How to Manage a Candidate's Journey in High Volume Hiring

High volume recruiting can be frustrating for both the recruiter and the candidate, but it doesn't have to be. If you follow a stable talent mapping or sometimes called a journey map to deliver the best candidate experience; this will, in turn, form an excellent experience for both you and the hiring managers.
 
What industries commonly have high volume hiring?
 
  • Retail 
  • Restaurants 
  • Hospitality 
 
These industries are typically hiring employees to either replace people or ramp up staff for new locations. Recruiters and staff often sift through 100’s of resumes and interviews to get staff in the door and trained, and this costs both time and money. There is usually a level of frustration when trying to find quality candidates for open positions, and this frustration can lead to a bad candidate experience from mismanagement and faulty processes brought on by overworked current staff and not having a plan of attack from the get-go.
 
The candidate experience
 
The candidate experience is vital as the experience dictates how the candidate will feel about working for your organization. Adverse experiences have the power to ruin a company’s reputation and turn away job seekers of all types. Many candidates are using tools like Glassdoor to get the inside scoop on a potential employer. Also, social media can make or break a company's reputation pretty fast, especially in a tight market. You can help minimize any weak spots in your candidate's experience by automating responses and keeping constant communication flowing. 
 
Understanding your audience
 
Your audience is constantly changing as the world evolves with new trends and generations. Younger candidates, often categorized as millennials, are under 30 and are savvy, informed, and have high expectations from possible employers. For these types of candidates your talent map should look something like this:
 
  • Mobile friendly career pages
  • On-demand responses – texting  
  • Consider switching to AI technology if you are doing things manually
  • Strong employee brand and culture
 
Your mapping success should consider common traits when you are advertising open positions and driving applicants to your ATS.
 
Another group of candidates is often considered the more seasoned individuals. These are the “I’ve been there and done that” types of candidates who may need less training in their field. Is your candidate experience considerate of the more seasoned candidates? There is an inherent bias with mass hiring that often looks to weed out candidates of age in many industries, and your job descriptions should not show any prejudices. These candidates look something like this:
 
  • Offer invaluable life experience
  • Have the expertise for the position 
  • Have questions, and they want answers
  • Are knowledgeable and confident
 
This group can help your company mentor future leaders, and be a stable part of your workforce, as many are winding down in their careers. 
 
The journey of finding quality talent
 
Lastly, here are a couple of critical points to keep in mind through the journey of talent attrition. By adding simple steps to your approach, you can help improve your recruiting efforts, across all audiences:
 
  • Add a human touch at every step in the journey 
  • Have a short and uncomplicated application process
  • Make the candidate experience top-notch
  • Understand your audience and how to communicate best
  • Move past resumes and make data-driven decisions
 
Happy recruiting folks!
To learn more about boosting your recruiting efforts, don't miss: 
 
 
 
 
 
Tags: ai recruitment software passive candidates Candidate Experience
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