It can be daunting to fill hundreds of positions in a tight window of time, but there are tools available to help you streamline the hiring process and keep you ahead of the competition. The high-volume hiring process requires repetitive, and often mundane tasks that slow down your time-to-hire. The key for recruiters is to find automated and high-volume hiring tools that allows them to spend more time finding the perfect candidate.
To shorten your time-to-hire, and maximize your efficiency, it’s crucial to find out which tasks need automation and which tools can help. Consider how interview scheduling tools could help you find the best candidate for the job.
What is high-volume recruiting?
Countless industries need a ton of hires in a short amount of time. Up to 65% of companies have high-volume hiring demands. Whether you are hiring for quick-service restaurants (QSRs), healthcare, contact centers, or seasonal positions in retail or hospitality, high-volume recruiting is something many recruiters have to deal with sooner or later.
Plenty of recruiters have trouble finding ways to keep up with the demands and meet goals consistently. By automating tasks, integrating AI into your hiring process, and mitigating bias, you can take your recruitment process above and beyond anything you previously thought possible.
Step 1: Figure Out Where To Automate
Recruiting requires a lot of repetitive tasks that you handle every day. Things like candidate communication, screening, sourcing, and interview scheduling are vital to getting candidates through the process. However, these tasks can completely dominate a recruiter's day. Finding a way to automate these tasks can make you more efficient and keep you from missing out on qualified candidates.
Most traditional phone interviews take seven days to schedule and complete. Automated phone interviews or virtual interviews can cut the phone interview process down to one day. Virtual interviews involve prerecording interview questions then allowing a candidate to access them and answer at any time. Also known as on-demand interviews, these have proven to be incredibly effective in saving time for the recruiters.
According to Qualifi data, on-demand phone interviews brought in around 32% more responses than traditional interviews. This is because of on-demand interviews' flexibility and accessibility to complete them outside of business hours. This flexibility also led to 35% of interviews themselves taking place outside of typical business hours.
The best part of all of this is the recruiter doesn’t have to do anything but review the responses and select candidates from there. On-demand interviews help recruiters so they don’t miss out on potential candidates due to scheduling issues.
How ROI Solutions made the switch from automated video to phone interviews
Step 2: Look for AI
In addition to automation, Artificial Intelligence (AI) is increasingly part of a recuirter’s toolbox. AI is found in all types of talent aqusition software — from AI recruiters to AI keyword surfacing.
When you are assessing differnt types of recruiting platforms, look for AI-powered assets. A survey done by LinkedIn in 2018 showed that AI was saving time for 67% of recruiters and finding the best candidates for 31% of them. By reducing your time-to-hire and finding top candidates without having to personally source and schedule hundreds of interviews, AI is changing the landscape of recruiting, and Qualifi can help you jump on the trend.
Step 3: Use Tools That Mitigate Bias
One of the most important things to remember when hiring en mass is that quality candidates come in all varieties. Hiring bias is a detriment to recruiters who choose to pass on qualified talent due to subjective personal prejudices. This problem can be amplified in high-volume recruiting and diminish the quality of your candidate pool.
It is up to recruiters to find tools that can help mitigate bias by removing visual bias all together and offering every candidate the exact same interview without preferential treatment. Facilitating an unbiased hiring process simply takes some foresight and thoughtful planning.
Here are some other steps you can take to build a fair recruiting process:
- Build fair, standardized, interview criteria
- Promote blind hiring practices, omitting unnecessary details like gender and race
- Implement a fully transparent hiring process
- Train hiring managers and interviewers
- Emphasize the value of data over assumptions
Diverse hiring has a strong positive impact on a workforce. By inspiring innovation, boosting customer satisfaction, and encouraging creativity, a culturally diverse workforce often leads to higher profits.
Integrate all of these things, and more, with Qualifi. Automate processes and mitigate bias with the help of Qualifi. Qualifi’s virtual phone interviews help you integrate AI while mitigating bias in high-volume hiring. Qualifi uses AI to identify keywords associated with high-quality candidates and brings them to the surface. This way, you can quickly and easily identify and assess quality candidates. Read more about how using automated phone interviews powered by AI can help create a better candidate experince, especially for remote hires.
