The most important factors of managing high-volume hiring in 2019 

Part 2

Hello again, and welcome back to our guide to the most important factors of managing high-volume hiring in 2019. In part one we looked at how usability impacts high-volume hiring, how to assess the quality of your candidate experience (CX), and the ideal properties of a user-friendly back office of your Applicant Tracking System (ATS) 

In part one of the most important factors of managing high-volume hiring we covered:  

  • Candidate experience in high-volume hiring 
  • User experience and the impact of technology

Not had a chance to catch up on part one?  

Read Part 1

In part two of this guide we will be looking at:  

  • Understanding the quality of your candidates 
  • Finetuning your volume hiring campaigns 

Throughout this guide, you will have access to:  

  • Insightful statistics and data about volume hiring 
  • Valuable information about volume hiring trends 
  • A greater understanding of how best to implement an effective strategy 
  • Top tips and infographics for bite-sized information 
  • Checklists and templates to help you improve your volume hiring

Let’s jump straight in with section 3.  

Section 3: Understanding the quality of your candidates 

One of the biggest benefits of using technology like an ATS to assist in your volume hiring campaigns is that it allows you access to a lot of data. With a large amount of data comes the opportunity for a greater level of understanding.  

In this case, we’re looking as assessing and understanding the quality of your candidates.  

Candidate quality and the impact on high staff turnover 

High turnover is inevitable in some industries, particularly lower-level retail jobs, hospitality, and facilities management. However, understanding the quality of your candidates can help you to improve staff retention from future recruitment campaigns. Before we get into the nitty gritty, let’s look at some statistics about staff retention and turnover. 

0%
of an employee’s annual salary is the average cost of replacing them.
0%
of all new employees leave or look to leave within the first year.
0%
of staff turnover can be attributed to a bad hiring decision.

As we covered in part one of our guide to high-volume hiringthis form of recruitment tends to be seasonal, focussing on busy periods such as Christmas or the summer holidays. Often, high-volume hiring is used as a means of recruiting temporary staff members, which can provide a great deal of resource for retrospective analysis.  

Using reporting to understand quality of your hires 

There are a range of metrics you can investigate in order to assess the quality of your recruits in previous high-volume hiring campaigns. Here are some of the things to look out for.  

  • Staff turnover and time in job 

As we mentioned earlier, high-volume hiring provides a large set of data for you to analyse. These large data sets allow you to evaluate the success of your previous waves of volume hiring and one of the key metrics to look out for is staff turnover.  

High-volume hiring is particularly prevalent in industries with typically high turnover, such as hospitality and retail. Within data from your hiring teams, you can investigate how many of your recruits fulfil their contracts (if temporary) and how long they stay within their roles.   

  • How many temporary hires stay on 

A similar, but equally valuable, metric to analyse is how many of your new hires are eligible to continue working within their roles. We understand that due to budgeting, peak seasons, and other factors, each organisation will have set limits on how many temp recruits they can keep. However, it is worth keeping track or how many of these temps wish to stay on in their role and how many you would consider keeping in were the budgets and opportunities available.  

  • How many hires get promoted 

Looking further into the long-term recruitment strategy, it is worth keeping tabs on employees recruited during high-volume hiring campaigns to see six months, a year, or two years on, how many of them are still with your organisation and how many have been promoted. It is worth considering if those who have been promoted share any particular work experience or qualities that may have come out during the application and interview stages.  

  • Assess 360 feedback from colleagues 

Another great way to evaluate the quality of your hires is to look into 360 feedback from the colleagues and managers of your recruits in question. Alongside simple data available within your ATS’s and HR system’s reporting, 360 feedback is a hugely valuable tool in understanding the ROI of your high-volume hiring campaigns.  

High-volume hiring campaigns are typically planned out a year or more in advance, especially for high turnover industries with predictable peak seasons. Therefore, this sort of retrospective analysis of 360 feedback can provide some incredibly valuable insight into the qualities of positive recruitment experiences in your organisation’s recent past. 

Understanding and evaluating Big Data in high-volume hiring

Once this has been collected, you have the opportunity to further analyse to understand if there are any common denominators that may indicate the quality of recruits in future hiring campaigns. For example, if those who were promoted or received consistently strong 360 feedback from their peers share any similar qualities, levels of education or experience, and use these to fine tune and enhance your recruitment selection process in future campaigns.  

What next for Big Data and high-volume recruitment?

While all of the above provide valuable insights, much of this processing will need to be done through exporting data and analysing on a more manual basis. The development of ATSs are looking further towards the integration of AI to analyse candidate’s CVs and interview notes alongside their performance in the first 18+ months in the role.  

Using AI to automate this process will allow your ATS to find hidden qualities in future applications and potentially even contribute to gross negative disqualifiers (killer questions) to help optimise the quality of candidates who make it through to interview stages.  

 

Now we’ve looked at assessing the quality of your recruits and hiring decisions, it’s time to move on to finetuning your processes for your next wave of high-volume hiring.

Section 4: Finetuning your high-volume hiring campaigns

Now you’ve assessed the quality of your candidates, it’s time to look at how you can finetune your recruitment marketing for the next high-volume hiring campaign. As with candidate assessment, the first step to finetuning this process is retrospection.  

Your ATS can provide some fantastic reporting to provide the perfect insights to help you move forward with our high-volume hiring campaigns in the most positive way possible. 

How to evaluate your volume-hiring marketing success 

Any solid recruitment marketing strategy will cover a variety of channels including job boards, Google for Jobs, social media, and aggregators like Indeed. Now we need to look at the metrics you should be analysing to figure out how well your volume hiring campaigns are performing and how to optimise them for the future. 

  • Track engagement rates across channels 

This is one of the key metrics of success of any marketing campaign. Engagement rates, in this sense, refers to how many people click on links on social media, job boards, and other channels to get to your job application page. From LinkedIn job slots to Google for Jobs, there’s a wide range of ways you can optimise these efforts for engagement. Tracking your engagement rates (on the analytics of some platforms these will be called click through rates) will show you how enticing your current ads, snippets, and job titles are.  

  • Assess application rates across channels 

Once you have an idea of engagement rates across channels, it’s worth assessing how many of those clicks from ads turned into applications. Alongside your engagement rates, your application rates will provide a fantastic indication of which channels are the most effective ones for you to make use of in your future high-volume hiring campaigns. 

  • Check applicant drop-off rates 

This is where we look more into the specifics of your application process. The applicant drop-off rate is essentially the percentage of people who begin filling in an application for your vacancy but do not complete it. There are a wide range of things than can contribute to applicant drop-off rates, such as the ease of application, how many fields are in your form, and if the application process is possible and/or easy on mobile devices.  

  • Which channels did most qualified candidates come from? 

Another way to evaluate the success of your previous campaigns and the channels you used to market your vacancies is to look at where the most qualified candidates came from. Referrals are a common source of highquality candidates but when it comes to volume hiring, particularly in nation-wide seasonal campaigns, your ATS’s reporting will hold the most valuable insights. Analysing these metrics will allow you to focus your efforts more clearly on the marketing channels that provided the strongest candidates for future campaigns. 

  • How many marketing channels did you make use of? 

There are a wide range of channels you can use to market your vacancies in your high-volume hiring campaigns. These include social media channels such as Facebook and LinkedIn (both of which integrate with Google for Jobs), job boards, Google for Jobs itself, and aggregators like Indeed. To find out more about the best channels to use for your recruitment marketing campaigns, take a look at our guide to a killer recruitment marketing strategy 

It is worth assessing how many channels you are currently using to market your vacancies and evaluating the above metrics to establish which channels are most worth your time and money. 

  • Success of organic vs paid marketing 

The final step is to assess your previous success of organic and paid marketing. With the correct targeting, paid marketing is likely to yield a larger number of responses to your vacancies, especially on platforms like Indeed which rely heavily on ‘sponsored posts’ that you need to pay for. However, organic (non-paid) marketing can also work well, especially if you can get your vacancy in the top results of Google for Jobs.  

Conclusion 

So, once you’ve assessed the quality of your hires and the effectiveness of your volume hiring campaigns, you can move forward to improve your recruitment retention and ROI in future campaigns. Regularly assessing and finetuning your volume hiring processes can help you to save time, money, and resources, especially for industries that rely on recruitment drives for temporary staff.  

Want to know how you can calculate the success of your volume hiring campaigns? 

We’ve put together a quick guide to calculating the top 4 KPIs for volume hiring including interview attendance and candidate experience.

Download your guide below