High-Volume Hiring Challenges (and 4 ways to solve them!)

High-Volume Hiring Challenges (and 4 ways to solve them!)

Working in high-volume recruitment comes with its many challenges. If you’re struggling to recruit effectively, read on to find out how you can improve your volume hiring process. 

 

The past few years have changed the world as we know it. 2019 saw the UK leave the EU during Brexit, and 2020 followed with a global pandemic, strict lockdowns, and job losses that left entire industries devastated.

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Now, the cost-of-living crisis followed by war in Europe adds further strain to an already strained economy, leaving the workforce in a difficult position.

 

The high-volume hiring industry was no exception to this. Though the pandemic brought about some changes for the better, such as remote and hybrid work schemes, the impact on industries where that simply isn’t possible, has been felt. 

 

In a bid to attempt to re-attract workers to full time office work, some companies have begun to cut down salaries for full time workers, or at least threaten to do so. But this has failed to deter workers, who now have the upper hand in the current climate and have since prioritised a work-life balance after the introspection the pandemic allowed.

One of the reasons current workers are able to be more demanding now compared to the past, is that we’re now facing a shortage of qualified candidates in the UK. Whether it’s workers who were made redundant and furloughed (leaving entire industries in tatters), early retirements, or migrating abroad, these factors combined mean that nearly 1.5 million active job vacancies have been left unfilled, the highest on record.

 

That leaves employers and businesses facing a growing staff shortage, struggling to replace experienced workers that have left the workforce.

 

What is high volume recruitment?

When we say volume hiring, we mean recruiting for a high volume of roles or high volume of candidates, year in, year out. 

 

This could be for the same roles or a handful of the same. But the fact is that it involves recurring work throughout the year

 

Some examples of typically high-volume hiring industries are Logistics & Supply Chain, Security, Hospitality & Retail, Manufacturing & Construction, and Healthcare. 

 

The challenges of volume recruiters 

When it comes to the actual recruitment process, there are a few common challenges that volume recruiters in all industries face. 

 

Time constraints and slow processes 

Naturally, when you’re hiring frequently, you end up going through the same repetitive processes over and over.

Whether it’s time spent screening and filtering applicants, or setting up interviews – volume recruiters tend to spend a lot of their time doing admin work. This can become time-consuming and tedious, especially if hiring teams don’t have the most efficient processes in place. 

 

Candidate attraction

The UK is currently facing a shortage of qualified candidates. Whether it’s workers who were made redundant and furloughed (leaving entire industries in tatters), early retirements, or migrating abroad, these factors combined mean that nearly 1.5 million active job vacancies have been left unfilled, the highest on record.

 

This makes attracting the limited pool of truly qualified candidates more challenging, and volume recruiters are needing to really sell working with them. 

 

Candidate and recruiter experience 

As volume recruiters tend to spend a lot of time sifting through applicants, picking out the most qualified and relevant, this can lead to a generally slow time-to-hire.

 

The process can begin to feel impersonal for candidates, and slow responses and poor communication often leads to drop outs and negative effects on employer brand. 

 

The experience also becomes negative for recruiters themselves, with the frustrations that come with doing repetitive hiring admin and time pressures of the role. 

 

Recruitment performance

High costs, slow processes, poor fill rates, and generally poor performance is common in volume recruitment. Whether it’s not having the proper tools in place to aid with hiring, or simply not having the right visibility over results. 

🡢 Free Download: The High-Volume Hiring Toolkit [Access Now]

How to solve these challenges 

So what can be done? How can businesses keep their hiring quick, low-cost, and easy?

 

Companies that need to hire occasionally once or twice a year may choose to focus on offering competent and above market salaries, or increasing employee benefits, such as holiday days, pension schemes, bonuses, gym membership as well as a focus on the employee’s well being.

 

But what if your business requires high volume hiring at a constant rate? If you need to hire ten people one week, five the next. What do you do?

 

Many of the high-volume hiring industries, such as Care, Security, Warehousing & Logistics, require exactly just that. On top of that, most (if not all) the jobs in the above sectors are impossible to do remote or hybrid, and nearly all struggle to retain new employees. In the UK care sector for example, one in four new recruits leave within their first year of joining.

Although a complete change to government policy and its points-based immigration system is necessary in the long run to alleviate the pressures on all these industries, (whose workforce is made up of predominantly foreign workers) there are things that can be done to help overcome the challenges of the current climate.

 

Post Your Openings in the Right Places

If you’re looking to hire back-end developers, you may have to advertise in a different place than if you were looking for lorry drivers. To overcome the challenge of attracting the right applicants for the high-volume hiring industries, you need to know where to look for them and how to target them.

 

Combined with data and analytics, a recruitment tool can help identify what are the most successful job boards, you can track how your job posts are interacted with on social media and more. By doing this, you not only save money and time, but you’re able to reach a larger network that will be more likely to become applicants.

 

Speed up the Application Process 

Almost ¾ of applicants drop off in the application stage if the application process is too long. Anything between 30-45 minutes application time will see reduced applicant numbers and higher drop off rates. It’s important that the time to offer is quick, mobile-friendly (to account for a large proportion of applicants who are likely to apply from their phone). This is even more important when dealing with High-Volume work, which tends to focus on a few select industries, such as Logistics, Warehousing, Care and Security for example.

 

To work in these industries, lengthier recruitment processes are unnecessary. Rather, a recruitment automated system that can mine out CV’s, pick up relevant experiences, process background checks should be in place so that you can progress candidates faster and have them do a skills test instead, such as HGV driving test for logistics, or operating a forklift truck in a warehouse etc.

 

Automate the Process

It’s even more important for hiring managers working in high volume industries to automate as much of the process as they can. With constant recruitment cycles and high levels of applicants each time, it’s impossible for a hiring team to dedicate themselves to anything other than reading CV’s all day. That leaves them outsourcing much of their hiring, but that comes with other consequences, often financial, putting strain on a companies already tight spending budget and in many cases putting the hirers own job at risk.

 

That’s why a recruitment software, that helps your job ads by posting them on the right platforms, optimising them for keywords, and then automating much of the process for you, will help you save time, money, all the while helping you reach more people.

 

Understand Your Software

Some companies already use an ATS or a recruitment automation system, or sometimes a few different technological tools, but by having metrics and data spread across various platforms, you leave a hiring team confused and frustrated.

 

Often new members of a hiring team may start a position having taken over from their predecessor and find their organisation is already using a particular software which they then have to scramble to understand.

 

By understanding your software and keeping as much of the recruitment process as you can on one platform, you make it easier to collaborate with your team and you create a simpler hiring process. That way, you can access all your metrics in one place and see what your cost per hire is, the time it takes, the drop-off rate, and other metrics, allowing you as a team to improve on the areas that require improvement.

 

What’s next?

High Volume Hiring is always going to demand a lot from any hiring team, but here at occy, we’ve helped many Hiring Managers save thousands of pounds and hours of time with our all-in-one recruitment software and built in ATS, some of which you can see here.

 

To find out more about how to improve your volume recruitment, download The Ultimate High-Volume Hiring Toolkit for free! 

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