Don’t Give Up Quality for Speed in Volume Hiring


Today’s generation external recruiters focus on one objective: filling seats and getting everything in place We need to accept huge volumes of hires delivered by a specific deadline isn’t the answer. Bodies go in the door but don’t stay in the seats. A wiser long-term aim should be quality bolstered by employee satisfaction.


Valuable candidates or “cattle call”?

Applicants are treated like livestock flowing in and out the barn door. Given enough monetary allure, incentives, and perks, they easily go where shepherded. But that doesn’t mean they stay.


1.Slowing down make a difference

Slowing down the recruiting process to find lasting talent is the obvious panacea to increasing employee dissatisfaction and the disease of high What metrics can you use to feel more confident in your recruiters.


2. Focus on how long candidates stay with your organization.

You should not only gauge how long it takes to fill a vacancy, but also how long candidates remain in their new positions compared to industry averages


3. Determine which channels and resources provide the best performers.

The sooner you identify where top talent can be found, the more rapidly you can unearth great people who will fit into your culture and stick around. The way you hire is changing. They are all about killing the transaction in recruiting, making hiring more strategic, and letting recruiters and hiring managers focus on what they do best building relationships. Learn what these trends are and how companies are preparing for them.


4. Tweak your onboarding experiences.

NPS (Net Promoter Score) is an evolving indicator and predictor of your business’s ability to foster positive experiences and set the stage to hire future loyal ambassadors.




5. Prioritize your internal talent first.

Hiring internal talent should always be a possibility, especially as your company scales. You’ll not only form a big pool of potential hires, but you’ll keep your culture intact. Plus, it’s notoriously easier for recruiters to fill entry-level positions than middle-level ones Regularly screen your recruiters, and you’ll feel more assured about the candidates they offer to help you achieve your mission.

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