Recruiting large numbers of tech professionals without a high-volume hiring strategy is like going fishing at night with a broken net.
You may stand a chance of landing the employees you need, but you’ll probably let the best ones slip through your grasp.
And you may not even be fishing in the right place.
When it comes to hiring tech talent en-masse for a new project, knowing how to recruit fast is only part of the challenge: a well-woven high-volume hiring strategy is also essential.
For HR hiring teams operating in the ultra-competitive tech industry, having a detailed approach for recruiting at scale can solve several unique challenges at once, including:
If you can overcome these hurdles, then the rewards of a high-volume hiring strategy are immense. It makes recruiting efficient and effective, enabling you to build a talented workforce quickly and challenge the tech status quo of huge organizations hoovering up the best talent.
Let’s start by taking a deeper look at how these strategies can make high-volume hiring more accessible to tech recruitment teams.
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The demands of today’s fast-paced tech industry mean any kind of advantage over competitors makes a huge difference and if you’re a tech recruiter high-volume hiring can bring you many.
The first is that such strategies streamline and optimize hiring processes. They encourage the use of technology and analytics to increase efficiency and relieve the administrative burden.
Recruiters find that they rely less on external recruitment services, make better hiring decisions, and have fewer prolonged job vacancies: all of which help save time and money.
Also, in a tech industry where 67% of recruiters say it’s harder than ever to reach new talent, according to digital publication Inc, a volume hiring strategy also helps you to tap into a wider talent pool.
Streamlined processes reach more potential candidates in new countries, which increases your chances of finding people that align with your requirements.
More efficient screening, assessments, and decision-making means that casting your net wider doesn’t result in more work, but better hires and improved team performance.
Having access to this wider pool makes scalability much more realistic. You are now in a position to handle large-scale hiring needs, which is ideal for organizations experiencing rapid growth or expansion.
Businesses that can scale up their workforce quickly while providing a positive candidate experience strengthen their employer brand. A flywheel starts to develop, where an enhanced reputation attracts more top talent, which in turn drives future projects.
HR professionals that succeed in creating an efficient volume hiring strategy find that they can open the floodgates of the best talent for their recruitment drives and meet ambitious performance targets.
Developing a high-volume hiring strategy may sound complicated, which is why breaking it down into several key stages is a good idea.
This way, you’ll have a clear overview of the measures you can take to boost mass hiring, from sourcing to onboarding.
Here are seven recruiting strategies you can use to cover each stage of this process, from sourcing candidates to integrating them into their new workplace.
Recruiters often get caught up in searching local talent pools and familiar sourcing methods, but when it comes to mass hiring, it pays to cast your net further.
Job boards are an established talent source, but a whole world of potential exists beyond these.
Social media (specifically LinkedIn), for example, is a bountiful source of talent. Not only do 79% of job seekers use these networks to search for jobs – according to hiring specialists GoHire – but they also offer a route to passive candidates. These are people who aren’t actively searching for job boards but would consider an attractive opportunity if it came their way.
LinkedIn has built-in filters that let potential candidates search for open positions in certain industries and locations, so it makes sense for you to make your search visible there.
Searching foreign labor markets is also very fruitful. Once you deal with the inevitable red tape and legal challenges of setting up there, local staffing agencies can put you in touch with a deep well of skilled, affordable workers. This can become a talent pipeline that allows you to quickly upscale recruitment drives.
Talent rediscovery (connecting with previously rejected hires) via an applicant tracking system (ATS) and employee referrals are two further sources that quickly find you employees in places traditional methods can’t reach.
When it comes to mass recruitment, just being present in several different areas isn’t enough: increasing the visibility of your search is also crucial.
To reach the right candidates, think about where they spend the most time and are more likely to come across your job postings. Then try to strike a balance between providing necessary information and lengthy paragraphs that may deter candidates.
Optimization is key here. Here are a few tips as to how you can do this.
In high-volume hiring scenarios, time is a critical factor for both you and the applicant. Aiming for clarity and ease of use from the start streamlines this vital stage and avoids potential misunderstandings.
In today’s digital age, there’s no excuse for a poor candidate experience.
Job seekers should be able to find your job posting via multiple devices: two-thirds of them use their smartphone for job search activities, according to Gitnux. This means ensuring a mobile-friendly design, with clear formatting and optimized images, backed up by testing across several devices.
Candidates who can scan information on their portable devices are less likely to lose interest and more likely to apply.
It also helps to see the application process as a kind of shopping experience from the candidate’s point of view. They may want to interact with you if they’re unsure about something.
This is a point emphasized by Jeena Minhas, a senior technical recruiter at Meta. According to Jeena, regular contact with the candidate is essential, and you can do this simply by keeping in touch with them at every stage of the application.
“Stay close to the candidate and be transparent with the process,” she says. “Having a standardized process and being clear on the timeline allows for the candidate to feel ‘in the loop’ at all stages”.
Other small yet crucial details include responding to any queries using their given name and avoiding using generic templates in messages.
While this sounds like a lot of work, it’s surprising how much a small but dedicated hiring team can do between them. Keeping them engaged and motivated will ensure they deliver an effective candidate-first experience.
Data is the 21st-century gold that every business seeks to improve its performance, and it’s no different in the recruitment industry.
Analytical tools and metrics will help you dig out those valuable nuggets of information that highlight how you can improve your recruitment process. They’ll help you identify the bottlenecks that are holding you back from recruiting at scale.
More specifically, this means using metrics to help understand which best source of hire, the average time to hire, cost per hire, applicant-to-hire ratio, conversion rate, and other crucial data.
Applicant tracking systems are a proven way of discovering these stats, but HR analytics platforms and survey tools offer a more specialized service.
Using these metrics, you can gain data-driven insights that will put your company in the best possible position for successful high-volume hiring.
COVID-19 accelerated a universal transition to new technologies, including artificial intelligence and automation.
Studies show that this has had a big impact on HR tech spending with 83% of HR professionals saying they’re improving existing recruitment tech to help with hiring, buying new tech, or both.
Sourcing the right candidates is just the first step in high-volume hiring: integrating them into their new organization is just as crucial.
By streamlining onboarding, HR professionals can manage large volumes of new employees, and drive long-term engagement.
A structured onboarding framework is central to this. Orientation sessions and training modules help embed new hires, while HR software can help collect paperwork via self-service portals and distribute important material.
Clear communication and regular check-ins are also vital during high-volume onboarding. Your HR team should proactively communicate with new hires, ensuring they have the necessary information, resources, and support to navigate their new roles successfully.
Regular follow-ups and feedback sessions help address any concerns and reinforce a sense of belonging within the company culture.
A smooth transition makes for happy employees. 70% of those who liked and excelled at their job had received streamlined onboarding, according to the learning management system Think Learning.
Today’s interconnected world means that physical borders aren’t what they used to be.
Top organizations are now navigating foreign labor markets that were out of bounds just a few years ago, securing the high-volume hiring they need to build world-class tech workforces.
Recruiting platforms are making this possible by connecting recruiting teams to tech professionals in emerging markets and handling key sourcing, onboarding, and administrative processes as part of the deal.
By leveraging these capabilities, HR professionals can source talent from anywhere in the world, have a list of potential candidates to hand over, and have an overview of the hiring process at their fingertips. They can streamline communication with other team members, share candidate profiles, and track progress in real-time.
This level of coordination is crucial when dealing with high volumes of candidates spread across multiple time zones.
Powerful analytics built into this software means users can leverage these insights to optimize their hiring strategies, identify bottlenecks, and make data-driven decisions.
No wonder hiring professionals see these platforms as virtual offices located in strategic locations across the world.
When dealing with high-volume hiring, sometimes it’s best to just let the numbers do the talking.
Remoti is an embedded tech talent platform that adds 500 new developers to its database every month.
If you’re the head of an HR department, you’ll know just how crucial it is to have ready access to an expanding pool of tech talent. Especially with the tech talent gap getting wider every day.
Yet, opening up a steady stream of highly qualified candidates directly into your business is just one aspect of Remoti’s high-volume tech RPO.
We cover every stage of a recruitment process that knows no borders.
When it comes to hiring at scale, Remoti is a ready-made high-volume recruitment strategy packaged into one embedded talent solution. Sign up today and get a global tech workforce at your fingertips.
Ready to kickstart your high-volume hiring project with Remoti? Book a call today with one of our experts who’ll show how Remoti’s HR-as-a-service team will open up a steady flow of top tech talent into your recruitment drive.