How to Improve Time to Hire in Volume Hiring 

How to Improve Time to Hire in Volume Hiring 

This blog will look at how to improve time-to-hire without compromising on quality. We’ll look at what makes volume hiring unique, its time-related hurdles, and proven strategies to speed up your recruitment process. 


Why is time-to-hire so important in volume hiring? Unlike many corporate industries, where the hiring process can take up to a month, volume hiring needs to be much faster. This is because many volume hiring industries like Logistics, Care, and Hospitality, have a high turnover and need workers on a constant basis to keep everything running smoothly. 


So read on if you’re looking to speed up your hiring and avoid missing out on candidates. 

Table of Contents

Understanding Volume Hiring and the Time-to-Hire Challenge 

Volume hiring means you’re either hiring for a high volume of roles or high volume of candidates, usually filling recurring roles year in, year out.  This could be for the same roles, or it could be a handful of the same. But the bottom line is it involves recurring work, with a high amount of admin and roles to fill.  


The challenge volume recruiters face is hiring a large amount of people in a short amount of time. This isn’t easy to achieve with such tight turnaround times and resources. So how can you turn things around and start improving your time-to-hire if you’re in a volume industry? 


Assessing Your Current Time-to-Hire 

The first thing you need to do to improve time-to-hire, is evaluate your current recruitment process. Look at where the inefficiencies are that cause bottlenecks or slow down the process. Any extra steps that don’t need to be there, any stages that take longer than they should or aren’t working as well as they should.  

Woman holding the word 'evaluation'

Then, calculate your current time-to-hire. This means you’ll have a benchmark so you can measure improvements over time.  


If you aren’t sure how to measure your time-to-hire, we’ve put together a guide to help. Although many recruiters now opt for using convenient recruitment software that will calculate your hiring metrics for you. 


How to Improve Time-to-Hire 

Now you know where your current time-to-hire stands, it’s time to start making improvements to your hiring process. 


Candidate Sourcing 

Sourcing candidates is one of the most time-consuming parts of hiring. Here we cover 3 key ways you can overcome this. 


Creating an ‘Always On’ Candidate Pipeline 

To deal with the demands of high-volume hiring, you need to have a candidate pipeline that’s ‘always on’ or active. That means knowing when your peak recruitment periods happen throughout the year and proactively building a pool of potential candidates in advance. 


One way to do that is to build a database of candidates who you’ve already been in contact with. Let’s say you were hiring for a ‘Warehouse Supervisor’ last year, and now you’re looking again six months later. Why re-launch an entirely new campaign when you can use some of those candidates who applied last year?


Strategic Timing for Candidate Acquisition 

Consider the year-round periods when your organisation needs candidates the most. By preparing in advance and knowing when you’ll need candidates the most, you can tailor your strategy more efficiently.  


For example, if you know the autumn months leading to Christmas are the busiest, but January through to March is quiet, then you know you need to ramp up your hiring efforts towards the end of summer. Then, you can ease off in the new year. This will also help you be more cost efficient in your recruitment spend.  


Monster has some advice on how to do just that. Start by looking at previous years. Look at your job posts and see which months got more applications, how many got through to interviews or how many you hired. With enough historical data, you can begin to see a pattern emerge. 


If you’re a new business or you don’t have any data, try looking at competitor job ads in your industry and look at when they were posted and how many applications they received (if you can). You’ll be able to see a pattern emerge there too.  


Use Diverse Recruitment Channels 

Broaden your reach by using multiple recruitment channels. Use a mix of job boards and  social media platforms to attract a diverse and qualified pool of candidates. You may discover that certain channels are more beneficial.  

People stood against a wall on their phones

Maybe Facebook brings you a large number of applicants, but you still want to keep using job boards, your careers page, and other channels. Put most of your budget behind the channels that bring you the biggest ROI but leave some money behind for the others. 


Screening Candidates Properly 

You can also speed up your time-to-hire by screening candidates quickly and accurately.  


Harness the Power of Filtering Technology 

So many of the recruiters we speak with still spend so much time on manual processes. But when you’re in the business of volume hiring, you simply can’t filter hundreds, even thousands of applications on a frequent basis. That’s why you need candidate screening technology.  


With automated candidate screening, you can use ‘killer questions’ to filter out anyone that doesn’t meet certain criteria. An example would be “Do you need a visa to work in the UK or Do you have at least 3 years’ experience in this role..  


CV screening is another area that’s extremely useful. Rather than spending your time scanning through CV’s manually, an automated CV screener can scan CVs in seconds and pick out the most relevant ones based on keywords, in the same way a human recruiter looks for them. A tool like this can of CVs an hour. scan hundreds and sometimes thousands of CVs an hour.  


Thorough Background Checks and References 

Many high-volume industries hire for positions that need licenses, specialised qualifications or certificates. Industries like Care, Security and Logistics and Warehousing for example. 

Green tick mark

That means, you need to make sure you’re hiring qualified candidates that meet the criteria and pass references and checks. But being careful doesn’t have to slow you down. There are now tools out there that will do your background and reference checks in bulk for you. That way, you can rest assured you’re hiring quality, without losing time.  

Speed up the Interview Process 

Speeding up the interview process is one of the most important things you can do to improve time-to-hire. For some industries, an interview might not even be necessary – but if it is, getting a candidate from application through to filtering and the interview stage as quickly as possible, is in your best interests.  


Use self-serve interview tools 

Instead of going back and forth on emails with dozens of candidates regularly, use a self-serve interview tool. All you need to do is link a tool like this with your recruiters’ calendars and select time slots they’ll be available to attend an interview. That way, selected candidates invited to interview can just automatically choose a time and date that works for them too.  


Video Interviews 

If you decide an interview is necessary for your role, then video interviews are a great way to save everyone time and increase flexibility. They’re also a lot more cost-effective for candidates, cutting out the need to pay for travel. Allowing only in-person interviews might even put some candidates off and cause them to drop out from the application process.  

Men waving at each other on a remote interview

Hire & Onboard Quickly  

Finally, the last step to improve time-to-hire is to hire and onboard quickly. A slow onboarding process is one of the biggest contributing factors to employee turnover. Studies show that employees are most likely to leave within their first 45 days of the jmob. Getting employees hired and onboarded quickly for volume hiring industries is a must. Given they already suffer from very high employee turnover, the faster you hire, the more you can avoid that. 


Structured Onboarding and Training for all New Hires 

Establish a well-structured onboarding and training program for new hires. This will help speed up getting them acquainted with the role. 


Use a mixture of handbooks and training videos that new hires can refer to. Have a checklist of things a new hire has to tick off before they can start work. When they do start, pair them with more senior or experienced colleagues that they can shadow and learn from.  


At the end of the onboarding process, leave time for any questions or feedback a new hire might have. Not only will that help them learn, but it will make them feel considered and increase their engagement levels. 


Shorten Time from Acceptance to Fully Competent 

Some reports show that it can take up to eight months before a new hire is productive. But in volume hiring there’s no time for that. You need your hires to be competent much faster than that.  


If you’re hiring experienced candidates this won’t be an issue, but if you’re hiring a new generation of workers training is key. With a strong training process, a good team culture that allows for questions (and mistakes) to be made without drama, you’ll create a safe environment a new hire can excel and grow in.  


In Conclusion 

Improving time-to-hire in volume recruitment requires a multi-faceted approach that involves evaluating, refining, and speeding up your hiring process. But time-to-hire is just one of the most important metrics you improve your overall hiring process. Why not download our guide: 4 Recruitment Metrics you need to Know and make sure you have all your bases covered.  

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