It’s all about getting that yes
Q1 will be here soon. With any luck, so will a lot of hiring.
Volume hiring presents a specific problem: it amplifies the inefficiencies in an interview process. Exponentially.
The longer it takes to make a hiring decision, greater the risk of turning acceptances into declines. People lose interest. Their excitement wanes. They come across other interesting job prospects.
The fact that there’s a delay in the first place raises red flags. How companies run their interview process is indicative of how they run their company.
With 1 hire? There’s things you can do to mitigate this. Your recruiter or hiring manager can stay in close contact with the top candidates. Keep them in the loop.
With 20 hires? Or 50? Or over 100? This falls apart completely.
The classic thinking around volume hiring is that it’s a top of funnel problem. You just need more recruiters – internal hires, contract recruiters, or agencies – to blast all to more people.
But it’s wrong. Shocker. Throwing more people at volume hiring doesn’t streamline decision making. Ironically, more cooks in the kitchen actually make it worse.
More recruiters blasting all to the same talent pool doesn’t make anyone say ‘yes’ to an offer. It just makes people wonder why your company is so disjointed that they’re hearing about an opening from 5 different people with 5 different pitches.
I repeat: how companies run their interview process is indicative of how they run their company. Every job seeker knows this.
The name of the game has always been converting offers to acceptances. You should want this to be 80% or better.
If it’s not? There’s two things to look at before you even consider adding more recruiting into the mix:
1. Did you give them a great reason to join? By discussing how it will benefit them?
2. How long did it take you to make an offer to your top candidate? More than a day?
Just something to think about before next year’s hiring rush starts.