leveraging technology while hiring for volume 

hiring technologyCompanies resort to high volume recruitment when they have to fill a large number of positions within a very short time frame. According to a Jobvite report, while an average job posting attracts less than 50 applicants, high volume hiring effort attracts more than 250 applicants on an average. The main challenge to hiring in large volumes is the effort and time involved in screening and shortlisting candidates. Recruiters often find it difficult to hire a large volume of quality talent without making the process too tedious for themselves and the candidates. Not to mention errors that may seep in while evaluating huge volumes of applicants. Thankfully, technology is impacting recruitment practices for the better as the market preps for industry 4.0.  

Here are four technologies that are helping recruiters make large volume hiring easier, more efficient and effective. 

1. Semantic search technology 

Boolean search has been a common go-to technique for hiring managers picking CVs from a large data pool. This helps them narrow down their search by creating specific search phrases. However, it does not have the analytical capability to go beyond textual specifications. This is why modern recruiters are now moving to the more comprehensive and intelligent semantic search technology. Semantic search goes beyond the exact ‘word match’ and instead searches on the basis of closest possible interpretations of the search commands, resulting in up to 80% accuracy. Semantic search intends to find the right matches from a wide data base, hence increasing the quality of results rather than just increasing the number of hires.   

2. Scheduling tools 

High-volume sourcing involves high volumes of scheduling and traditional methods of scheduling interviews can at times hold off the quickness of your recruitment process. Modern scheduling tools that offer real-time communication are the best bet for recruiters in this case. Some AI-based tools are even capable of efficient textual/email communication which reduces a great amount of manual load off of hiring managers. Other tools are able to read requests and compare scheduling options to offer best solutions as per preferences. Vendors such as Goodtime are now offering scheduling and interviewer training solutions to firms looking to reduce their time and cost of hiring.  

3. Pre-hiring assessment tools 

AssessmentOne of the biggest challenges of large volume recruitment is maintaining the quality of hires and ensuring role fitment. Assessing candidates objectively at different levels of the recruitment process becomes tremendously difficult while selecting the right candidates from hundreds of possibly good applicants. Whether it’s overcoming human biases during traditional interviewing or conducting an accurate assessment of candidates’ soft skills, recruiters today need tech-based scientific tools to improve their hiring outcomes. According to LinkedIn’s Global Recruiting Trends report, nearly everyone wants to rethink traditional interview practices. Pre-employment assessment providers such as Applied, Codility, eSkill, Interview Mocha, etc. are assisting recruiters across the globe in achieving better hiring accuracy. Codility e.g. has conducted over 5.5 million coding assessments for Customers in over 1,000 companies in 62 countries. The HRTech platform offers automation, sourcing, screening, and interviewing solutions to its clients.

4. Social Media 

Social networking sites have made the world closer, even for employers and job seekers. Using social media to source and connect with candidates is one of the fastest growing methods of recruitment in the last decade. Social as well as professional networking sites such as Facebook, LinkedIn, Twitter and even Instagram are gaining popularity in the recruitment arena as the quickest way to connect with candidates online. Assessing the candidate’s overall fitment for the job by reviewing their social media profiles is now common practice amongst recruiters. It is no surprise that as much as 94% of talent acquisition managers are networking on social media sites to seek quality applicants. 

95% of unsuccessful candidates are more likely to reapply if they had a positive candidate experience. Innovative technologies such as AI-based chatbots, natural language processing (NLP), machine learning based interactive tools are all enabling hiring professionals to not just improve hiring outcomes, but even enhance candidate experience during the hiring process. Leveraging technology in volume recruitment ensures the dual benefit of improving the talent pipeline along with enhancing employer band perception in the market.