5 highly effective tips to streamline the recruitment process for high volume candidates

Recruiting high volume candidates (typically mid-low income staff that represent the bulk of a company’s human resources) can be challenging for both corporates and SMEs alike. The time spent sourcing, screening, contacting and interviewing candidates can place a significant administrative burden on recruitment teams. In addition, attrition of high volume candidates can exceed 50% per year, resulting in a never-ending demand for new hires and an endless washing machine effect of recruitment and attrition, followed by more recruitment and attrition. This phenomenon is particularly commonplace in industries including call centre, retail, manufacturing and transport.


Giraffe has worked with numerous organisations across multiple industries, and in doing so we have been able to identify some effective ways to streamline the recruitment process. Below are some tips that can reduce the time to fill positions, increase the throughput of candidates and improve the quality of hires.


  1. Stop screening CVs manually

Most companies still tend to screen CVs manually. This can consume huge amounts of time and resources, and remains prone to error- as some good candidates fall through the cracks whilst others that shouldn’t make it through screening actually pass. To address this, companies can use digital methods to screen candidates. Digital recruitment has seen major advancements in recent years. Many mobile recruitment services and applicant tracking systems now offer automated CV screening features which use keywords or specific criteria to auto-accept or reject candidates. Better still, companies that set up online application processes using structured questions and pre-screening surveys can automatically accept or regret candidates without even looking at their CVs, enabling them to screen thousands of candidates in a fraction of the time it would take to do manually.


  1. Build an employer brand

Sourcing candidates becomes much easier when your company has a compelling and coherent employer brand. A strong employer brand drives candidates to approach you directly, thereby reducing the need for proactive sourcing. Companies with the strongest employer brands also attract the best talent, which in turn reduces attrition and generates real impact on the bottom line. However, building an employer brand is a complex process that requires the alignment of company brand and company culture, as well as the effective communication of the employee value proposition across candidate sourcing channels. Company work environment and perks also factor greatly in candidates’ perception of an employer’s brand. HR teams should work with the business to ensure this alignment, which in turn can boost both the volume and quality of new candidates.


  1. Have open days

Due to the constant need to recruit, many high volume recruiters conduct interviews every day. This can put strain on HR teams and protract the recruitment cycle. Instead of conducting interviews every day of the week, recruiters can concentrate all interviews into a single open day or assessment centre per week. This requires having the facility to accommodate large numbers of candidates and a structure to ensure the open day is organised, but enables recruiters to brief a large number of candidates at once, administer the truth serum en masse (see below) and manage the candidate pipeline more effectively and rapidly.


  1. Reduce attrition

Streamlining the recruitment process is pointless if attrition is high, because significant time and energy is spent recruiting and onboarding, only to result in loss of candidates and the need to recruit again. Attrition can have many causes- high pressure, target-driven environments, shift work and suboptimal working environments can all contribute. Our research has shown that transport time and costs are a significant driver of attrition, suggesting that attracting candidates who live close by can help reduce it. Whatever the reason, it is critical for HR teams to understand the root causes of attrition in their instance. This can be done through exit interviews, employee surveys or line manager interviews. Once the root causes of attrition are understood and steps are taken to remedy them, the pressure to recruit candidates drops and the recruitment process automatically becomes more manageable.


  1. Use a ‘truth serum’

Many candidates apply for jobs without fully understanding what the job entails. Failure to understand the reality of the job such as basic and commission structure, shift work, working hours and the job description in general can deter candidates from accepting an offer or drive them to leave if their expectations are misaligned. Conversely, administering a ‘truth serum’- honestly conveying all the details and potential drawbacks of the job upfront to candidates- can actually deter the wrong people from applying so that only the relevant candidates apply and are interviewed. This can improve candidate conversion rates and reduce the time wasted on screening and interviewing candidates that are unlikely to accept an offer or last long in the job.


About Giraffe

Giraffe is a fully automated mobile recruitment platform that helps businesses recruit medium-skilled candidates faster and more affordably than any other way. To find out more visit www.giraffe.co.za

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