Tips to Transform Your High Volume Hiring & Leave Other Recruiters in the Dust

With so many companies growing rapidly, more TA teams are being pushed to hire a much higher quantity of candidates in a pinch. So many of us are experiencing req loads in the hundreds, maybe even thousands! We’re all probably thinking, is it even possible to keep up?!

When hiring at this scale, all the mundane hiring problems have become major roadblocks in the success of your TA teams and the health/happiness of your recruiters.


So, what is missing when it comes to volume hiring?

High volume hiring is an emerging business need, and because it’s come about so quickly, the processes we’ve forced to scale have left a quandary of situations to be dealt with.

Before we can defeat the dragon, we have to know what we’re up against, let’s dig into what’s plaguing high volume hiring.

Recruiter bandwidth

Recruiting has historically been a very intimate and personalized experience. With lots of touch-points, 1-on-1 interactions, and a slower moving pace, it allowed candidates and recruiters to build long lasting relationships.

As the demand for candidates has grown, recruiters have been forced to move faster and spend less and less time with each candidate.

The more candidates they are responsible for, the less time they are able to spend with each applicant. Not only are recruiters’ brains being stretched farther than ever trying to remember and recall details about hundreds of candidates, the individual candidate experience is also beginning to falter.

Candidate experience

Since recruiter bandwidth is at an all time low, candidates are having more and more negative experiences. With the hiring landscape shifting and “easy apply” taking over, candidates and companies alike are ghosting left and right.

This shift in how candidates perceive and own the hiring process has forced candidate experience to the top of many TA team’s radars.

It’s now impossible to replicate the historic high-touch hiring process across the board for roles that require any amount of volume.

Now, candidates want to feel included, seen, heard, and valued from the get-go. Yes, it is possible to spend your day shooting off emails or text messages one after another to reach out to as many people in your pipeline as possible. But, who is following in your wake to keep it all organized and documented for reference?

Organization and documentation

When you scale chaotic, highly personalized or individualized processes, you’re left with unorganized, messy notes and inadequate documentation.

As TA teams are stretched thin, they are moving faster than they realize, leaving conversations, emails, and phone calls undocumented. Their filing system becomes their brain! This works well for them, but makes it hard for them to get help from the team and keep things from operating smoothly in the long run.


What can we do to improve high volume hiring?

Thankfully, high volume hiring doesn’t need to be as miserable as it has been. There is hope for the future of these systems and with so many TA teams looking for better solutions, here’s what our customers have focused on to create high-class candidate experiences at scale.


When it comes to hiring the right fit in a repeatable system, you need a much larger talent pool! The good news is that Text-for-jobs allows you to create an easy apply button for applicants to inquire about a job via a shortcode they text in on their phone.

Better application processes

Many companies are putting a focus on finding ways to simplify the application process. Companies like DICK’S Sporting Goods are thinking about how they can create an application process as simple as Apple pay. By asking questions like “What information is absolutely essential? What information can we auto populate from other places?” they are making the application process as smooth as 1-click purchases on the Amazon app.


Managing your workflow can be a challenge when so many of the tasks are repetitive. Why spend your day doing time consuming, soul breaking, repetitive tasks all day when it can be done with just a few clicks instead.

Cue automations.

With the help of easy to set up, sophisticated automations, high volume recruiters are able to guide applicants through the hiring process seamlessly. For those candidates that need an extra nudge, automations can provide those key reminders that will keep them in tune throughout the hiring journey.

Is it magic? No.

Is it a high volume recruiter’s best friend? Yes.