Employer Branding Recruitment Marketing

4 Ways We Can All Learn From High-Volume Recruiting Teams

Whether you’re hiring for a 50 person company or 200,000 person organization, everyone can learn from high-volume recruitment teams. Here are the top tips we collected from the experts that elevated their employer brands and the candidate experience.

4 Ways We Can All Learn From High-Volume Recruiting Teams
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Are you a team of one recruiting for a small organization or a 200-person team fulfilling roles for a 200,000 person organization? Wherever you work, we can all learn from high-volume recruiting teams. These teams are always in hiring mode and recruiting at scale for often tough-to-fill roles. They also face a number of tough challenges that require a creative, thoughtful approach to overcome.

These recruiting professionals and Recruitment Marketers are also constantly focusing on ways that they can elevate their employer brands and candidate experience to land quality talent. And their strategies are ones that we can apply at lower-volume hiring organizations to improve our own recruiting team’s performance, too!

To uncover these insights for you, the Rally team has put together a range of resources featuring tips from high-volume teams over the past few months. Some of our resources on this topic include:

We set out to visualize and highlight some of the top high-volume recruiting tips we’ve uncovered by creating all of these resources to share with you. We hope these key themes and strategies are helpful to consider and apply to improve your recruiting approach, no matter your company’s size or recruiting scale.

Illustration of how to win at high-volume recruiting

Learn how to win at high-volume recruiting with four expert tips to improve your recruiting approach.

1. Focus on candidate communications, first and foremost

Poor communications can be the difference between a candidate moving forward in your process and dropping off the radar. To attract talent and provide a good candidate experience at scale, we need to communicate with candidates in the right way, at the right point in time.

It can be helpful to map out the touchpoints across your candidate journey and consider how you’re communicating with candidates at each stage. Look for spots with any communication lags where you can develop automated messages sent out from your ATS that will ensure candidates never encounter a black hole as they move through your process.

You should also focus on the quality of each communication by considering if your messages clearly convey the “what’s in it for me” (WIIFM) factor for candidates to keep them moving forward in your process. In some cases, the WIIFM can be as simple as changing the messaging to make it less company-centric and more candidate-centric (i.e., “we enjoyed speaking with you” is replaced with “our hiring manager enjoyed learning more about you”). It also involves uncovering and sharing your employee value proposition (EVP) so candidates can understand why they should consider joining your team.

Consistency is another communications area that Talent Acquisition teams are focused on when hiring at scale. Ensure your core messaging is communicated in the same way across touchpoints, including when members of your recruiting team are having conversations with candidates.

It can be challenging to create consistency across some assets that exist at high volume, like job descriptions. Even for smaller organizations, you might be surprised by the amount of variance you’ll find across the different roles you’re recruiting for.

Before standardizing all your job descriptions, you may want to look at the data to find out what parts of your job descriptions are working and which aren’t. 

During our Win at High-Volume Recruiting Webinar, we heard from Trish Freshwater, Senior Communications Manager at Sodexo, the 19th largest employer in the world. In their research, Trish’s team found that candidates want to learn about the job first and the company second. Before standardizing all their job descriptions, Sodexo moved their company description from the top to the end of all their postings. Small communications changes like these can make a big difference in your apply rate!

Lead with employer brand webinar from RallyFwd

2. Don’t forget about retention and internal mobility

Talent Acquisition teams who are hiring at scale know that retention is just as important as attraction in many ways. After all, if you’re doing a great job of pulling people into the organization, but they all leave after a few months, then you’re making your job much more difficult for yourself!

To improve retention, it can be helpful to focus on internal mobility. Create content that brings your company’s career paths to life and encourage managers to promote from within where possible. The team at Sodexo regularly creates blogs that showcase employee career path stories, and 30% of internal hires report that these blogs were helpful for their internal career journeys!

You can also think outside of the box to come up with ideas for employee engagement activities that will get people excited to continue working with you long term.

Billy Scharmann, Sr. Manager of Supply from PICKUP, highlighted in the Rally Ideabook, 13 Pro Tips for High-Volume Recruiting, how his team works to gamify the employee experience with social challenges and leaderboards to keep people excited about coming in to work. Social spotlights can also be a great way to recognize employees, show them they’re valued, and ultimately encourage people to stick around long term.

3. Make sure you’re adopting a mobile-first approach

Consider that 70% of applications come in from mobile devices today. If you have a poor mobile application experience, you could lose out on a ton of candidates. When hiring at scale, this is ultra-important — but it’s also really important to think through even if hiring at smaller volumes because you could be losing out on A-players here too. Candidates don’t have the patience for cumbersome application processes, and they will abandon their applications if the experience is too frustrating.

To ensure your mobile experience is working, give it a go yourself from your own phone by submitting a test application. The process should feel just as seamless as your normal desktop application experience. Note down any places where the candidate experience or branding could be improved and find ways to address those spots. 

That being said, if you are hiring at scale, don’t be afraid to purposefully leave in just a few strategic spots with a little more friction. Billy from PICKUP explains that having just a bit of friction can actually work as a filter to maintain a certain quality bar. His team builds in this friction in their process by asking candidates to record a 60-second video during the application process.

Lastly, outside of the application experience, make sure any content you’re creating is working well on mobile too! This includes the way your careers site and blog present, as well as ensuring that your social posts look good from a phone as well as a desktop computer.

4. Use text messaging to boost your results

Text messaging is becoming a preferred communication tool for many candidates.

In the Rally Ideabook, 13 Pro Tips for High Volume Recruiting, we heard from Kim Horton, Talent Acquisition Manager at Texas Children’s Hospital. Kim’s team uses short text messages with a clear call to action to keep candidates moving forward through their process. 

By communicating with people in a way that’s convenient for them, you can reach a higher number of candidates and persuade them to take action. It’s also a helpful approach for candidates who are busy and on the go (think: healthcare practitioners, transportation industry professionals), and for connecting with candidates who are likely employed and balancing your hiring process with their full-time job.

When using text messaging to communicate with candidates, it can be helpful to partner with a text recruiting technology vendor if your ATS doesn’t have the functionality already built-in. 

A technology partnership allows your recruiting team to communicate effectively with candidates at scale and to set up automated texts to go out at different stages of the process. This type of software also increases efficiencies because it prevents your recruiting team from having to manually text candidates from their own personal phone numbers. In addition, a text recruiting software can provide chatbot functionality that can allow you to field candidate questions 24/7.

If you want to learn more about text recruiting best practices, you can also take a look at the Rally Ideabook, 4 Ways to Text the Modern Candidate.

So, what’s next for your high-volume recruiting team?

We hope these tips are a great starting place for considering some new ways to optimize how your team approaches recruiting and Recruitment Marketing. 

If you’d like to find out more, we recommend checking out the Rally webinar, Win at High-Volume Recruiting, and the Rally Ideabook, 13 Pro Tips for High Volume Recruiting. Let us know in the comments below which tips you’re planning to implement in the near future!

Lead with employer brand webinar from RallyFwd

4 Ways We Can All Learn From High-Volume Recruiting Teams
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About the Author

Profile photo of Kaitlyn Holbein

Kaitlyn Holbein

Rally Content Contributor, and employer brand & recruitment marketing consultant with The Employer Brand Shop.

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