High-volume recruiting in the era of social distancing poses unique new challenges to organizations. Pre-coronavirus recruiting strategies generally involve close contact between candidates, hiring managers, and recruiters at some point, so companies are rewriting their processes on the go and under a lot of uncertainty.
How long will the increased demand for these services last? How long until things go back to normal?
Delivery companies, online retailers, grocery stores, as well as some healthcare companies and fast-food chains, are seeing unprecedented levels of demand. Amazon has hired over 100,000 workers. Despite the economic downturn, some industries are thriving and need to expand their workforces quickly to meet an uptick no one could’ve predicted. And this presents a huge high-volume hiring challenge.
In a world still under the impact of COVID-19, activities have resumed but consumers and candidates still behave in a very cautious manner – and are likely to do so until the pandemic is over. This means demand for some services will remain above normal. Moreover, many of the behavioral changes in the general population are likely to be permanent as well, for instance, a lot of people are just now discovering the convenience of delivery. This will impact high-volume recruiting as well.
The Power of Automation and the New Normal of Volume Hiring
Large-scale, personalized recruitment marketing campaigns have proven necessary to meet their demands for new hires. Under incredible pressure to fill many new positions, recruiters need to get the word out really quickly. The only way to achieve this is by using automation. The obvious place to start is to target all qualified candidates in your database with email and SMS campaigns and to complement that with scheduled searches in job boards to find new candidates.
The unemployment rate is increasing all over the world, yet candidates might be hesitant to apply for a new job. Organizations are emphasizing more than ever that they’re taking measures to prevent the spread of the virus in the workplace in their recruitment marketing material and on career sites.
When it comes to high-volume recruiting, the application process needs to be as simple and quick as possible, otherwise many candidates get lost halfway through. For example, candidates could confirm their applications by replying to an SMS. And to process the thousands and thousands of resulting applications, recruiters also need a helping hand to tackle volume hiring challenges. Companies need processes that can differentiate between unqualified and qualified candidates, create offers, schedule interviews and keep every stakeholder up-to-speed automatically.
By the hand of automation, volume recruitment represents a radical shift in how many companies normally recruit. Some will need to sit down and think about the key variables that define when a candidate is qualified for a position, and then translate that into functional workflows and parameters that are executable and repeatable. Not all solutions out there are flexible enough to achieve it, however, our clients don’t need to worry about that.
Another point to consider is that, especially because of social distancing measures, onboarding needs to be as effective and quick as it has always been. A human approach to virtual onboarding is key to ensure that all social connections that are necessary to operate efficiently are in place.
Strengthening Your Employer Brand
With high-volume hiring it might seem like a challenge, but it’s important that you keep candidates informed of their application status at all times. Even when a candidate is not the right fit, you need to communicate that in a timely manner. Experiences during the pandemic are likely to leave a long-lasting impression on candidates and consumers alike. Despite the challenges and the distance, you need to be more human than ever in your approach to recruitment.
Make sure you frame your recruitment efforts in the appropriate manner: For instance, if you’re expanding right now you probably belong to an industry that provides essential services, talk about how your expansion is helping your community cope, and again make sure to talk about the measures you’re taking to protect your workforce.
Candidates who have been furloughed, laid-off or experienced pay/benefit cuts will be naturally distrustful of their next employer. A strong brand with the right messaging and a consumer-grade experience will go a long way towards creating that trust.
Now More Than Ever: Agility for High-Volume Hiring
Perhaps more than in the last 70 years, agility is now the currency of the world. Avature has worked relentlessly over the years to build a recruiting platform that can adapt to anything at any time. We embrace the idea that there are unknown unknowns and we built our platform following the premise that we should be ready to do things we never thought we would need to do. For some companies that means scaling their digital recruiting efforts to never-before-seen heights. To some it means getting ready to turn on their hiring engines in a second, keeping talent engaged today, and growing their talent pipelines while working with fewer resources than usual now, to hire fast and efficiently tomorrow.
For organizations that chose Avature, the benefits of this approach are more visible and tangible than they’ve ever been. Some of the biggest online and traditional retail companies in the world are using Avature to expand through efficient volume recruitment despite unprecedented constraints. As we go through the most disruptive event in generations, we will continue to work shoulder-to-shoulder with our clients to help them meet their recruiting and organization goals.