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3 Solutions to Address High-Volume Recruiting Needs

Multi ethnicity business people group

As an employer or recruiter, filling an abundance of open requisitions at any point in time can feel like a daunting task.

While an employer’s natural reaction would be to fill as many empty positions as quickly as possible so that the organization can function properly again, another issue must first be considered. Mass hiring without proper care, time, and resources can result in lower quality employees with lower skill levels and less experience.

Put simply, employers are more likely to “take what they can get” when they are in a hurry to hire and do not have the time or resources to dedicate to finding quality candidates for high volume roles. This fills many positions that could be given to better candidates later on, and also perpetuates the cycle of high turnover. With an absence of top talent, business performance is low.

If hasty hiring for high volume needs can be detrimental to an organization’s bottom line, what is an employer to do? Consider these tactics when approaching high-volume recruiting needs:

  1. Slow down. While it is natural for employers to aggressively tackle the problem of open positions, this is actually a counterproductive tactic. Employers must take the time to analyze potential candidates, recruit effectively, and weigh the pros and cons of various individuals before making the hire. This ensures that he or she will find a quality candidate as opposed to hiring the first applicant to walk in the door.
  2. Hire a firm to help. While finding the right candidate for many open positions might seem impossible, an outside recruiting firm can aid in this effort. Generally, such search firms are better able to take on the task due to an availability of time, resources, and expertise.
  3. Remember quality over quantity. Hiring quality employees will save money in the long run due to turnover costs and will contribute to the company more effectively. Keeping this in mind, employers must not settle for those who cannot adequately do the job simply because the position needs to be filled. They must adopt the attitude of “quality over quantity.”

Developing a strategy that prioritizes ways to most effectively find the time and resources to fill multiple open positions will produce high-yielding results. By finding high performing candidates, the organization will save time and dollars down the road.

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