Work With a Recruitment Team

When it comes to high-volume recruitment, your internal teams are more likely to be overwhelmed not just by the high count but the number of details. It’s a different ballpark at times, and it’s easy for mistakes to snowball and cause problems. In such cases, companies directly hand the task over to third-party resources.

It’s their bread and butter, and they are fully dedicated to the job with enough resources to easily manage things. They also have ample experience working with companies from various industries, which allows them a deeper understanding of the issues along with the success factors.

Conclusion

High-volume hiring is always a challenge, especially so if you have a team that doesn’t have enough experience in the sector. There isn’t much room for error, and it requires a lot of deliberation and careful thought to ensure that things get off on the right foot. Errors at any stage can lead to varying degrees of problems. Considering you want the right people for your organization that can help you fulfill your vision, you should work with executive recruiters and professionals with experience.

Whether you’re looking through hundreds of applicants for a single job post or looking to scale an entire company or department, they will help you get the job done.

Have a Recruitment Company Onboard

Want to expand your team and get a large number of employees? The preferred option for most businesses is to work with third-party businesses that have the experience and resources for a more efficient process. Whitham Group is an executive search and recruitment firm. The company helps businesses streamline their hiring process, having a team of dedicated solar energy and renewable energy recruiters as well. One of our major services is helping businesses find the best candidates in high-volume recruitment runs.

Head on over to Whitham Group’s website for more details. You can directly reach out to us for personalized queries.

Many companies struggle heavily with recruitment. Whether it’s a lack of applicants, being unable to find competent resources, or having short retention after finding an employee, there is a myriad of problems that companies face. All of these can be fixed with a better recruitment process in place to help companies out. It’s also fairly common to work with third-party resources like executive search firms to grow. Here’s all you need to know:

Work On Your Job Posts and Descriptions

One of the biggest mistakes companies make is writing a generic job description. In 2022, the average applicant is a lot smarter. They don’t just incline towards a higher salary only. A good job description is detailed yet concise, focusing on all those important markers that matter. Instead of creating an ocean of bullet points, figure out what kind of impact you want an individual to make and what their responsibilities are.

If you’re looking for a back-end developer, don’t mention that they should also be proficient in working with front-end technologies. You want to make the whole ordeal easier for your recruitment team, and writing up a clear job description is the first step to achieving that.

Plan It Out

Once you’ve got an open position, it’s necessary that you start considering all of the important details and have a necessary plan for that. Before the listing goes out, the salary should be discussed and approved beforehand. Even if you assign an executive search firm to take care of the hiring process for you, you will have to select a few people from the company to conduct or be involved in the final interview of the candidate.

Similarly, you’ll have to pick someone that will be involved in the onboarding process as well. While companies generally prefer picking one person for the task, it’s smart to have a  few backup candidates in mind in case the person in question leaves the company.

Figure Out What You Need

Whenever you’re looking for a new person to take a position in your company, your goal isn’t to just find someone that ticks boxes on a list of requirements. A business needs to assess itself in its current standing, plans, and needs. For example, instead of looking for someone that’s just a manager, look for an individual that has the kind of experience in the results you’re looking for.

Suppose your goal is to have someone with excellent managerial skills with experience in growing a team for scalability. You’d want to have your job description list that aspect so that you get candidates that have worked on similar ventures in the past. It’s far more effective than just looking for someone with specific skillsets alone.

Use Different Social Media Platforms

Social media platforms are being heavily leveraged by companies to connect with their customers. Businesses want to bridge the gap between their customers, so they use branded content to communicate with people. This has led to a flurry of informational content, and loyal followers look out for it regularly. At the same time, it’s also perfect for job listings.

The effectiveness of the platform can vary a lot. While LinkedIn will always be the go-to option, a majority of your potential candidates could be on other platforms too. Many businesses avail Facebook and even TikTok to spread the word about job listings. They’re effective tools that companies should be open to utilizing for their needs.

Improve the Onboarding Process

A major mistake that companies tend to make is investing all of their time in the process of talent acquisition, only to fumble in the onboarding process. If a new employee does not integrate into the environment properly and is not accommodated to have a smooth transition into your working setup, they’re highly likely to depart.

Companies often struggle with employee retention, and a major problem is a poor onboarding process. Even if they don’t outright leave, they might not be able to provide the kind of output that’s expected or what they’re capable of. Make sure that the new employee is given a proper orientation, with the right resources made available to them from day one with all their concerns addressed.

Be Patient with Executive Searches

The search process for an ordinary employee compared to an executive-level post is very different. Executives have to declare several months in advance that they’re leaving the company to provide the business with adequate cushion time to find other resources.

The truth is that the right resource can be hard to find. Generally, internal HR teams might not have a wide enough network to find the right person for the job. It’s very common for executive search firms to be onboard as they have a more powerful database to help companies find the right individual.

Conclusion

With the right approach, your recruitment process can go through a much-needed overhaul that has major benefits in the long run for the company. With atomic improvements across various steps in the pipeline, it can create a sense of stability and evident improvements in the long run. Not only will you be able to acquire more resources, but you will work with more reliable people that fit your criteria for better retention.

It’s always smart to work with third-party sources on such ventures as they have the necessary resources to help companies scale up and acquire the right personnel for their ranks.

Work With a Recruitment Company

Looking to improve the recruitment process for your company? Work with a business that has the relevant network and resources to make matters easy for you. Whitham Group is an executive search and recruitment firm. The company’s headquartered in the Bay Area and has a team of experienced, professional recruiters, including solar energy and renewable energy recruiters. The company specializes in helping find some of the top employees fit for your company.

That Will Save You Millions

You approach every aspect of your successful business with a thoughtful strategy in mind. Why should hiring be any different? Whitham Group is dedicated to tracking down the perfect exec for your team but we’re also dedicated to letting you in on the process. It’s important for us that you discover why our talent acquisition strategies work and how you can move forward in all your hires to create the lucrative long term team your company deserves and requires.

Here are just a few key components the Whitham recruitment experts put to work when identifying the best executive fit for organizations worldwide.

Combine Data & Marketing For Optimized Acquisitioning

The most important piece of data used for acquiring and recruiting executives is the detailed hiring patterns produced by recruitment metrics. Tracking recruitment metrics is essential to as it gives insight into what candidates respond to a variety of marketing strategies. Data can also help determine how long it would take to find, interview, hire, and onboard a candidate depending on the needs of the position.

Narrowing down your search criteria begins at the conception of the job post. How it’s marketed, where it (or if it’s shared publicly), and who has access to it is the first step to efficiently finding a candidate that fits your search description, aligns with your business goals, and fits effortlessly into your organization’s work culture.

Employer Branding

Once you’ve narrowed how to reach your target applicant it’s time to brand your organization as accurately and strategically as possible. 62% of desirable professional candidates across 26 countries ranked employer branding as their deciding factor.

The candidate you want will be in high demand and comparing your company to others. How will you attract the team you want? What does your employer branding say to those looking to commit to your vision? Cultivating an impressive employer brand will set your hiring opportunity apart and attract better talent and long-term employees.

Defining the Candidate Experience

Talent acquisition strategies include viewing the search and recruiting process from the candidate’s perspective. Often the most overlooked tactic, defining the candidate experience is an ideal way to attract elite candidates for executive positions. Your most valuable candidates are going to see the application, interview, and offer process as a direct reflection of what it would be like working for you. It’s meant to be as professional, accommodating, direct, and meaningful as possible.

Business-Goal Alignment

Executives and other critical organization members are leaving their roles more frequently than ever before. This alarming statistic has resulted in the need to take a progressive approach during the interview process. While skills, talents, and experience are still a major part of the process, ensuring that the candidate’s career goals align with your organizational goals helps improve the likelihood of a long-term hire.

This approach also opens up new ways to discover opportunities. For example, we had a client hiring in one country but had a goal to expand the business to South America. In our discovery with an elite candidate, their personal goals were to eventually make their way to South America. The opportunities aligned and the hired executive now runs the South American HQ of the organization.

These are just four of many talent acquisition strategies Whitham Group applies to pair you perfectly with a qualified and dedicated executive. Contact us today to find out how we can help your business build your dream team.