In-house recruiters are always on the lookout for more engaging ways to assess candidates, and for volume hiring, the solution needs to be scalable and cost-effective. At our volume recruitment roundtable we were joined by online retailers as well as high street retailers, and clients from the insurance and banking sectors.
Digital transformation is shaping organisations in these sectors and recruiters are looking for ways to demonstrate their digital credentials to candidates, at the same time encouraging applications from candidates aligned to the digital agenda.
One of our participating organisations has a goal to be “one-third digitally led” and is hiring with this front of mind. Video interviewing is already being used by most participants as it’s accurately assessing important skills that will be required on the job.
Giving back, and giving feedback, is part of providing a great candidate experience. Some clients have the resources to provide feedback only to those who reach the face-to-face or assessment centre stage and there is interest in assessment tools that incorporate a candidate feedback function.
Maintaining engagement between offer and day one is a focus for our participants, many of whom suffer from high drop-out rates during the on-boarding stage. For high-volume hires it’s difficult to maintain engagement without the support of technology; “how do you make the process special when you have a group of 20 starters?” asked one participant.
Gaining buy-in from internal stakeholders is a key influence on candidate experience. Without it, the candidate experience can be compromised. Our group discussed initiatives, incentives and training to help hiring managers better understand the process and decision-making.
Recruiters face push-back, such as requests for CVs, and suffer from a lack of feedback from hiring managers who want to make the final decision but without explaining the rationale. There is some work to do in terms of helping hiring managers understand the capabilities and benefits of tech-led recruitment.
Technology is undoubtedly increasingly important in high-volume hiring and all our participants are using it to some degree. Given the growth in the market and constant evolution of tech, organisations are still tailoring their approach and looking for the right combination. The key must-haves from our group are:
Thank you to all our participants for sharing your stories and ideas. If you’re an in-house recruiter working in retail, hospitality, or contact centre hiring and would like to join the conversation, please get in touch.