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:
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.