Volume hiring is the process of hiring multiple people for similar roles. Volume hiring is necessary when expanding the business or expediting a project.
73% of large organizations engage in high-volume hiring (Phenom).
However, since volume hiring takes a lot of effort and careful consideration, we always suggest keeping up to date with all the volume recruiting trends. In this blog, we will look at all the 10 latest volume recruiting trends.
Embracing flexible scheduling in volume recruiting
This approach is becoming increasingly popular as it benefits many candidates, from students looking for part-time work to professionals seeking a better work-life balance. Flexible scheduling is all about offering varied work hours, part-time options, or the ability to choose shifts, making the job more attractive to a diverse applicant pool.
This trend is a response to the changing expectations of the modern workforce. Today’s job seekers are not just looking for a paycheck; they’re seeking positions that fit their lifestyle and personal commitments. By offering flexible scheduling, companies open their doors to a broader range of talents, including those who might not be available for traditional 9-to-5 roles.
Flexible scheduling can also lead to increased employee satisfaction and retention. When employees can balance their work with their personal life, they are generally happier, more productive, and less likely to seek employment elsewhere. This is particularly beneficial in industries with high turnover rates.
Utilizing social media for volume recruiting
Social media allows recruiters to reach a much wider audience than traditional job posting methods. Platforms like LinkedIn, Facebook, and even Instagram are being used to showcase company culture, share employee testimonials, and provide insights into what it’s like to work at the company. This approach helps build an employer brand that resonates with job seekers, making the company more attractive to prospective candidates.
Moreover, social media engagement is not just about broadcasting information. It’s a two-way street where companies can also listen to what job seekers are looking for, understand their aspirations, and tailor their recruiting strategies accordingly. Engaging with candidates through comments, direct messages, or even live Q&A sessions can significantly enhance the candidate experience, making them feel valued and heard.
Enhancing candidate engagement through gamification
A trend gaining traction in volume recruiting is enhancing candidate engagement through gamification. This approach involves using game-like elements in the recruitment process to make it more interactive, enjoyable, and engaging for candidates.
Gamification in recruitment can take many forms, such as incorporating quizzes, challenges, or simulations related to the job role. For example, a company might use a virtual game to simulate real-life work scenarios, allowing candidates to demonstrate their skills and decision-making abilities in an interactive and dynamic way. This makes the recruitment process more exciting and provides recruiters with valuable insights into a candidate’s potential.
This approach mainly attracts younger generations, like millennials and Gen Z, who are accustomed to interactive digital experiences. Gamification can help a company stand out in a competitive job market, showing they are forward-thinking and innovative.
Candidate relationship management trend in volume recruiting
Candidate relationship management is all about maintaining a positive and engaging experience for every applicant. This involves regular communication, feedback, and nurturing a connection even after the recruitment process. For example, a company might keep in touch with promising candidates who weren’t a fit for the current role but could be ideal for future positions. This creates a pool of pre-vetted candidates, making future hiring processes faster and more efficient.
CRM in recruiting often uses technology to manage and track interactions with candidates. This can include automated emails, personalized updates about new job openings, and even birthday wishes or career advice. Such efforts show candidates that they are valued and not just another application in the system.
Incorporating video introductions in applications trend in volume recruting
This trend is all about allowing candidates to submit a short video clip along with their traditional resume and cover letter. Through these videos, applicants can showcase their personality, communication skills, and enthusiasm for the role in a way that written documents cannot.
Video introductions are particularly beneficial in roles where personality and interpersonal skills are as important as technical abilities. For instance, in customer service or sales positions, how a person presents and interacts can be just as crucial as their work experience. Videos provide a more holistic view of the candidate, helping recruiters make better-informed decisions.
From the candidate’s perspective, video introductions offer a unique way to stand out from the crowd. They can express their creativity and connect with recruiters more personally. For employers, it simplifies assessing a candidate’s suitability for the company culture and team dynamics.
Employee referral programs trend in volume recruiting
A key trend gaining momentum in volume recruiting is the expansion of employee referral programs. These programs encourage current employees to recommend friends, family, or professional contacts for open positions in the company. By leveraging the networks of their workforce, companies can tap into a wider, often more qualified pool of candidates.
Employee referral programs are effective because they have a built-in level of trust. When an existing employee refers someone, there’s an implicit endorsement of the candidate’s skills and fit for the company culture. This can lead to quicker and more successful hiring processes, as referred candidates often align well with the organization’s values and expectations.
Soft skills assessment trends in volume recruiting
More and more companies are recognizing that while technical skills are essential, soft skills like communication, teamwork, problem-solving, and adaptability are just as crucial for success in most roles. This trend reflects a deeper understanding of what makes an employee effective and a valuable team member.
Traditionally, recruiting has focused heavily on hard skills and professional qualifications. However, with the nature of today’s work environments, employees who excel in interpersonal and cognitive abilities are increasingly in demand. As a result, recruiters are now incorporating various methods to evaluate these skills during the hiring process.
Methods like behavioral interviews, situational judgment tests, and group activities are becoming common. These approaches help recruiters see how candidates interact in team settings, respond to challenges, and communicate ideas. It’s not just about what candidates know, but how they apply their knowledge and interact with others.
Leveraging talent communities for volume recruiting
Talent communities are online platforms where individuals interested in working for a particular company can engage, learn, and stay informed about job opportunities and company culture. These communities are not just about job listings; they are dynamic spaces for interaction, knowledge sharing, and relationship building between potential candidates and the company.
The idea behind talent communities is to create a pool of engaged individuals already interested in the company. This makes recruitment more efficient when positions open up, as recruiters have a ready-made pool of interested candidates familiar with the company’s values and operations. Moreover, these communities offer a space for potential candidates to learn more about the company, ask questions, and get a sense of what it’s like to work there, which can help them make more informed decisions about their job applications.
For companies, talent communities offer a way to continuously engage with potential candidates, building a pipeline of talent even when there are no immediate job openings. This proactive approach to recruiting is particularly useful in industries where talent needs can fluctuate rapidly.
Emphasizing internal mobility in volume recruiting
This trend in volume recruiting focuses on providing current employees with opportunities to move laterally or upward within the company rather than looking externally for candidates. By doing so, companies can leverage the talent and experience already present within their organization while also offering career development opportunities to their workforce.
Internal mobility is beneficial for both employees and employers. Employees can explore different roles, develop new skills, and advance their careers without leaving the company. This not only boosts employee morale and job satisfaction but also helps retain top talent. From the employer’s perspective, hiring internally can be more efficient and less costly than external recruiting. Internal candidates are already familiar with the company culture and processes, which can lead to quicker onboarding and higher productivity.
Integrating sustainability into volume recruiting
An emerging trend in volume recruiting is the integration of sustainability into recruitment practices. This approach involves considering environmental and social governance (ESG) factors in the hiring process, aligning recruitment strategies with the company’s sustainability goals. As awareness of environmental and social issues grows, companies are recognizing the importance of attracting employees who share their commitment to sustainability.
Integrating sustainability into recruitment is about more than just promoting eco-friendly practices. It includes creating job roles that focus on sustainability initiatives, emphasizing the company’s commitment to social and environmental responsibility in job descriptions, and even assessing candidates’ awareness and attitudes towards sustainability. This trend reflects a growing desire among job seekers, especially younger generations, to work for companies that are not just profitable but also responsible and ethical.
Conclusion
In conclusion, a recruiter should always have clear expectations from the candidates before hiring them, but to do that, a recruiter needs to be well-updated about the current recruiting trends.
Testlify is the number 1 remote talent assessment platform, and it offers best-in-class volume recruiting features. Sign up with Testlify now to check the volume recruiting feature. Want us to give you a tour of Testlify? Book a 30-minute demo call with Testlify right now.