McDonald’s made headlines recently in their high volume hiring of 250,000 employees for the summer. Job seekers can apply on McDonald’s Snapchat career page via 10-second Snaplications.
This is just one example of how companies are responding to the growing challenge of attracting, hiring and retaining talent for high-demand, high-turnover roles in today’s tighter labour market.
If large, established companies like McDonald’s are innovating their application process and candidate experience, it’s clear we all need to step up.
Here are 4 innovative strategies to optimize your high volume hiring. First, a brief introduction.
High volume hiring
High volume hiring is the practice of hiring for a large number of open positions in a given time frame. Continue reading
When the average job posting receives 250 resumes with 88% of them unqualified, effective resume screening tools are a recruiter’s dream come true.
In 2017, the demand for resume screening tools that reduce the hours spent manually reading resumes will only grow as 56% of talent acquisition leaders predict hiring volume will increase but 66% of recruiting teams will stay the same size or even shrink.
The best way for recruiters who are already time-strapped to do more with less is to decide which of your tasks can be effectively automated.
Here are 3 resume screening tools that will boost your recruiting productivity by saving you time. Continue reading
Figuring out the right shortlisting criteria to identify the best candidates is still the top recruiting challenge for talent acquisition professionals.
52% of talent acquisition leaders say the most difficult part of their job is identifying the right candidates from a large applicant pool
To help you become more efficient and accurate when shortlisting candidates, I’ve created this guide on how to create the right shortlisting criteria to find the best candidates.
What is shortlisting criteria?
Shortlisting criteria are the essential and desirable criteria needed to do the job, as well as the minimum levels of each that the shortlisted candidate should possess. Continue reading
When the average job posting receives 250 resumes and up to 88% of candidates who apply are unqualified, recruitment shortlisting strategies are more important than ever.
Despite advances in recruiting software and technology, screening resumes and shortlisting candidates are still the most time-consuming parts of recruitment.
That’s why I created this list of the 5 best recruitment shortlisting strategies to help speed up your time-to-hire.
1. Using keywords as a recruitment shortlisting strategy
One of the classic recruitment shortlisting strategies is finding qualified candidates using keywords. A good Applicant Tracking System (ATS) should allow you to screen candidates using keywords based on desired skills and experience. Continue reading
Shortlisting candidates is the most time-consuming (and tedious) part of a recruiter’s job. Because 75 to 88% of resumes received for an open req are unqualified, it takes approximately 23 hours to screen resumes and shortlist candidates for a single hire.
Recruiters and talent acquisition professionals desperately need an effective tool for shortlisting candidates to speed up time-to-hire.
That’s why I created this list of the 6 best tools for quickly, accurately, and cost-effectively shortlisting candidates.
1. Job postings that shortlist candidates through job matching
Job postings are still the top source of hires: 31% of hires come from job search engines and job boards. Continue reading