High Volume Recruitment: 3 Proven Strategies

High Volume Recruitment: 3 Proven Strategies

Introduction

High volume recruitment has never been an easy task. In addition to the various limitations, like time, that stand in the way of successful high-volume recruiting, recruiters may find some positions in their organizations exceedingly challenging to fill. These managers, therefore, need the right resources to accomplish what seems almost impossible within the allocated span. With the best foot put forward in the form of high-volume recruitment strategies, HR managers will no longer have any difficulties filling any position in their organizations.

As one of the largest grocery retailers in the United States, Kroger Company has very many employees; thus, it requires a specialized recruitment process so that it can fill the many positions available. Between the start of 2015 to the beginning of 2019, the company’s number of employees rose by over fifty thousand. Specifically, the number of employees by almost 5,000 between January 2018 and January 2019. The company. For them to successfully get the right people for the jobs, they need to have the best approaches and strategies. Substantially, Kroger uses only application as one of its methods of attracting the right talent. They also consider recruiting internally and externally.

This article will try to highlight the three principal strategies that have been tested over time, which are essential or any organization to ensure a successful high-volume recruitment process.

What is High Volume Recruitment?

High-volume recruiting implies the processes and operations undertaken in acquiring potential employees for a relatively massive number of vacant job positions within a specific period. These positions are generally in thousands annually. Organizations instantly require to recruit new staff to accommodate vacant positions for their operations to function appropriately. Redundant recruitment techniques are no longer fruitful. That being said, recruiters need to come up with measurable high-volume recruitment strategies so that they can get the best talent within the time specified.

3 Proven and Tested High-Volume Recruiting Strategies

It is imperative to note, first of all, that numerous strategies have worked for different companies. However, this article looks at the three basic strategies that any high-recruiting organization can use.

1. Strategic use and optimization of the allocated time

High volume recruitment mainly takes time to implement. Whereas having a vast pool of talent to acquire the right people for the job might be a good thing, a lot of time is needed for screening and other critical processes that may determine the success of the entire process. HR managers have the immediate need to optimize the time spent in recruiting hundreds, if not thousands of employees, within a limited time.

2. Incorporating automation in the high recruitment processes

Automated systems have certainly taken a great part in making the high-volume recruitment process more productive and achievable. These systems are designed to study the job requirements, after which it screens for the most qualified applicants from the talent pool’s information database.

Technology has also made the application process faster, more comfortable, and flawless. This factor increases the chances of recruiting a large number of employees being successful.

3. Promoting the company brand to attract more applicants

Contemporarily, applicants can share the experiences they’ve had while undergoing company recruitment processes on the internet. Consequently, whatever they say about the company will genuinely determine the number of applicants it will attract. HR managers need to develop and implement employer branding programs that ensure the best talent is drawn to the organization. This strategy should ultimately ensure the success of the high-volume recruitment process and in the provided time.