5 High-Volume Hiring Set Up Essentials

Effective high-volume hiring demands meticulous organisation and strategic planning.

In this guide, we explore the five essential components crucial for successful high-volume recruitment. Let’s dive into the details.

1) Choose an ATS set up for high volume hiring

Selecting the appropriate Applicant Tracking System (ATS) is pivotal for successful high-volume hiring. While managing candidates via spreadsheets or job board CRMs is an option, it’s not the recommended approach for efficiency and ease.

Allocating budget for a basic ATS is essential to handle candidate stages, communication, workflows, job postings, and offer management.

Allocating budget for a basic ATS is essential to handle candidate stages, communication, workflows, job postings, and offer management.

Our list of recommended ATS’s for high-volume hiring include:

• Oleoo
• SmartRecruiters
• Fountain
• iCIMS
• Tribepad
• Pinpoint

Some ATS’s are linked to corporate Human Resources Information Systems (HRIS’s) such as Workday, ADP, Taleo or SAP SuccessFactors.

These are fine to use, but they can be a bit harder to customise than a volume-ready ATS.

Pro tip:

When selecting an ATS, ensure you ask about the cost and timescales for integrations.

2) Essential high-volume hiring integrations

Key integrations play a crucial role in high volume hiring include:

Essential integrations:

• Assessments
• Job board posting
• Background checks

Nice to have integrations:

• Candidate texting / SMS
• Electronic signatures
• Onboarding
• Candidate CRM
• Job board analytics
• Calendar scheduling
• Video interview

Pro tip: Integration work is typically performed by the tool you want to integrate, not the ATS provider. Ensure the tool provider is willing to integrate with the ATS’s API, and be cautious of potential integration charges.

3) Using automated assessments:

For streamlining recruitment and reducing inefficiencies in high-volume hiring, automated pre-hire assessments are indispensable. Rapidly identifying candidates worth prioritising saves time, enhances objectivity, reduces bias, and improves hiring outcomes such as retention and performance.

ThriveMap specialises in skills-based high-volume hiring assessments

4) Integrate your assessments

Integrating your ATS with your assessment provider ensures seamless coordination:

• Assessment invitations will be automatically sent at a point of your choosing in the hiring funnel
• Assessment scores will show on the candidate record in your ATS for filtering, ranking of candidates
• Assessment interview reports will show on the candidate record in the ATS which may make things easier for interviewers
• Candidate withdrawals will show in your ATS (this feature is unique to ThriveMap’s Realistic Job Assessment system where candidates can self-select out if the job is not for them)

Pro tip: If your ATS doesn’t integrate with Indeed, inquire if your assessment provider can automate sending assessments to candidates via Indeed. We can do it at ThriveMap so we expect most other assessment vendors will be able to accommodate this.

5) Candidate CRMs

While many ATSs include built-in candidate CRM features, standalone options are beneficial for engagement or re-engagement campaigns. Although these tools are becoming popular, they can be expensive. Alternatively, you can achieve similar functionality by subscribing to cost-effective email marketing tools like:

• Mailshake
• Reply
• Persist IQ

Integrating with your email inbox, these tools enable timed email sequences based on candidate behavior.

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Plan, design, and build a best practice high-volume recruitment strategy with ThriveMap’s playbook. Packed with templates, expert tips, and proven best practices, it’s your key to optimizing every step of the recruitment process.

High volume recruitment strategy playbook