The Ultimate Guide to High Volume Hiring


Master the art of High Volume Hiring with these tips, and resources.



Recruiting a candidate is never easy but when you’re hiring for multiple positions, the task becomes even more challenging. Volume hiring is the answer to big companies that hire candidates for hundreds of positions at a time. It’s currently utilized by companies like Amazon that hire thousands of people every year.


High volume hiring, also known as mass recruitment is the process of recruiting hundreds or thousands of candidates within a relatively shorter time period. In volume hiring, technology and planning play a major role. Making use of ATS and automating tasks such as scheduling can save a lot of time. On the other hand, you will face fewer obstacles if you spend adequate time working on the finer details.


Learn more about volume hiring, its challenges, and how you can optimize volume hiring for your company.


Optimizing High Volume Hiring

High Volume Hiring: How to Overcome the Most Common Challenges

5 Tips to Master the Top Volume Hiring Trends in 2021

Achieving a Positive Candidate Experience While Volume Hiring

How Startups Can Streamline Volume Hiring (7 Tips & Tools)

Three Volume Hiring Challenges in Manufacturing (And How to Tackle Them)


Optimizing High Volume Hiring


The need of optimizing high volume recruiting has become an important task, due to the continuous expansion of technology and businesses. To effectively handle the process of volume hiring, one has to be skilled enough for the task. Otherwise, if recruitment is done incorrectly it can seriously damage the business performance and capital. Moreover, recruitment is especially a critical task for the hiring of tech roles such as software engineers and developers. As such departments and candidates push the companies towards their goals.


According to the research done by ideal, “a low volume job position receives around 59 applications, whereas a high volume job position can get up to 250 applications.” No matter the scenario, sorting out 250 applications to find the tech talent fit for your company is a tiresome and difficult role. Through optimizing your hiring strategies, you can easily narrow down the list of potential candidates who will be perfect for the role.


We have arranged some strategies for you to optimize your high volume hiring. These are no doubt, some of the best practices for hiring the most appropriate candidate easily!


1. Simplification of the Talent Acquisition Process


The flaw in our dealings with Talent Acquisition Team (TA team) is that we burden them so much with administrative work. Hence, they are left with less energy, time, and money to track down appropriate candidates for your organization. In-result, you can lose out on a potential candidate or can hire a misfit candidate for your organization. Moreover, a misfit hiring for tech department candidates can be troublesome, as they are the real workforce of backend processes development.


The key to success for an effective TA team is to reduce their workload. Furthermore, including some people from a tech background in your TA team can also help you better hire potential candidates for your tech roles. Also, the use of technology for sourcing, screening, and interviewing saves a lot of time for your TA team. Additionally, it will automatically remove unqualified candidates. You can check Checkster’s Reference Insights and Interview Insights for further assistance. Through this technique, you’ll greatly optimize your high volume hiring process.


2. Sourcing


To initiate a successful recruitment process, one needs to attract the right candidates for the role. If you are hiring for just one role, even then you have to filter hundreds of candidates to find the perfect one which suits your needs.


Such a strategy isn’t useful when you are recruiting on a mass level. Because you aren’t hiring for just one role, you need hundreds of potential applicants.


The use of technologies such as Programmatic Advertising and Chatbots can greatly help you to find potential candidates while mass recruiting. Also, if you are hiring for tech roles, online platforms such as LinkedIn, Sumry, and Jobcase can be beneficial.


3. Recruitment Process Outsourcing


Another great strategy, through which the company can greatly optimize mass recruiting is by outsourcing the recruitment process. In Recruitment Process Outsourcing, a company transfers the task and rights of hiring potential candidates’ to an external party. An RPO provider can work as a company’s’ HR extension on-site where hiring is done. The RPO provider can effectively work to provide you potential technology, staff, and recruitment that can fulfill your needs. There are multiple benefits associated with RPO such as;


  • Optimized Recruiting Costs

  • Improved Recruiting Capacity

  • A Scalable Recruit-to-Hire Process 

  • Improved Candidate Quality 

  • Effective Employment Brand


4. Measure Your Time-to-Hire


You need to analyse your time-to-hire metric between sourcing an appropriate tech talent and on-boarding the candidate. Through this process, you can track down flaws in your recruitment process and can also analyse your recruiting team’s performance. 


We all know that time is equivalent to money, and if your TA team is taking more than the required time to fill a position it means you are shedding money per hire. Another disadvantage of a long process of hiring is that potential clients can lose interest!


5. Taking Video Interviews


Another great approach for optimizing your mass recruiting is utilizing video interviews. Because, let’s be honest, it’s a difficult task to have interviews on company’s premises when you need to hire multiple candidates in a short time frame. Besides, relating to tech roles hiring most of your potential candidates are from far away locations and they prefer to work remotely.


Such situations can easily be tackled by taking video interviews. You can ask candidates to submit a video recording of them answering the required questions. Afterward, you can easily filter them at your convenience. 


6. Keep Your Talent Pool Updated


If your business requires high volume hiring from time-to-time, then another great strategy to optimize it is by keeping your talent pool filled. You should always have talented candidates’ information under check, it will greatly help you in the future. 


They can be such candidates who didn’t meet your criteria of position back then but are a great fit now. You can also consider using AI software to track down and source potential clients in your talent pool for further openings.


7. Automation of Screening


According to ideal, around 52% of TA leaders are of the view that screening candidates from a large pool are the most difficult task. Hence, you’ll benefit enough by automating the screening process. To make our argument valid, we present the following statistics.


  • Approximately 75-88% of applications for an open role are unqualified

  • It can take up to 23 hours for a recruiter to manually screen and shortlist candidate per position


According to our analysis, recruiters spend around 42% of their productive time just screening and shortlisting candidates.


Such a waste of productive time is greatly inefficient. Hence, we recommend using AI for screening and shortlisting candidates. 



High Volume Hiring: How to Overcome the Most Common Challenges


Finding the right candidate for a position is difficult. Hiring a large number of people in a short amount of time can feel nearly impossible.


There are four high volume recruiting challenges that all talent acquisition teams face. Learn what those challenges are and how to overcome them with the following strategies.


Challenge #1: Time Crunch


  • A lot happens between placing an ad for a job and onboarding a new hire. These are the common steps to consider:

  • Applicant review and selection of qualified candidates

  • Initial Interview/screening

  • Final/formal interview

  • Skill tests

  • Gathering credentials

  • Making offers and negotiation

  • Background checks & references


Cutting corners to simply fill the positions quickly will not make the bulk hiring process easier. Skipping vital steps in the recruitment process could cost more money in the end. Hiring candidates that are not the right fit will lead to a low retention rate and can become costly to your organization.


An RPO (Recruitment Process Outsourcing) provider specializes in recruitment and can make the bulk-hiring process a breeze. RPO professionals have high volume recruiting tools that can handle large volumes masterfully.


Also, consider your current resources. When a significant increase in hiring is in the works, you can’t just tell your talent acquisition to simply double up on their requisition load, there are only so many hours in a day and you want to protect the quality candidate and hiring manager experience. It’s one of those key elements of company culture and your ability to attract the best talent for the organization. It can be a success for the candidates of choice to accept your offer or choose to work for your competitors instead.


How To Overcome


Hire a solid RPO provider with a great industry reputation. Sourcing for large-scale recruiting is time-consuming, tedious, and overwhelming. Yes, your ATS is probably a great first go-to place, but there will not be enough qualified talent, nor will your internal team be able to assess them for fit when the clock is ticking. Let your RPO partner find quality, passive candidates to build the talent pipeline and engage the talent communities for you so that the talent acquisition team can assess skills, and manage the process with potential employees and hiring managers.


Using a reputable RPO partner, will help your organization not only hire faster, with better quality of candidates that a larger pool of skilled workers to choose from. This is one way to battle the time crunch challenge because part of your hiring steps are taken care of for you by your RPO recruiting partners by way of talent outreach and marketing your positions, initial interviewing/screening, and tedious reference checks. Let’s be real. There’s no time to waste when your CEO asks you to ramp up several manufacturing facilities, have a sales team penetrate a new market, or development team ready to work towards a new strategic opportunity.


Challenge #2: Application & Interview Process Overload


Successful high volume recruitment relies heavily on the application process. Applicant screening should be automated. This will streamline the interview process and ultimately put you on the fast track to making offers.


How To Overcome

Analyze your sourcing strategy and let the application work for you. This is where a quality RPO company will shine. Time is precious and the talent acquisition team should never waste it on data-driven tasks.


Efficiency and scalability are the two factors that will most likely be negatively impacted by high volume recruitment. Using an RPO service will diminish those concerns.


If your team has the resources in house, the application process will need to be structured in a way that can handle mass hiring. If the position has specific requirements, the application can ask these questions upfront.


Applicants that have the correct qualifications will automatically be screened in and scored, helping your team prioritize and reach out to as many qualified individuals you should progress to next steps, saving your team time and money during the interview phase.


On the other hand, be cautious when using a questionnaire. There is a fine line between screening candidates and having them complete a novel. Long applications may slow the hiring process. So, just ask only the most important, key questions that determine success, and avoid fluff.



Challenge #3: Analysis Paralysis


High volume recruitment needs to be strategically executed. Undoubtedly, planning is important, but spending too much time on this phase is unnecessary.


How To Overcome


Recruitment metrics are crucial when hiring in bulk. First, eliminating unnecessary steps is ultimately the goal. To do this, use your company metrics to create a marketing strategy. Second, understand where advertising funds are going.


Finally, use the metrics to spot the job boards that are duds and highlight areas for improvement.


Challenge #4: Providing A Positive Candidate Experience


It’s easy to be solely focused on getting the jobs filled. Nevertheless, you cannot forget about the human behind the application. One of the biggest challenges is giving a positive experience to candidates.


How To Overcome


Obviously, the bulk-hiring process shouldn’t be significantly different from filling a single position. Remember, the interviewing process is the first impression of the company. A new hire will always remember their interview experience.


Why should you care? Disorganization within the recruitment process will affect employee referrals and morale. Whether or not a candidate is offered the job, the applicant will tell others about their experience. A solid hiring strategy will be the only way to stay organized.


Overall, high volume recruiting can be stressful. Definitely analyze your team’s abilities and whether or not it’s something that is doable. Don’t be afraid to reach out to external sources if needed.


5 Tips to Master the Top Volume Hiring Trends in 2021


Covid-19 changed a lot of things for us. In the post-pandemic world, a lot of businesses are struggling to find a leg to stand. While on the other hand, some companies like Walmart and Amazon are volume hiring to deal with the sudden influx. In March 2020, Amazon announced that they are hiring for about 100,000 open positions.


Yes, Amazon and Walmart are huge companies, but however big or small a company may be, volume hiring is never free of challenges, if 2020 taught us anything is that industry conditions and candidate behavior is never predictable. Businesses need to be aware of the current trends in order to get ahead of the game. 


In this article, we will be discussing 5 volume hiring trends in 2021 that you need to know.


1. Clearly Define Skills and Evaluation Process

Before moving on to a job posting, clearly define the skills and evaluation process of the potential employee. After naming the top three role responsibilities, ask yourself:

What will the potential employee’s KPIs be?


What strengths and values are essential to succeed in the job? 


After defining the factors, move on to creating a plan of how you will evaluate the candidates. Divide the roles among colleagues and figure out who will do the interviews and give feedback on the assignments from the candidates. 


Defining a clear skill set and evaluation process will make the job so much easier and faster. Next, you can make use of resume screening to automate the early hiring stage. 


2. Automated Resume Screening with AI 


In volume hiring, scanning resumes one by one is nearly impossible.


Suppose, you receive two thousand resumes and spend an average of three minutes on each. It will take you about 6,000 minutes to go through all applications. That’s over four days! Can your company spare that much time and resources? 


Resume screening solutions can make it easier to find relevant applications in no time. Especially in the manufacturing industry, this can be pretty helpful. The software filters applicants that qualify for the required criteria and you can eliminate unsuitable candidates at the beginning. 


At Pierpoint, we use the best talent acquisition including social media, job boards, LinkedIn Recruiter, AI/machine learning, BI reporting, and our 1M+ candidates’ database.


However, if you follow very strict criteria, there’s a fair chance of missing out on diverse talent. To avoid that, keep an open mind and make sure that the requirements are not too stern.


3. Focus on Attracting Diverse Talent


Workforce diversification has the potential to open new doors for every business. We’re talking about diversity in terms of color, gender, age, and academic background. 


Among others, the tech industry is dominated by white males. Women are underrepresented in the tech field and make only about 25% of the total workforce. If you want to diversify, then let them see that you’re committed to the cause.


Diversifying the tech talent pool can result in better performance and more creativity. Start by being completely unbiased, and prioritize skills over degrees, age, color, and gender. Work on your job descriptions, try blind resume screening, and set diversity goals. 


4. Remote Working Opportunities


Covid-19 took the WFH (Work from Home) concept to a whole other level, and more remote working opportunities with this. We’re no longer bound by geographical boundaries and can hire people from practically anywhere in the world. On one hand, it brings opportunities, but on the other hand, there’s more competition. 


Tech is among the many industries that benefit greatly from remote working. With tools like Slack, Zoom, and GitHub, large teams can collaborate efficiently and save time otherwise spent on the road. Companies can easily find a diverse range of talent, conduct online interviews, and collaborate. Considering how tech-savvies love their screens, remote working is here to stay in tech! 


5. Diverse Sourcing Strategies


Technology has changed the way businesses attract and hire their potential workforce. No one dives into the newspaper’s job section looking for the perfect position. Rather, they find opportunities through job boards and social media platforms like LinkedIn and set up alerts for jobs that match your qualifications. 


For a few positions, using only one platform is enough, but not for volume hiring. For that, you need to utilize several sourcing platforms including referrals, social media platforms, and job boards.


Every company uses social media to attract talent, but that’s not enough. To reach a wider range of applicants, employ a high-level social media campaign targeting the appropriate talent. 

Design your recruitment strategy in such a way that you can reach passive talent through various channels. LinkedIn and referrals are the best ways to find and add passive talent to your database.


Posting jobs is one thing, but referrals are known to be among the best ways to attract suitable candidates. Since they’re referred by someone in your company, they know the company environment and work well. 


However, referrals can lead to less diversity!


People are often hesitant in referring to a female or a person of color. According to a report by Payscale, white women are 12% less likely to get referrals, men of color are 26% less likely, and women of color are 35% less likely. 


You can change the perspective by offering incentives on referring to a diverse range of candidates with a specific skill set. Corporations like Intel are offering incentives for diverse referrals. 


How Do I Get Started with Volume Hiring in 2021?


Businesses are going through some of the most difficult phases at the moment. However, tech, life sciences, and manufacturing are among the less affected industries. 

By staying in touch with the current trends, you can use this time to improve your recruitment process. Although, in volume hiring, it’s easier to just find a reliable recruitment service provider and let them find the right people for the job.


For over 15 years, Pierpoint International has been providing RPO services for top Silicon Valley companies. Our 200+ talent acquisition consultants partner with your team to design the best strategy to attract and hire talent.

Evaluate your hiring strategy and make 2021 better than ever! 



Achieving a Positive Candidate Experience While Volume Hiring



HR Managers are the frontline leaders who help organizations to attract talent, fill vacant positions, and improve capacity. In executing their role, each step of the hiring process (sourcing, interviewing, hiring, on-boarding) led to branding which in turn is critically connected with positive candidate experience.


A research report by Deloitte says that 87% of employees say that their positive hiring experience has changed their perception of the company. Meanwhile, another research report by CEB says that 70% of HR professionals agree that candidate experience matters but merely 40% monitored it in one or another way.


Well, mastering the process for attaining a positive candidate experience is not at all easy. Daily conversations of HR managers with their leaders, team members, or colleagues must revolve around adopting the best talent acquisition strategies, hiring practices, improving candidate experiences to be successful. It necessitates them to measure and re-measure their HR policies and actions to devise ways ahead.


Amid the backdrop of the pandemic when a record number of employees are leaving their current job, it becomes pretty difficult for recruiters to attract and retain talent. One report by Microsoft says that 40% of the workforce globally would leave their current employer this year. More, improving the candidate experience is challenging even in small volumes, however, the challenge is compounded when hiring is to be done in lofty volume.


Dubbed as ‘High volume hiring’, it is the process wherein a large number of candidates (ranging from hundreds to thousands) are hired in a shorter period. To win this talent war, recruiters invest hours of time and resources to promote the open positions, recruit and secure identify potential candidates, and connect them with the right position.


Roads to achieve positive candidate experience


As per a report by Glassdoor, on average corporate vacancy attracts 250 job applications, out of which four to six will be called for interview and one will be offered the position. Think about the massive data that recruiters would be going through for attaining the goals of high-volume hiring! Additionally, ensuring a positive candidate experience for each applicant is the opportunity to showcase your brand image for leaving a lasting positive impression. To connect further, below are some of the well-researched suggestions for recruiters:


Rethink the fashion you talk up about the vacant positions


Your first move towards positive candidate experience starts with the way you project vacancies in the dynamic job market. Getting to know the company culture, employee life, and social responsibilities are of high importance to job seekers. One step further, leading recruiters also share living documents with potential candidates to establish ‘expectation conversions’ and avoid surprises. Talent leaders must be forward-facing to make the candidates sense as if they already belong to them.


Let technology optimize your candidate experience


Technology facilitates a clear and structured way for managing the process and reduces your worries. As the situation evolves, many recruiters remain unsure about their contingency plan and what steps to take. Having kept all data and the information in place, techno-enabled hiring solutions will provide you the best coordination- before, during, and after- hiring process.


Well, to muscled up the receivables by recruiters, technology certainly helps. It let the talent leaders, receive, analyze, evaluate, record, and maintain voluminous job hiring data within time and comfort. Plus, it allows you to collect quick feedback, identify the loopholes, and make improvements for the future.


Walk into the shoes of your active and passive candidates


Take a field ride into the entire recruitment process to understand the complete candidate journey. Honestly, it can be moving ‘slightly’ out of your comfort zone and making the hiring need assessment from the candidates’ viewpoint. In fact, a candidate’s journey is a sum of ‘micro experiences that they would encounter from beginning to end. Certainly, the candidate experience cannot be favorable if merely one portion of the journey is addressed while the other remained unaddressed.


Communicate regularly to ensure transparency


Candidates strongly crave active communication during the entire hiring cycle. To avoid letting the candidates feel forgotten, alienated, or side-lined, the role of communication is unquestionable. Plus, how you communicate, what is the time duration, what communication mode you opt for, and how transparent you remain shall follow through. The use of technology to send automated notifications, emails, or guidelines at regular intervals can support creating a positive candidate experience and convert applicants into business admirers.


Amid the mixed signs in the market worldwide, recruiters have to bring back the volume of vacant positions from fallout zones and build a competitive advantage. With more technology, perennial communication, and the right strategies, the volume hiring can give the right stimulus to drive measurable fiscal results to your company.


How Startups Can Streamline Volume Hiring (7 Tips & Tools)


Building a solid team is absolutely one of the top variables that successful entrepreneurs would look into at the start of their business. The entire growth trajectory of a business begins with onboarding the right people. A new startup, especially in its early days, has an unknown Employer Brand and has to go through the phases of uncertainty and risk. As per a study, 76% of hiring managers agree that attracting quality candidates was their very first challenge.


Essentially, finding self-driven individuals whose motivation aligns with your business and who can reinforce their appreciation for your vision and mission are good to go. Undoubtedly, your first team is largely going to define your organizational culture and build the next stages of your business. The search for a suitable team starts by testing your potential candidates with the right knowledge, skill, expertise, and attitude towards work. However, these are not sufficient as you will have to reiterate your ideas and try different approaches to win the chances of having an ‘ideal’ team.


Here are some of the tips and tools to streamline volume hiring for startups.


1. Easy Out the Application Process

With more hands with mobiles, a desktop-enabled job search is sought relatively lesser. Increased penetration of smart cell phones all over the world has made them a primary search device. Now the applicants might like to see your job application while commuting, scrolling through social media, or even at their leisurely tea time. Of course, they would be looking for a quick and straightforward application process instead of a long and tidy one. It is always better for hiring managers to streamline the application process to make it more adaptive and user-friendly in a high recruiting scenario, to get more applications in the inbox.


2. Embrace Disruptive Digital Tools

Tech-driven solutions empowered by AI, automation, and cloud computing will enable you to speed up your screening process. By establishing personalized communication, enabling instant feedback, and making intelligence-driven decisions. New tech tools are supporting HR decisions in building a skilled, diverse, and robust team, such as: Honeit Interview Software, Talkpush Conversational CRM, Arya AI Talent Acquisition, Eightfold Talent Intelligence.


3. Estimate Your Standard Hiring Time

Recruiters understand how valuable HR forecasting is for hiring the right people at the right time. Time-to-hire metrics can help measure the time taken between sourcing to onboarding a candidate for a quick and easy win. Such mechanisms can let them identify any flaw in the process (if any) and how far their recruitment team will go to minimize the time taken and cost involved in hiring.


Companies can also compare their standard recruitment time with the global average time (26 days) or with other similar companies for upgrading/modifying their hiring process accordingly. Especially in volume hiring for startups, they will end up winding things faster.


4. Go for Process Up-Gradation and Revision

When you are eyeing to take more people on board at the same time, sit with your HR manager to discuss some of the questions.


  • How much shall be the standard time and procedure to fill one position?

  • Is it possible to fill all the openings with a steady pace and process?

  • Can we replace any recruitment stage with a technology-driven round?

  • Can virtual hiring be an alternative to physical hiring?

  • Do we need to revise our hiring strategy based on current times?


Such exercise can enable you ‘not to lose’ any quality candidate because your process is cumbersome and takes too much of their present job time. 


5. Clout Your Network for Faster Decision Making

You must look back at your co-workers, people whom you know personally or who were referred by your friends, peers, or associates. Doing so adds an extra vetting layer to your talent sourcing process. Also, as candidates trust each other from the start, you will save the ‘get to know each other’ time. When the team members are already well-versed, it could quickly be a get-go time to jump on some complex projects without delay.


6. Remember, Great Talent Can Be Found Anywhere

Referrals are essential to fasten the process and win the trust early. However, observing this as a thumb rule kills the spirit of diversity too. Companies have discovered that best people don’t come merely through referrals but can be discovered on job portals, Twitter, LinkedIn, and other networking sites. Meanwhile, studies show that the latter outperforms the referrals by 58%.


7. Let It Be a Diverse Team with Diverse Ideas

No startup can afford less innovative and short-sighted mindsets who are laser-focused on ‘inbox thinking’ and have generated ‘trained incapacity’ among them. Highly inclusive organizations are likely to generate revenue 1.4 times and 120% more capable of meeting financial goals. Indeed, companies need to build a team with varied compositions for diversity to intrude and ideas to incubate.


What’s more, you can go for a screening test, background verification, and reference checks, etc. Interestingly, a few other recent studies indicate trends in volume hiring for startups: 


  • Startups with people below 25 years of age perform nearly 30% or above average.

  • Companies with their co-founders from top schools are performing 220% better than others.

  • Company alma maters did impact for chances to succeed enlarge by 50% than others.


While these tips won’t dictate how you choose to choose your team, a promising startup team is a prerequisite for its success. Every business is different, and so is its hiring process. However, as a thumb rule, when it occurs to thinking about investing your funds in hiring a team, you must think about how those funds will help your idea move forward. 


Your team is your investment, and indifferently, it is going to pay you returns too. Avoid investing in the wrong team to avoid negative consequences. There can be many areas where a startup can think of reducing the cost. With hiring, it goes the other way round. Make sure that your startup ecosystem is filled with a vibrant, inclusive, and self-propelling team.



Three Volume Hiring Challenges in Manufacturing (And How to Tackle Them)


The success of the manufacturing sector largely depends on the capabilities of its manpower, and with a widening skill gap, manufacturing industries worldwide are facing immense pressure. As per a report published by Deloitte and the Manufacturing Unit Institute, in 2018, the manufacturing sector will experience an unprecedented employment shortfall between 2018 and 2028. The report further indicates that around 2.4 million jobs will go unfilled due to disparity between the skills required and skills owned by the talent pool capable of filling them. 


The current changing landscape in Manufacturing is further paired with pandemic-led operations shutdown, process revamping, quickly developing technology and outdated reputation of the industry. Far from the mass unemployment, the manufacturing sector will see a shortfall of workers, and therefore, productivity, if these gaps continue to remain unaddressed.


Naturally, filling the vacant positions in volume can be challenging for any industry. Particularly in the manufacturing sector, finding skilled workers in bulk will require HR personnel to craft and implement strong hiring strategies. Manufacturing firms often look for groomed individuals to perform the roles like technicians, plant managers, assemblers, supervisors, or more. For volume hiring, they shall know the latest ins and outs. Here is the list of main challenges faced by manufacturers in volume hiring in 2021.



1. Poor Perception and Ineffective Advertising Strategies


As per a survey, 62% of the skilled production vacancies posted in manufacturing are hard-to-fill. Out of them, 21% are attributed to ineffective advertising strategies and undesirable job characteristics, 16% due to lack of skills and knowledge gap, and 3% are due to applicant’s lack of interest in manufacturing. Such an approach is due to their perception and dispelled myth of considering manufacturing work as a ‘lesser convenient’ job. Perhaps, manufacturing industries should be willing to talk more about the purpose of their role in the present era of conscious consumerism. It is like selling the idea of a modernized career in manufacturing at an early stage. Meanwhile, manufacturers should consider re-building their reward model around skills, induce trade-focused career path-goal, and embrace fresh ways of working.


2. Raising Gap on ‘Qualification-Required’


With students showing less inclination toward jobs in manufacturing, studies tell that there is a sheer percentage (58% out of 70% of hard-to-fill vacancies) in manufacturing. Inability to meet educational requirements is one of the driving difficulties, caused by the decreased concentration of students in courses related to the manufacturing field. Plus, due to the high skill gap, an average US Manufacturer stands to lose 11% of their earnings annually. However, the STEM manufacturing units are less likely to experience challenges in volume hiring than non-STEM manufacturing units as per the research studies. Allowing younger generations to step out of their classrooms and gain hands-on experience in workshops can perhaps entice them to choose a career in the manufacturing sector.  


3. Lengthy Recruitment Procedures


Apart from the shortage of staff with technical degrees, knowledge, and poor perception; lengthy recruitment procedures are also impacting businesses. It takes an average of 70 days to take a skilled worker on board. Now, when candidates have plenty of choices, high-skilled employees are hard to attract, recruit and then retain. Due to heating competitions all around, companies are offering great packages and incentives to potential applicants. It, of course, has made things difficult for marginal, small, and middle-level manufacturers. Naturally, good candidates will happily bend towards a company that will offer more in the shortest period possible.


Manufacturers trying to alleviate the challenges associated with volume hiring must reinvent their image and re-position themselves as valued, well-paying, and innovative jobs. Importantly, volume hiring is different from normal hiring, so shall be the approach. Then, how volume hiring in manufacturing should look like? Let’s walk through some important steps:


How to Tackle These Challenges?


Determine what you need: The foremost thing is that you shall be clear on what is required, and then, the tools to quickly check if the applicant meets those requirements or not.


Automate the process: No doubt, handling a volume of resumes, or job applications manually can tax your time and energy. Efficient techno-driven solutions need to be up and running before you begin volume hiring.


Plan the strategies to attract talent: Plan and apply attractive hiring strategies to make sure that the required job posting receives maximum responses. Use social media, digital signage systems, employee referrals to make the most of it. 

Scrutinize applications: Use a techno-enabled solution to get the sheer volume of applications screened and filtered. It will easily get you a list of candidates for the next round.


Set up interviewing for volume hiring: One-to-One hiring will not make sense for volume hiring in manufacturing. Keep your hiring team ready for conducting group interviews.


Onboarding, finally: Take your new members on board, arrange an induction program and keep them up with adequate training. 


Even with best hiring practices, manufacturers must know what metrics will matter much for them. Hiring, as a process and practice, keeps evolving differently with time. Remember, adopting the right technology and analytics in volume hiring will always remain a plus.